How do I login to my TruDiligence Background Check Account

Why does someone else show on my applicant’s social security number trace report?

This is normally caused by one of a few things. First, remember that the information is derived from a person’s credit report. Therefore, if an applicant has joint credit or has co-signed with another individual, this would create a joint account on the file and would cause the other person to show on your applicant’s report. This normally is not a concern when performing a background search.

Second, if the other person’s social security number is similar to your applicant’s, it might simply be a typographical error in the credit bureau files. When the credit bureau was inputting the second person’s information, a typo was made, erroneously matching your subject’s social security number and making that person show up on your applicant’s report.

Third, if a second person is using your applicant’s social security number fraudulently, that would cause the secondary person to show up as well. In both scenario 2 and 3, it is most important to rule out that this is not an alias for your applicant. Typically, if the first name is different or the address does not match an entry that is linked to your subject, we can be relatively sure it is not an alias. Again, this probably is not a major concern from a background check prospective; however, it might be advisable to let the applicant know about the discrepancy that was found. TruDiligence would recommend that the applicant contact the credit bureau to have the erroneous information investigated and removed from his or her report.If a crime occurs over a jurisdictional boundary, such as a state line, no single state may be able to claim authority to prosecute it. In such cases, the complaint is pushed up to the Federal level and is tried in a Federal Courthouse instead of a State or County Courthouse.Common Federal Level Criminal OffensesSome examples of cases that might commonly be found in Federal Court are:

Kidnapping
Drug Trafficking
Human Trafficking
Bank Fraud

These searches are conducted using a public access system and are researched court by court. The information returned will consist of the defendant’s name, case number, case type and any available case details. One disadvantage to the federal access system is that the defendant’s identifiers are usually limited to name only.Therefore, if a match is found, additional research may be required at the court level to confirm a positive identification.If this is necessary, additional research costs may be incurred.TruDiligence will contact you and gain approval before taking action that requires any additional research costs.All criminal searches are per name & per jurisdiction searched.

Learn More at Trudiligence Background Screening Services

What is the Process I Must Follow When I Deny an Applicant for Employment Based on the Contents of a TruDIligence Report?

This article covers current federal requirements only. There may be additional state or local requirements that you must comply with that are not covered here in order to deny an applicant. Consult with your own legal counsel on those issues as they may pertain to you. Section 604 of the Fair Credit Reporting Act (FCRA) establishes specific guidelines that must be followed when an applicant is going to be denied employment based on the contents of a TruDiligence report. Before taking adverse action you must provide the applicant:

A copy of the pre-adverse action notice
A copy of the FCRA summary of rights
A copy of the TruDiligence report

Learn More at Trudiligence Background Screening Services

3 Things to Avoid When Performing Employment Background Checks

Don’t Use a “Check the Box” Policy
Don’t Qualify Candidates Through Social Media
Don’t Do It Alone

Learn More at Trudiligence Background Screening Services

The Disclosure and Release Process for Employment Background Check Forms Explained

The most highly litigated area within background services is the disclosure and authorization process. Background check forms vary at the Federal, State, and Local levels.

Almost weekly, employers are being sued for breakdowns in this process so we will attempt to explain the process employers must follow before ordering a background check form be completed. The most important thing to understand is that there are federal requirements, as well as local city, county and state requirements that must be met, including pre-adverse action and adverse action notice requirements, which are not discussed here.

Learn More at Trudiligence Background Screening Services

General FCRA Compliance Information and Guidelines

ruDiligence takes seriously the need for compliance with all applicable federal, state and local laws and regulations. This page is meant to be a resource from which you can visit links to regulatory sites, obtain answers to your questions and download compliance-related release forms and documents. However, we are not attorneys, so nothing on this page is intended to be legal opinion or advice. We strongly recommend that you consult with legal counsel regarding your specific circumstances. Learn More at Trudiligence Background Screening Services

How Do I Read My Report Format

The TruDiligence result report is designed to be intuitive and easy-to-read. It is essentially broken into several sections to make for easy navigation.

Page 1 is the cover page for the report and contains 2 sections.

Section 1

Section 1 is self explanatory and contains applicant identifiers that were used as search criteria along with the report charge, reference numbers etc…

Section 2

Section 2 is a detailed summary of the orders placed. Each orders overall status is provided along with a color coded indication flag to assist in easily identifying areas of the report that need your attention. The flags are coded as follows:

Green Clear – Indicates no possible derogatory information has been reported. Search is “clear / no record”.

Red Flagged – Indicates possible derogatory information is being reported in one of the search types that requires your review..

Page 2

Page 2 begins the detail section for each search ordered. A simple header is displayed to identify each section with the status flag clearly displayed. The result details of each search are then clearly displayed for your review.

A PDF is linked below with additional screenshots and explanation. Should you have any questions on how to read your report on interpret results, do not hesitate to contact your TruDiligence account representative.

Learn More at Trudiligence Background Screening Services

New York City Issues Enforcement Guidance For The Fair Chance Act

On November 5, 2015, the New York City Commission on Human Rights released its long awaited Enforcement Guidance governing the New York City Fair Chance Act, which makes it unlawful to request or consider an applicant’s criminal background prior to a conditional offer of employment. Our legal team has written an excellent interpretation of the guidance and provided best practice suggestions. Learn More at Trudiligence Background Screening Services

What is the New York City Fair Chance Act and how do I comply?

Our legal team has published an excellent best practices guide to complying with the New York Fair Chance Act. Some suggested steps are:

1. Review all pre-employment forms. Employers should ensure that job advertisements, applications for employment, interview questionnaires, and all other pre-conditional offer documents make no reference to the fact that a background check will be conducted, that criminal history will be considered, or otherwise inquire about criminal history.

