Why Use Identi-Check for Your Business?

Customer Service

Identi-Check accepts all forms of correspondence; facsimile transmission, email, phone, in-person and U.S. mail. All correspondence will be responded to quickly. Our customer service representatives can assist with any issues or questions you may have about our services or about background screening or drug testing in general. In addition, Identi-check will make our services fit your needs perfectly, with regards to your company hiring policies and in-house hiring procedure we will perform our duties for you to be most effective at yours. Identi-Check’s normal hours of operation are 8:00 a.m. to 5:00 p.m. All Identi-Check employees are highly skilled and qualified in obtaining, decoding and deciphering information in order to process requests accurately and quickly.

Turnaround Time

Background checks
Identi-Check, Inc. will make every effort to provide a 24-hour turnaround on results (but less than 72 hours) for full all background checks, and Annual Review, as well as pre-employment and employment evaluations. For 24-hour turn around all candidate information must be submitted before 2:00 p.m. Requests received after 2:00 p.m. are processed on the next business day.

Drug testing
For drug testing we will provide 24 hour email notification of results and follow up with the paper results within 72 hours on any presumed positive or after Medical Review Officer has made contact with donor.

UCC filling and Searches
When requests are provided electronically, Identi-Check will provide the names and addresses of any lien holder for each lien search requested within 24 hours. In addition, Identi-Check will typically provide a 48-hour turnaround on getting copies of each lien filed, well within the 72-hour requirement, for all UCC lien searches and Federal tax lien searches filed at the Secretary of State’s Office. Requests made using U.S. mail, facsimile transmission and telephone shall be furnished within 72 hours.

Furthermore, we will file all liens at the Secretary of State’s office within 48 hours of receiving the request. In order to obtain the 48-hour turnaround, all searches and lien filings must be submitted before 3:00 p.m. Requests received after 3:00 p.m. will be processed on the next business day.

State and Federal Compliance

The Fair Credit Reporting Act sets the standard for how an employer collects and uses background information in determining whether or not an applicant is qualified for a position. The FCRA regulates Consumer Reporting Agencies (CRA’s) are entities that collect and disseminate information about consumers to be used for credit evaluation and certain other purposes, including employment. Credit bureaus, a type of consumer reporting agency, hold a consumer's credit report in their databases. CRAs have a number of responsibilities under FCRA. Employers who conduct their own background checks do not need to follow the FCRA, but put themselves at greater liability. Under the FCRA, the employer must obtain, in writing, Authorization for release of information to complete the background check. Additionally if the employer decides to not hire an applicant based on the results of the background check, a pre-adverse action letter must be provided to the applicant. The letter should state a reasonable time to dispute the report. Once the dispute is completed and a contention is not made or the employer still decides to not employee the applicant; under the FCRA, the employer must send the applicant the adverse action letter. By utilizing a CRA to conduct pre-employment screening and following the FCRA, employers help protect themselves from liability. If an employer NOT following the guidelines of the FCRA and incorrectly denies a person employment can expose the employer to potential lawsuits. Employee evaluations with background checks are common business practice for many companies and requires the consent of your employees under the FCRA.

An employer may decide that frequent background checks are required for employees depending on the positions they hold. Under the circumstances, background checks on an annual or when an employee is up for a promotion, are perfectly acceptable as long as the employee has given permission ahead of time, which can be done one of two ways. Two ways to conduct frequent evolutions that consist of a background check are acceptable. The most important part is the employee has given permission as directed under the Fair Credit Reporting Act (FCRA). An employer may state in the original authorization for release of information how often background checks will conducted in order to maintain employment, the applicant must approve. Option two would be to have the employees sign the authorization for release of information each time they perform a background check. Employees’ rights, knowing them can help an employer avoid situations that could possibly turn into legal damages. The Fair Credit Reporting Act (FCRA) protects applicants rights when conducting background checks. Furthermore, some states even offer additional rights to the applicants. First of all, applicant must be formally told if information is used against them based on the background check conducted by the employer using a background check company. This is conducted using a pre-adverse action letter and/or then the adverse action letter, giving enough time to dispute the report. In the pre-adverse action letter the employees’ rights allow them the ability to dispute what was reported on their background check. The background check company is then obligated to investigate the dispute. Normally, at this point, the search in question is re-run and if any error was made by the source from where the information was pulled, the correction is made and both the employer and employee are notified. According to the employees’ rights under the FCRA, the background check company must make the corrections or deletions within 30 days of the dispute. The background check company who completed the report can only share information with the potential employer and the job applicant. It cannot be resold or shown to any other entity. Finally, a report cannot be completed on an employee without their written consent.

Full Service provider

Identi-Check provides all types of background screening, drug testing and UCC services. We have been in the pre-employment background screening business for more than 12 years. Over those years, we have performed hundreds of background screenings for over 200 employers. Those served include small and large employers. Some of them have single offices and some have multiple office or plant sites. In addition, the employers come from both the public and private sector.

The ultimate value of the screening service manifests in increased organizational efficiency and effectiveness. The screening is also an element of an organizational risk management program to reduce the potential for workplace accidents and incidents that may involve injury or property destruction.

H.R. Policy accommodation

Identi-Check has provided a generic H.R. Policy that can be modified to fit your business' Employment Background Policy.

Click Here to Download Generic H.R. Policy

Everify verifications ensure that employees are legal U.S. workers