就业前背景调查的世界正在发生变化。雇主过去可以相对自由地以他们想要的方式和时间进行背景调查，并且可以自由地拒绝背景有犯罪活动的候选人。然而，随着背景调查规则的发展，雇主必须更仔细地考虑他们何时以及如何实施犯罪背景调查，作为就业前筛选过程的一部分。 

雇主在计划员工审查政策时需要记住几条立法。例如，许多城市、县，甚至州现在都“禁止盒子”，这种做法要求从工作申请中删除有关犯罪历史的问题。在某些地区，这些法律还要求雇主将犯罪背景调查推迟到他们进行第一次面试或提供有条件的就业机会之后。 

到目前为止，这些做法并未在全国范围内实施。但是，对于雇主来说，监控当地法律以检查是否 1) 目前存在禁售箱条例，以及 2) 是否有待决禁箱法，这已成为招聘流程的重要组成部分。 

还有其他法律和要求需要遵守。 《公平信用报告法》 规定了雇主如何通知候选人有关背景调查的信息，获得进行这些检查的许可，以及分享与背景调查相关的工作取消资格的信息。在 平等就业机会委员会 禁止从执行关于犯罪历史毯政策的雇主。相反，雇主必须逐案考虑候选人的犯罪历史，评估某些定罪是否与手头的工作合法相关。

这些法律和限制不仅适用于犯罪背景调查。在该国的某些地区，雇主 对其候选人进行信用历史检查是违法的 。这个想法是，一个人的信用不是评估性格或能力的合理指标——即使对于涉及财务任务的职位也是如此。许多州 禁止雇主将逮捕历史 作为就业决策过程的一部分。在伊利诺伊州，州长 JB Pritzker 最近签署了一项法案，禁止该州的雇主询问有关工资历史的问题。立法，即众议院第 834 号法案，其论点是关于工资历史的问题是解决男女工资差距的障碍。

比以往任何时候都更多的法律和条例限制了雇主可以询问候选人的内容、他们可以询问的方式以及时间。这些限制扩展到背景调查，无论您是在进行单一的 教育验证检查 还是针对犯罪历史的 国家背景调查。雇主如何应对这些要求？ 

最好的策略是采取防御姿态。当您为您的企业规划背景调查策略时，请了解适用于您的国家、全州以及您所在的城市或县的法律。从那里，设计符合每条法律和要求的背景调查政策。合规性可能会让人觉得很麻烦，但现在专注于它可以使您免于在未来可能面临代价高昂的投诉或诉讼。与背景调查提供商合作，了解在安全招聘的同时预防风险和保持合规性的重要性。

There are several pieces of legislation that employers need to remember as they plan their employee vetting policies. For instance, many cities, counties, and even states now “ban the box,” a practice that requires removing questions about criminal history from job applications. In some areas, these laws also require employers to delay criminal background checks until after they have conducted a first interview or made a conditional offer of employment. 

So far, these practices are not enforced nationwide. However, it has become an important part of the hiring process for employers to monitor their local laws to check if 1) there is a ban the box ordinance currently in place and 2) if ban the box legislation is pending. 

There are other laws and requirements to abide by as well. The Fair Credit Reporting Act dictates how employers notify candidates about background checks, gain permission to run those checks, and share information about background-check-related job disqualifications. The Equal Employment Opportunity Commission bars employers from implementing blanket policies regarding criminal history. Instead, employers must consider candidates’ criminal histories on a case-by-case basis, assessing whether certain convictions are legitimately relevant to the job at hand.

These laws and limitations don’t just apply to criminal background checks. In some parts of the country, it is illegal for employers to run credit history checks on their candidates. The idea is that a person’s credit is not a reasonable metric to assess character or ability—even for positions that involve financial tasks. Many states bar employers from considering arrest histories as part of the employment decision-making process. In Illinois, Governor J.B. Pritzker recently signed a bill into law that prohibits employers in the state from asking questions about salary history. The legislation, House Bill 834, was written with the argument that questions about salary history are a barrier to solving the wage gap between men and women.

More laws and ordinances than ever are limiting what employers can ask candidates, how they can ask it, and when. Those limitations extend to background checks whether you are running a single education verification check or a national background check for criminal history. How can employers respond to these requirements? 

The best strategy is to take a defensive stance. As you plan a background check strategy for your business, know which laws are in place—nationally, state-wide, and in your city or county—that apply to you. From there, design a background check policy that complies with each law and requirement to the letter. Compliance may feel like a hassle, but focusing on it now will save you from potentially costly complaints or lawsuits down the road. Partner with a background check provider that understands the importance of preventing risk and maintaining compliance while hiring safely.