2. Train hiring managers. Hiring managers should be trained not to ask questions about criminal history prior to a conditional offer of employment. If a job candidate independently informs the manager of his or her criminal background prior to a conditional offer, managers should be trained to respond that such information is not considered by the Company at this stage in the process.

3. Revise the adverse action protocol. The Fair Chance Act requires that prior to taking adverse action based on criminal history an employer:

(a) provide the applicant with a copy of the “inquiry” (which by definition includes “any question communicated to an applicant in writing,” “any searches of publicly available records,” or consumer reports);

(b) conduct an analysis in accordance with Article 23-A and provide a written copy of that analysis to the applicant, and any supporting documentation that impacted the analysis; and

(c) keep the job opportunity open for at least three business days after the applicant receives the above documentation before taking adverse action.

The law anticipates that employers provide a copy of the Article 23-A analysis in the form provided by the NYCCHR (available here).

Learn More at Trudiligence Background Screening Services

Does TruDiligence have a referral program?

Yes, TruDiligence offers a referral program that allows you to make money for every facility you refer to TruDiligence that becomes a client. Plus if the new client qualifies for volume based pricing that is better than what your account is currently set at, we will automatically apply thier volume price to your account.

As an added benefit, if your company policy allows, we will cut you a check for 10% of the net revenue received on the new account over the first 30 day billing cycle.

For more details, contact TruDiligence today.

Learn More at Trudiligence Background Screening Services

How does TruDiligence handle applicant disputes?

Section 611 of the Fair Credit Reporting Act (FCRA) outlines specific guidelines that must be followed when an applicant disputes the contents of a report provided by TruDiligence.

When the applicant receives a pre-adverse action notice from the employer, they generally have 5 business days to review the contents and file a dispute, if desired. Once the dispute is received by TruDiligence, we will re-investigate the data that has been disputed at no charge. The FCRA provides 30 days to complete this re-investigation and we must either amend our report or provide notice that the original data has been re-verified and remains unchanged.

If the re-investigation results in a change to the data, we will automatically send a copy of the amended report to the applicant and employer who requested the report.

Learn More at Trudiligence Background Screening Services

Federal Level Criminal Record, National Criminal Index, Sex Offender Registry

Federal level criminal searches involve candidates and cases which a person was convicted by the United States government in a U.S. District Court.

If a crime occurs over a jurisdictional boundary, such as a state line, no single state may be able to claim authority to prosecute it. In such cases, the complaint is pushed up to the Federal level and is tried in a Federal Courthouse instead of a State or County Courthouse.

Common Federal Level Criminal Offenses

Some examples of cases that might commonly be found in Federal Court are:

Kidnapping
Drug Trafficking
Human Trafficking
Bank Fraud

These searches are conducted using a public access system and are researched court by court. The information returned will consist of the defendant’s name, case number, case type and any available case details. One disadvantage to the federal access system is that the defendant’s identifiers are usually limited to name only.

Therefore, if a match is found, additional research may be required at the court level to confirm a positive identification.

If this is necessary, additional research costs may be incurred.

TruDiligence will contact you and gain approval before taking action that requires any additional research costs.

All criminal searches are per name & per jurisdiction searched.

What Does A Employer Credit Check Look For?

Applying to a new position? Worried about an employer credit check?

Many candidates today think about their credit score when searching for new opportunities. As an HR or recruiting professional, however, it can make or break an applicant’s candidacy. With both the success of the company and the individual being equal considerations, how an individual conducts and leverages their existing assets may offer insight into the candidate when under strict deadlines or dynamic, adaptive situations.

Employer Credit Checks: Are they necessary?

There are those who will argue that a credit score has nothing to do with their ability to perform their job.

There are employers who disagree. In fact, millions of companies will run credit checks on at least some, if not all, of their job candidates this year.

Why would an employer want to know about your credit history?

It is a way to measure a person’s sense of responsibility and financial stability.

The results of a credit background check can limit your job opportunities if it has issues. There is a legitimate debate over whether or not this is fair. There are many uncontrollable circumstances capable of damaging credit, and companies may use the score as an evaluation tool rather than consider the circumstance and individual.

In very competitive job fields, employers continue to use multiple criteria to distinguish between highly qualified candidates and the duds. Your credit report is one of these criteria.

If a person is simply not qualified for the job, there is a long list of reasons not to hire them.

But, when there are multiple equally qualified candidates, all well suited for the job, employers will often use a credit check to help make the final decision.

Employer Credit Checks for Every Business Type

There are certain categories of businesses, and very nature of the job require the regular running of credit checks. These will include banks, financial institutions, the government, large corporations, and others.

In these instances, the issue is of security, protecting against potential embezzlement or fraud, requires the employer to perform their due diligence.

There is a lot of information that a potential employer can learn from an employment-screening credit report. They can determine how much credit you have, the types of credit you use, how much of your credit is being used, and your payment habits. Essentially, employers will receive all the information which makes up your credit score, just without the actual score.

They can’t receive this data without permission. The employer must first obtain written authorization before running the report.

Do you still have questions? What haven’t we covered yet that is important to you? If you would like to talk about credit reports in employment screening, or a related topic, please contact us.

What is the Process I Must Follow When I Deny an Applicant for Employment Based on the Contents of a TruDIligence Report?

This article covers current federal requirements only. There may be additional state or local requirements that you must comply with that are not covered here in order to deny an applicant.

Consult with your own legal counsel on those issues as they may pertain to you.

