逮捕记录是否会出现在背景调查报告中 取决于几个不同的因素。到目前为止，最重要的变量是位置。在整个美国，关于是否允许雇主将逮捕历史作为招聘过程的一部分的法律存在分歧 .
钍 争论点 是逮捕 本身并不能证明有罪。有人可能被逮捕但从未被指控或被逮捕并被指控但最终被判无罪。没有相应定罪的逮捕只会引起候选人可能参与犯罪活动的怀疑。
在一些州，法律反映了关于公平的这一点。纽约、加利福尼亚、密歇根、亚利桑那和宾夕法尼亚等州禁止雇主询问逮捕历史或考虑未导致定罪的逮捕。其他州只禁止在某些情况下使用逮捕，而许多州仍然没有这方面的法律。雇主需要了解他们在法律下的义务 逮捕 记录。
我们知道雇主应该在做出雇用决定之前彻底调查逮捕历史信息的期望，因为这些信息是一个因素。这个 期待， 由平等就业机会委员会 (EEOC) 制定，是一种避免就业歧视的手段。我们也知道许多企业没有独立进行此类调查所需的资源。因此，我们的背景调查报告中不包括逮捕信息。
depends on several different factors. The most significant variable by far is location. Throughout the United States, laws are divided regarding whether employers should be permitted to consider arrest history as part of the hiring process .
Th e point of contention is arrests by themselves are not proof of guilt. Someone may have been arrested but never charged or arrested and charged but ultimately acquitted of the crime. Arrests without corresponding convictions can only arouse suspicion that a candidate may have been involved in criminal activity.
At very least, employers are urged to investigate further and determine what happened after an arrest. If there was a conviction, then that piece of information may be relevant to the hiring process. The same holds true if there are pending charges related to the arrest. If the arrest never led to a conviction, then an employer cannot fairly disqualify a candidate based on the arrest alone.
In some states, the law reflects this point about fairness. States like New York, California, Michigan, Arizona, and Pennsylvania prohibit employers from asking about arrest histories or considering arrests that didn’t lead to convictions. Other states only ban the use of arrests in certain situations, while many still have no laws on the subject. Employers need to be aware of their obligations under the law when it comes to arrest records.
The other big factor is the company entrusted with preparing the background check report. At backgroundchecks.com, our criminal history background check reports do not include any information about arrests. We exclude arrest information partially as a means of protecting our clients.
We are aware of the expectation that employers should investigate arrest history information thoroughly before making hiring decisions where that information is a factor. This expectation, laid forth by the Equal Employment Opportunity Commission (EEOC), is a means of avoiding discrimination in employment. We also know many businesses do not have the resources necessary to conduct such investigations independently. As such, we do not include arrest information on our background check reports.
Our reports will always include conviction information. If a candidate was arrested and that arrest led to a conviction, our background checks will reflect that part of the person’s criminal history. We will also highlight charges that are pending or were dropped—however, we will not include details about arrests that went no further, as they are not a consistent indicator of criminal activity.