Background checks come with a lot of rules, a lot of acronyms, and a lot of moments where you just want a plain answer. This is your hub for background check resources — FCRA and compliance basics, state and local laws, a glossary, FAQs, forms, and court and industry updates, all written to be understood. And when a guide doesn't fully answer your question, you're never stuck. At NCS Workforce, you're the priority. When you call, you'll quickly reach a live person in our office — not a bot or a queue. We pair powerful technology with real human support, because behind every great hire there should be people who care.
We've spent 20+ years running full-service background screening for more than 20,000 customers nationwide, so these resources come from real-world experience, not a stock template. Use what's helpful, and reach out when you'd rather just talk it through.
Talk to a real person — (479) 695-2111.
FCRA & Compliance Center
The federal Fair Credit Reporting Act (FCRA) governs every employment background check, and getting the steps right protects both your candidates and your business. Our compliance resources walk through the essentials in plain language.
- Disclosure and authorization. The FCRA requires a standalone written disclosure and the applicant's written authorization before you run a check.
- The two-step adverse-action process. Before you decline a candidate based on a report, the FCRA calls for a Pre-Adverse Action Letter (with a copy of the report and a summary of FCRA rights), a reasonable waiting period, and then a final Adverse Action Letter.
- Tools that help. We can collect FCRA-compliant applicant consent electronically on your behalf and provide applicant-specific adverse-action templates to support a clean process.
- EEOC guidance. We point you to the EEOC's individualized-assessment approach — weighing the nature of the offense, the time elapsed, and its job-relatedness — before any employment decision.
Visit our Compliance Center for the full walkthrough. These resources are general information, not legal advice — for decisions specific to your organization, confirm requirements with your compliance or legal counsel.
State & Local Laws
Background check rules don't stop at the federal line. States, counties, and cities layer on their own requirements — ban-the-box ordinances, salary-history limits, lookback periods, and rules about what can be reported and considered. Our state-law resources help you see what applies where you hire.
- Ban-the-box and fair-chance laws that affect when and how you can ask about criminal history.
- Lookback and reporting limits that vary by jurisdiction.
- Local ordinances that can apply on top of state law in certain cities and counties.
Because these laws change and overlap, a state-law overview is a starting point, not the final word. When you're hiring across multiple states, a quick call can save you a lot of guesswork — and confirming with your own counsel is always the right move for decisions specific to your business.
Glossary of Screening Terms
The screening world is full of acronyms — SSN trace, MVR, OFAC, LEIE, PBSA, adverse action. Our glossary translates them into plain English, so a report doesn't read like a foreign language.
- Search terms. What an SSN trace, a multi-state criminal database search, a county criminal search, and a national sex offender registry check each actually do.
- Compliance terms. Adverse action, disclosure, authorization, dispute, and reinvestigation, explained simply.
- Industry terms. CRA, PBSA, FCRA, SOC 2, and the credentials that signal a screening partner you can trust.
Not finding a term, or want help understanding one in the context of your own report? Hailey can explain results and charges in plain language right inside your command center — and a real person in our office is always a call away.
Forms & Document Templates
A clean process starts with the right paperwork. Our forms and templates help you collect consent and handle adverse action the way the FCRA expects.
- Disclosure and authorization that keep consent standalone and compliant.
- Pre-Adverse and Adverse Action letter templates, applicant-specific, to support the two-step process.
- Electronic consent collection so you can gather authorization without the paper chase.
These templates are provided for your convenience to support your process; they are not legal advice. For guidance on your specific obligations, consult qualified counsel — and if you'd like a hand setting up your forms, just ask. We make it easy.
Court & Industry Updates
Screening doesn't sit still. Court decisions, agency guidance, and industry standards shift, and the wrong assumption can quietly put you out of step. Our updates keep you in the loop on what's changing and what it means for employers.
- Regulatory and agency guidance from the FTC, EEOC, and others.
- Court decisions that affect how reports can be used.
- Industry and accreditation standards, including PBSA developments.
Want to make sure your program reflects the latest? That's a great reason to talk to a real person. We're glad to walk through what's changed and how it might affect how you hire.
Frequently Asked Questions
What is the FCRA, and why does it matter for background checks?
The Fair Credit Reporting Act is the federal law that governs employment background checks. It requires a standalone written disclosure and the applicant's written authorization before you run a check, and a two-step adverse-action process before you decline a candidate based on a report. Following it protects both your candidates and your business.
Do background check laws vary by state?
Yes. States, counties, and cities add their own rules on top of federal law — including ban-the-box ordinances, lookback limits, and rules about what can be reported and considered. If you hire across multiple states, it's worth confirming the specifics for each jurisdiction.
What is adverse action?
Adverse action is the process you follow when you're considering not hiring someone based on a background check. The FCRA calls for a Pre-Adverse Action Letter (with a copy of the report and a summary of the applicant's rights), a reasonable waiting period, and then a final Adverse Action Letter. We provide applicant-specific templates to support the process.
Can NCS help me stay compliant?
We offer tools that help: electronic collection of FCRA-compliant consent and applicant-specific adverse-action templates. The FCRA and state-law obligations themselves rest with you as the employer, so confirm specifics with your compliance or legal counsel — and a real person in our office is always ready to help.
Where can I get help understanding a result?
Hailey, your AI HR assistant, can explain results and charges in plain language right inside your command center at mycommandcenter.com. And when you'd rather talk to a person, call us — you'll quickly reach a live person in our office.
Talk to a Real Person
Resources are a great start, but sometimes you just want to talk it through with someone who knows screening. That's what we're here for.
Talk to a real person or call us at (479) 695-2111, Monday–Thursday 8:00 AM–5:00 PM CST and Friday 8:00 AM–4:00 PM CST. You'll quickly reach a live person in our office. And once you're set up, Hailey is right there in your command center at mycommandcenter.com whenever you have a question.
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