Section 604 of the Fair Credit Reporting Act (FCRA) establishes specific guidelines that must be followed when an applicant is going to be denied employment based on the contents of a TruDiligence report.

Before taking adverse action you must provide the applicant:

A copy of the pre-adverse action notice
A copy of the FCRA summary of rights
A copy of the TruDiligence report

Then according to the FCRA, you must allow a “reasonable” amount of time for the applicant that was denied to dispute the contents of the report if they wish.

Although the FCRA does not specify the exact duration a “reasonable” amount of time is, the general consensus among the legal community is 5 business days.

If at the end of five (5) business days, the applicant has failed to dispute the contents of the report, your business must provide:

A copy of the adverse action notice leading your operations to deny an applicant.

All of the required FCRA forms and notices are available on the TruDiligence website at: https://www.trudiligence.com/downloadforms

The complete text of the FCRA is available here: http://www.ftc.gov/os/statutes/031224fcra.pdf

3 Things to Avoid When Performing Employment Background Checks

Performing an employment background check is an important step in the hiring process. Ensuring you get the right employees who will do the job right is paramount to success.

Here are some things you shouldn’t do when conducting pre-employment screening.

Don’t Use a “Check the Box” Policy

Using a “Check the Box” policy, or immediately excluding applicants based on whether they have any criminal record, is illegal in many places.

You should look into an applicant’s past, yet the truth is having a minor criminal record from many years ago often doesn’t have anything to do with the applicant’s ability to perform their job.

Don’t Qualify Candidates Through Social Media

It’s tempting to use social media as a tool in your employment background checks.

Much of the personal information on social media is irrelevant, having little bearing on the applicant’s qualifications. Relying on someone’s social profiles speaks to their personal culture and not qualifications.

While a human gut has more neurons in it than a dog has in their entire brain, a more thorough and professional check done needs to be done before disqualifying an individual.

Many national databases contain limited or untrustworthy personal details and cannot simply provide you with all the information you need to qualify a candidate for the role.

Don’t Do It Alone

It’s tempting to try to save money and do it yourself. We understand.

Yet working with an experienced screening company to manage your employment background checks provides the resources, processes, and confidence needed to build the success of your business and the contributions qualified candidates can generate.

For help with screening your applicants, contact us today!

What are the Different Levels in a Criminal Background Check

When you hear the words criminal background check, it can sound intimidating, even if you don’t have anything to hide. However, if you are hiring an employee, looking for a tenant, or even asking people to spend time with children, you should look into their criminal background.

That being said, it isn’t as easy as it looks on the television. You can’t just make a phone call and have an answer right away. There are different levels, depending on what you are looking for.

Here are some of the different levels of criminal background check available:

County Level Court Records

When searching county-level court records, we start looking at the district court, looking for any felonies. Then, we go to the county court, looking for serious misdemeanors. For extra, we can also search the municipal court, looking for minor misdemeanors and petty offenses.

State Level Court and Arrest Records

When looking at arrest records, you will be able to see that your candidate was arrested and fingerprinted. However, you won’t be able to see what happened afterward. You may not see if they were convicted, though if you see multiple arrests, you may see a pattern of behavior that you don’t want with a potential candidate.

Court records will show any misdemeanors and felony cases that were tried throughout the state.

Federal Level Criminal Records

This level consists of arrest and conviction records. However, the results may not give you much information. You may only find a little information about the case, including the defendant’s name, case number, type, and some details. Further research may be required to get the full story.

International Criminal Records

Our international criminal record searches look for any crimes and offenses that may have occurred where your candidate may have lived before. However, what information we can find depends on the country itself. Each country has its own laws and regulations that must be followed.

Learn More About Criminal Background Checks

If you want a true background check, you are going to need to look locally and federally. You also should do a state-wide search. If your candidate lived elsewhere, you might want to include an international check!

Contact us to help you get a background check that you can trust.

General FCRA Compliance Information and Guidelines

Background Screening Compliance Information

TruDiligence takes seriously the need for compliance with all applicable federal, state and local laws and regulations. This page is meant to be a resource from which you can visit links to regulatory sites, obtain answers to your questions and download compliance-related release forms and documents. However, we are not attorneys, so nothing on this page is intended to be legal opinion or advice. We strongly recommend that you consult with legal counsel regarding your specific circumstances.

The Regulatory Act

The federal Fair Credit Reporting Act (FCRA), 15 U.S.C. 1681 et seq., is designed to protect individuals by promoting accuracy, fairness and privacy of information in the file of every consumer reporting agency. Consumer reporting agencies typically are thought of as credit bureaus, such as Experian, Equifax and TransUnion, which collect and report information on consumers. However, background screening firms such as TruDiligence also are classified as consumer reporting agencies by the FCRA. A common misconception is that the FCRA regulations apply only to reports that contain credit information. This is untrue. The FCRA actually applies to all background screening conducted through a third-party consumer reporting agency.

The complete text of the FCRA is available here.

Procedure

Outlined below are the specific procedures that must be followed when ordering a report from a consumer reporting agency that is subject to FCRA compliance:

1. Employer discloses in writing to applicant/employee that he/she will be the subject of a background screening as part of the employment selection process or another employment-related process.
2. Employer obtains signed authorization for preparation of a background report from applicant/employee.
3. Employer provides information about the applicant/employee to the background screening company and requests background screening.
4. Background screening company conducts the background checks that were requested by employer and prepares background report.
5. Background screening company provides background report to the employer and, if requested by applicant/employee, provides copy to applicant/employee.
6. Employer reviews completed background report and determines if any information will adversely impact employment decision. If no adverse impact results from information in the background report, the employer will proceed with other steps in the employment process.

NOTE: Steps 7-10 are used only when an employer is considering an adverse employment action.

If employer is considering an adverse employment action based in whole or in part on information in the background report, the employer must a) notify applicant/employee, b) provide a copy of the background report to the applicant/employee, and c) provide the applicant/employee with a copy of “A Summary of Your Rights Under the Fair Credit Reporting Act.” (This process sometimes is called “pre-adverse action.”)
Applicant/employee contacts background screening company if she/he disputes any information in background report.
Background screening company re-investigates any disputed items of information and issues an updated report to employer and applicant/employee.
Employer reviews updated report and makes final employment decision. If the employment decision is adverse, a notice of adverse action is sent to applicant/employee. (This process sometimes is called “final adverse action.”)

Reporting Restrictions

Employers should be aware that the FCRA (as well as state law) places limitations on information that can be reported by a background screening company. Section 605 of the FCRA prohibits a background screening company from reporting the following:

Bankruptcy cases that antedate the report by more than 10 years
Paid tax liens that antedate the report by more than seven years
Accounts placed for collection or charged to profit and loss that antedate the report by more than seven years
Civil suits, civil judgments and records of arrest that antedate the report by more than seven years
Any other adverse information, other than records of convictions, that antedate the report by more than seven years
Any arrest record older than seven years. Convictions are reportable for an unlimited timeframe subject to some state level restrictions.

For employees reasonably expected to earn $75,000 or more per year, the above time limits do not apply. Employers also should be aware that, in addition to the limitations found in the FCRA, a number of states place limitations on what information may be reported by background screening companies. Information commonly prohibited includes arrest records, convictions that antedate the report by a specified numbers of years, dismissed cases and discharged cases.

Compliance Based Research Policies
FCRA Sections 607 and 613 further address the need for accuracy in reporting information for employment purposes. Specifically, this relates to information that is derived from searching independent or third-party databases that are not government owned or sponsored. Examples include, but may not be limited to, the National Criminal Index and National Sex Offender registries.

To strictly comply with the FCRA, if a search of one of these included databases is conducted and a reportable record is found, a direct county-level court record search will be conducted. This county-level research will validate the information being reported back by the database, thus maintaining the strictest FCRA compliance. The necessary county-level searches will be automatically added and billed accordingly.

New York City Issues Enforcement Guidance For The Fair Chance Act

On November 5, 2015, the New York City Commission on Human Rights released its long awaited Enforcement Guidance governing the New York City Fair Chance Act, which makes it unlawful to request or consider an applicant’s criminal background prior to a conditional offer of employment. Our legal team has written an excellent interpretation of the guidance and provided best practice suggestions.

Please read the full text here: http://www.seyfarth.com/publications/MA110915-LE

Does TruDiligence have a referral program?

Yes, TruDiligence offers a referral program that allows you to make money for every facility you refer to TruDiligence that becomes a client. Plus if the new client qualifies for volume based pricing that is better than what your account is currently set at, we will automatically apply thier volume price to your account.

As an added benefit, if your company policy allows, we will cut you a check for 10% of the net revenue received on the new account over the first 30 day billing cycle.

For more details, contact TruDiligence today.

How does TruDiligence handle applicant disputes?

Section 611 of the Fair Credit Reporting Act (FCRA) outlines specific guidelines that must be followed when an applicant disputes the contents of a report provided by TruDiligence.

When the applicant receives a pre-adverse action notice from the employer, they generally have 5 business days to review the contents and file a dispute, if desired. Once the dispute is received by TruDiligence, we will re-investigate the data that has been disputed at no charge. The FCRA provides 30 days to complete this re-investigation and we must either amend our report or provide notice that the original data has been re-verified and remains unchanged.

If the re-investigation results in a change to the data, we will automatically send a copy of the amended report to the applicant and employer who requested the report.

The complete text of the FCRA is available here: http://www.ftc.gov/os/statutes/031224fcra.pdf

Does TruDiligence offer a warranty?

No.

End-User understands that TruDiligence, LLC obtains the information reported in its information products from various third party sources “AS IS”, and therefore is providing the information to End-User “AS IS”. TruDiligence, LLC makes no representation or warranty whatsoever, express or implied, including but not limited to, implied warranties of merchantability or fitness for particular purpose, or implied warranties arising from the course of dealing or a course of performance with respect to the accuracy, validity, or completeness of any information products and/or consumer reports, that the information products will meet End-User’s needs, or will be provided on an uninterrupted basis; TruDiligence, LLC expressly disclaims any and all such representations and warranties.

What is the TruDiligence refund policy?

Due to the turnaround time demands of our clients, many searches will begin processing instantly upon submission. This means that TruDiligence incurs cost on your order almost immediately as well.

For this reason, ALL SALES ARE FINAL!.

We will however attempt to stop the processing of searches submitted when possible to keep charges from being incurred on unwanted orders. Please contact us as soon as you realize an unwanted search is being processed and we will make every effort to stop the search from processing, however, we cannot guarantee this will always be possible.

Contact us at: support@trudiligence.com or 1-800-580-0474 / 303-692-8445.

Why should I be using applicant screening services?

It is no secret that your employees are the critical front line of your business. Every business owner strives to employ a team of individuals who will best represent the company’s values. Unfortunately, in today’s society, picking the best person at face value from a stack of applications can place you, your staff and your clientele at risk. Don’t end up asking yourselves, “How did we end up in this mess?”

Do you remember a time when background checks were not a routine part of the hiring process? In times past, an employer would take a job application from a prospective employee, conduct a job interview and maybe talk to a few references. That was it. No in-depth checking of history such as criminal records, credit or motor vehicle records was conducted except for very high-level executive positions. Over the past decade, this has changed with a series of landmark cases that are setting precedence and routinely putting employers against the courts in defense of their hiring decisions. It clearly has been decided that employers must exercise a reasonable amount of due diligence in their hiring practices to avoid negligent hiring lawsuits.

So what does all this mean? In a nutshell, each employer has the duty to make an adequate and reasonable determination of the applicant’s suitability prior to hiring. This is accomplished by conducting a thorough background check on each and every applicant.

What sets TruDiligence apart from other screening companies?

Diligence and education!

“Not cost or turn-around time?” you might ask. In our experience, most employers indicate that providing a safe workplace and avoiding hiring liability are the primary reasons for running background checks. Unfortunately, many of these same people also state they selected their current background check vendor based solely on price and turn-around time. Simply put, these two thoughts do not always support one another. Not all background checks are the same. Even more important, cheap and fast almost always do not equal quality. TruDiligence provides customer support that is unparalleled in our industry. We can ensure you are running the right searches for your specific needs. Our diligence and willingness to help will provide you with the services you need and the expertise to ensure you avoid litigation and provide a safe and productive work environment.

What are my legal responsibilities when conducting applicant screening?

Before running a check on any applicant, clients responsible for accessing and using pre-employment screening information should be thoroughly versed on their responsibilities in accordance with the Fair Credit Reporting Act (FCRA). This may seem complex, but keep in mind that the main reason to conduct pre-employment screening is to avoid detrimental litigation. If you conduct background checks and use the information in a manner that is inconsistent with the FCRA, you could easily end up on the wrong side of the law. This could cost your organization valuable time and money. Here is a quick overview of your responsibilities. Take the time to consult with your company attorney, as industry or federal regulations may apply to your specific line of business.

Be sure to have a signed release from your applicant prior to submitting a request.

If your applicant is denied employment based on the results of the background check, the procedures outlined for FCRA compliance must be followed.

If an applicant contests information revealed during the screening process, the procedures outlined for FCRA compliance must be followed.

Remember, this is just a quick overview of the basic requirements. For your convenience, you can access a copy of the Fair Credit Reporting Act through the TruDiligence compliance page. If you have any questions about these regulations, it is imperative that you schedule a phone conference with TruDiligence, and we will gladly provide education and support.

If I run a court record search through TruDiligence, why don’t all of the subject’s known cases show up?

When TruDiligence performs a court record search, we encompass the two highest courts whenever possible. This would be the district- and county-level courts. Municipal, or “city level,” courts are not encompassed in this search because most states do not have their municipal court records in a central repository. The municipal courts can be searched, but must be handled one by one and are considered a separate search.

What is the best way to contact TruDiligence customer service?

You can contact TruDiligence by phone, fax or e-mail. When leaving a voice mail or e-mail message for TruDiligence customer service, please be as detailed as you can. Whenever possible, include the reason for your call or contact, the best way to reach you, any important identifiers (social security numbers, dates of birth, complete names or dates of submission). The more information you provide, the better chance that we will contact you with a solution instead of more questions.

I am having difficulty with my service. What should I do?

The automation in the TruDiligence systems is remarkable. Unfortunately, it is so efficient that we rarely get to speak with our client base. Remember that the only way we will know about your problem or difficulties is for you to tell us. Be sure to voice your concerns, opinions, suggestions or praise. TruDiligence is committed to your satisfaction.

What is the TruDiligence mission statement?

The TruDiligence mission statement is “to promote the interests of public protection by providing fast, accurate, comprehensive background screening services. We are dedicated to excellence in customer service and to building long-term client relationships.”

Does TruDiligence practice any client appreciation programs?

Yes, TruDiligence has a monthly “Tuesday Trivia” contest. The contest is held the first Tuesday of every month. On that Tuesday, a movie trivia question will be placed on the website and e-mailed to the client base. To enter the contest, simply send your correct answer to the “support” e-mail inbox. All correct entries will be entered into a drawing for the month’s prize. We will rotate prizes at random. Prizes will include movie passes, personal electronics, confections and other fun rewards.

Is there a way I can learn more about the screening industry?

As part of our efforts to keep you abreast of changes and trends in the industry, TruDiligence includes an “industry news” update on the home page of the website. Using sophisticated search software, TruDiligence monitors the Internet for articles and information pertaining to our industry. Information that could affect or benefit you will be continually updated in this section.

What is in Civil Record Search?

Civil records are indexed at the county level and are typically classified by dollar amount or damages sought by the Plaintiff. Civil cases can cover a broad range of topics from money, property and business related disputes.

Information returned on this search is typically limited to a name match only and includes case number, file date, plantiff and defendant names, disposition and award if any.

What is a Consent Based SSN Verification (CBSV)?

CBSV verifies whether a name and Social Security Number (SSN) combination match the data in SSA’s records. The submitted information is matched against SSA’s Master File of Social Security Numbers (SSNs). The matching elements include: Social Security number, name, date of birth and a gender code if available. Each SSN and name combination submitted to CBSV will be returned with a yes or no verification code indicating that the submission either matches or does not match the SSA’s records. If applicable, we will report a death indicator when SSA records reflect that the SSN holder is deceased. Please note that the results obtained from CBSV do not confirm or authenticate “proof of identity.

CBSV requires the written consent of the SSN holder and the verification results can only be used for the reason which the number holder specifies.

What is a County Level Court Record?

When conducting a pre-screen background investigation, a criminal history is of utmost importance. These searches are typically placed in two main categories: arrest records and court records. The use of each category has its strengths and weaknesses, so it is important for you to evaluate what you are trying to achieve to determine which is best for your application.

Court records are typically housed within the courthouse at the county level. To simplify the system, each county jurisdiction is typically broken into three levels. The first and highest level is the district court, sometimes referred to as superior court. At this level you will generally find most felony cases.

The second level is the county court. At this level you will find most serious misdemeanor cases.

The lowest level is the municipal court, sometimes referred to as city court. At this level you will typically find most minor misdemeanors and petty offenses. Usually cases where the individual was simply issued a summons to appear in court.

When conducting a Court Record Search, TruDiligence will always search the first and second level courts, where available. Municipal courts can be searched, but are considered a special request and will involve an additional charge.

Although TruDiligence always recommends a county-by-county courthouse search when conducting court record searches, in some states; we have the ability to conduct simultaneous multi-county searches. These statewide court record searches typically examine independent databanks that compile county records into a statewide index. These broader searches help you keep the search costs down; however, sometimes the information contained in them is limited. It is important to realize that if you choose to utilize the statewide court record system and the case file is incomplete, additional research costs may be required to complete the information.

County court record searches are billed per name, per county jurisdiction searched. Prices may vary in some jurisdictions. Less than 1% of the counties charge court imposed fees on all records ordered. These fees are billed over and above the record retrieval costs. Contact us for a detailed listing of counties with extra costs.

Are credit reports available?

Yes. Credit reports can be processed for employment- or tenant-screening purposes. However, credit reports require additional documentation and vetting. Access to credit reports also will require an onsite inspection of your facility by a third party verification service. There is a one-time fee of $100 for the onsite inspection. Contact the TruDiligence compliance department for additional information.

What is a Credit Report?

A credit report can be ordered for employment screening purposes. Only businesses with a registered business entity and operating location can be approved. An onsite inspection and additional vetting of your account is required during setup. There is a one time setup fee for access to credit reports of $99.00 which covers the cost of the onsite inspection. Once approved for access, this report will contain a full disclosure of the applicant’s financial background and will detail information on all trade accounts including date opened, credit limit, balance and payment history. The report will also contain a record of any delinquent accounts, collection accounts, bankruptcy and judgments.

Are driver’s history searches available?

Yes, driver’s history searches are available in all 50 states with instant turnaround time in most. Additional details are available at: https://www.trudiligence.com/products/driving-history-record/

What is an MVR report?

Your Motor Vehicle Driving Record is pulled directly from the state Department of Motor Vehicles and will detail any infractions. Reporting period varies from state to state but is typically between 3 and 7 years. This report is important to showcase when you are seeking a position that involves driving on the job or using a company vehicle.

What Drug Testing Services do you offer?

TruDiligence has partnered with Quest Diagnostics and Labcorp to provide comprehensive drug testing services. We will provide you with Chain of Custody forms and electronic scheduling capabilities custom to your location which your applicant will utilize at a local collection site and results are returned within your TruDiligence report. Our network contains over 10,000 collection sites nationwide.

The 5 panel tests urine for the following substances:

Amphetamines
Cannabinoids (Marijuana)
Cocaine
Phencyclidine (PCP)
Opiates

The 10 panel tests urine for the following substances:

Amphetamines
Cannabinoids (Marijuana)
Cocaine
Phencyclidine (PCP)
Opiates
Methaqualone
Barbiturates
Benzodiazepines
Methadone
Propoxphene

DOT, Non-DOT, Medical Review Officer (MRO), Post Accident Testing and Drugfree Workplace services are all available. Any package can be customized and results are typically available within 24 hours.

To locate a local lab visit:

Quest Diagnostics – http://www.questdiagnostics.com/hcp/psc/jsp/hcp_psc_index.jsp
LabCorp – http://www.labcorp.com/psc/index.html

What is included in the 10 panel drug screen?

The 10 panel tests urine for the following substances:

Amphetamines
Cannabinoids (Marijuana)
Cocaine
Phencyclidine (PCP)
Opiates
Methaqualone
Barbiturates
Benzodiazepines
Methadone
Propoxphene

To locate a local collection site visit:

Quest Diagnostics – http://www.questdiagnostics.com/hcp/psc/jsp/hcp_psc_index.jsp

When searching for a local collection site, indicate your reason for the test is “Employer and wellness services”.

You may also locate a facility by telephone: 800-377-8448

What is a Federal Level Criminal Search?

Federal level criminal searches involve candidates and cases which a person was convicted by the United States government in a U.S. District Court.

If a crime occurs over a jurisdictional boundary, such as a state line, no single state may be able to claim authority to prosecute it. In such cases, the complaint is pushed up to the Federal level and is tried in a Federal Courthouse instead of a State or County Courthouse.

Common Federal Level Criminal Offenses

Some examples of cases that might commonly be found in Federal Court are:

Kidnapping
Drug Trafficking
Human Trafficking
Bank Fraud

These searches are conducted using a public access system and are researched court by court. The information returned will consist of the defendant’s name, case number, case type and any available case details. One disadvantage to the federal access system is that the defendant’s identifiers are usually limited to name only.

Therefore, if a match is found, additional research may be required at the court level to confirm a positive identification.

If this is necessary, additional research costs may be incurred.

TruDiligence will contact you and gain approval before taking action that requires any additional research costs.

All criminal searches are per name & per jurisdiction searched.

What is the National Criminal Index?

The National Criminal Database Search Explained

Although this issue is in our regular circulation of informational topics for the client base, we thought it important to address it here in more detail as interest in the national criminal database is always high, and for good reason. It is not uncommon to see a new user’s head spin when they are first informed there is not a single, comprehensive system for accessing criminal records on a “national” scale. To perform a true criminal background check of “source records”, you must conduct your searches at either the individual county or state level. The obvious question that arises when we recommend this jurisdictional research method is, “what if my applicant has criminal records in a jurisdiction I am unaware of and therefore do not search?” The honest answer is, this is the unfortunate gaping hole in the entire background check process. Because of the lack of a “nationwide” system, the possibility will always exist that records may be present in a jurisdiction we are unaware of and therefore do not search.

In an effort to minimize the threat of missing records and to create a broader search, TruDiligence does offer a national / multi-state criminal database. By definition, the national criminal database is a “third party” database which comprises records obtained from the individual state-level Department of Corrections and county-level courts, where available. It currently only covers about 65-70% of the country and update schedules will vary by jurisdiction. Coverage details are available athttps://www.trudiligence.com/docs/nationalcriminalcoverage.pdf.

Because of the spotty coverage, the database search is priced very reasonably making it attractive as a search tool. However, it is very important to realize, national database systems are dependent upon getting their data from the individual state and county jurisdictions. If an individual state or county does not update its data to the national system on a regular basis, or at all for that matter, the system will have holes in its coverage area. Therefore, national database records should be used only as a tool to uncover areas requiring additional research.

Because of the lack of complete coverage, TruDiligence does not recommend the use of the national database as a “standalone search” nor a means of promoting “due diligence” in screening practices or maintaining compliance with the Fair Credit Reporting Act. County-level courthouse records are recommended for this purpose.

As a best practice, you should use the national database only as a supplement to your local jurisdictional searches. If you are relying on only the national criminal database as your source for criminal background checks, you are leaving your organization open to failures within your screening practices. Although we are completely sensitive to budgetary constraints, there is no substitute for the accuracy and diligence that is provided by conducting direct, county and/or state level research.

*IMPORTANT NOTE: Should you choose to use the National Criminal Database as a broad search tool and a record is found, the search results automatically will be validated with a direct search of the source county courthouse records. This validation is required by the Fair Credit Reporting Act Sections 607 and 613 to ensure accuracy of the result provided by the “third party” database. Any additional cost associated with this process will be billed at published rates.

Pricing is on a per name searched basis.

What is the National Criminal / SOR / OFAC?

The National Criminal / SOR / OFAC is a bundled package which contains results from three separate searches: The Multi-State Criminal Index; National Sex Offender Registry and Office of Foreign Asset Control.

The National Criminal Index is comprised of records obtained from The State Department of Corrections and The Administrative Office of the Courts where available. Coverage areas and update schedules vary by jurisdiction. Coverage details available at https://www.trudiligence.com/docs/national%20criminal%20coverage.pdf.

Important Note: National systems are dependent upon getting their data from the individual state/county jurisdictions. If a state/county does not update their data to the national system on a regular basis, or at all for that matter, the national system may have holes in its coverage area. Therefore, national records should only be used as a cursory review of your record. TruDiligence does not recommend the use of national database records as a means of promoting due diligence in hiring practices or maintaining compliance with The Fair Credit Reporting Act. County level courthouse records are recommended for this purpose.

The National Sex Offender Registry is comprised of records from individual state-level sex offender registries in all 50 states. Most jurisdictions require any individual convicted of a sexually related crime to register with the county he/she resides in. MyTruSeal.com searching an applicant against these databases to ensure the individual is not a convicted sex offender.

The Office of Foreign Asset Control (“OFAC”) was created by the US Department of the Treasury and enforces economic and trade sanctions based on US foreign policy and national security goals against targeted foreign countries, terrorists, international narcotics traffickers, and those engaged in activities related to the proliferation of weapons of mass destruction. OFAC acts under Presidential wartime and national emergency powers, as well as authority granted by specific legislation, to impose controls on transactions and freeze foreign assets under US jurisdiction. Many of the sanctions are based on United Nations and other international mandates, are multilateral in scope, and involve close cooperation with allied governments.

TruDiligence searches OFAC databases in addition to 135 separate lists and entities which include:

National:

Office of Foreign Asset Control (OFAC) Specially Designated Nationals (SDN)

Palestinian Legislative Council (PLC)

Defense Trade Controls (DTC) Debarred Parties

U.S. Bureau of Industry and Security Denied Persons List

U.S. Bureau of Industry and Security Denied Entities List

U.S. Bureau of Industry and Security Unverified Entities List

FBI Most Wanted Terrorists List

FBI Top Ten Most Wanted List

FBI Seeking Information

FBI Seeking Information on Terrorism

FBI Parental Kidnappings

FBI Crime Alerts

FBI Kidnappings and Missing Persons

FBI Televised Sexual Predators

FBI Fugitives – Crimes Against Children

FBI Fugitives – Cyber Crimes

FBI Fugitives – Violent Crimes: Murders

FBI Fugitives – Additional Violent Crimes

FBI Fugitives – Criminal Enterprise Investigations

FBI Fugitives – Domestic Terrorism

FBI Fugitives – White Collar Crimes

DEA Most Wanted Fugitives

DEA Major International Fugitives

Bureau of Alcohol, Tobacco and Firearms (ATF) Most W anted

U.S. Marshals Service 15 Most Wanted

U.S. Secret Service Most Wanted Fugitives

U.S. Air Force Office of Special Investigations Most Wanted Fugitives

U.S. Naval Criminal Investigate Service (NCIS) Most Wanted Fugitives

U.S. Immigration and Customs Enforcement (ICE) Most Wanted Fugitives

U.S. Immigration & Customs Enforcement Wanted Fugitive Criminal Aliens

U.S. Immigration and Customs Enforcement Most Wanted Human Smugglers

U.S. Postal Inspection Service Most Wanted

U.S. Bureau of International Security and Nonproliferation – Iran and Syria Nonproliferation Act

U.S. Bureau of International Security and Nonproliferation – Iran-Iraq Arms Nonproliferation Act of 1992

U.S. Bureau of International Security and Nonproliferation – Missile Sanctions Laws

U.S. Bureau of International Security and Nonproliferation – Chemical and Biological Weapons Sanctions Laws

U.S. Bureau of International Security and Nonproliferation – Sanctions for the Transfer of Lethal Military Equipment

U.S. Bureau of International Security and Nonproliferation – Iran Nonproliferation Act of 2000

U.S. Bureau of International Security and Nonproliferation – Non-Proliferation Sanctions for Executive Order 12938

U.S. Bureau of International Security and Nonproliferation – Non-Proliferation Sanctions for Executive Order 13382

International:

Politically Exposed Persons List

Foreign Agent Registrations List

United Nations Consolidated Sanctions List

Bank of England Financial Sanctions List

World Bank List of Ineligible Firms

Interpol Most Wanted List

European Union Terrorist List

OSFI Canada List of Financial Sanctions

Royal Canadian Mounted Police Most Wanted

Australia Department of Foreign Affairs and Trade List

Russian Federal Fugitives

Scotland Yard’s Most Wanted

World’s Most Wanted Fugitives

Individuals Excluded from Federal Procurement, Non-Procurement & Reciprocal Programs:

Agency for International Development Debarment List

Appalachian Regional Commission Debarment List

Broadcasting Board of Governors Debarment List

Bureau of Industry and Security Debarment List

Commission on Civil Rights Debarment List

Consumer Product Safety Commission Debarment List

Corporation for National Service Debarment List

Customs and Border Protection Debarment List

Defense Information Systems Agency Debarment List

Defense Logistics Agency Debarment List

Defense Threat Reduction Agency Debarment List

Department of Agriculture Debarment List

Department of Commerce Debarment List

Department of Defense Debarment List

Department of Education Debarment List

Department of Energy Debarment List

Department of Homeland Security Debarment List

Department of Housing and Urban Development Debarment

Department of Interior Debarment List

Department of Justice Debarment List

Department of Labor Debarment List

Department of Navy Debarment List

Department of State Debarment List

Department of Transportation Debarment List

Department of Treasury Debarment List

Department of Veterans Affairs Debarment List

Department of the Air Force Debarment List

Department of the Army Debarment List

Environmental Protection Agency Debarment List

Equal Employment Opportunity Commission Debarment List

Export-Import Bank of the United States Debarment List

Farm Credit Administration Debarment List

Federal Aviation Administration Debarment List

Federal Communications Commission Debarment List

Federal Deposit Insurance Corporation Debarment List

Federal Election Commission Debarment List

Federal Emergency Management Agency Debarment List

Federal Highway Administration Debarment List

Federal Labor Relations Authority Debarment List

Federal Law Enforcement Training Center Debarment List

Federal Mediation and Conciliation Service Debarment List

Federal Motor Carrier Safety Administration Debarment List

Federal Railroad Administration Debarment List

Federal Trade Commission Debarment List

Federal Transit Administration Debarment List

Government Accountability Office Debarment List

Government Printing Office Debarment List

Headquarters Procurement Operations Debarment List

Immigration and Customs Enforcement Debarment List

Institute of Museum and Library Services Debarment List

Maritime Administration Debarment List

Missile Defense Agency Debarment List

National Aeronautics and Space Administration Debarment

National Archives and Records Administration Debarment List

National Endowment for the Arts Debarment List

National Endowment for the Humanities Debarment List

National Gallery of Art Debarment List

National Geospatial-Intelligence Agency Debarment List

National Highway Traffic Safety Administration Debarment List

National Imagery Mapping Agency Debarment List

National Labor Relations Board Debarment List

National Nuclear Security Administration Debarment List

National Science Foundation Debarment List

Nuclear Regulatory Commission Debarment List

Office of Foreign Assets Control Debarment List

Office of Management and Budget Debarment List

Office of Personnel Management Debarment List

Overseas Private Investment Corporation Debarment List

Panama Canal Commission Debarment List

Peace Corps Debarment List

Pipeline and Hazardous Materials Administration Debarment List

Postal Service Debarment List

Railroad Retirement Board Debarment List

Research and Innovative Technology Administration Debarment List

Research and Special Programs Administration Debarment List

Small Business Administration Debarment List

Social Security Administration Debarment List

Transportation Security Administration Debarment List

U.S. Secret Service Debarment List

United States Coast Guard Debarment List

United States International Trade Commission Debarment List

United States Trade & Development Debarment List

What is the Process I Must Follow When I Deny an Applicant for Employment Based on the Contents of a TruDIligence Report?

This article covers current federal requirements only. There may be additional state or local requirements that you must comply with that are not covered here in order to deny an applicant.

Consult with your own legal counsel on those issues as they may pertain to you.

Section 604 of the Fair Credit Reporting Act (FCRA) establishes specific guidelines that must be followed when an applicant is going to be denied employment based on the contents of a TruDiligence report.

Before taking adverse action you must provide the applicant:

A copy of the pre-adverse action notice
A copy of the FCRA summary of rights
A copy of the TruDiligence report

Then according to the FCRA, you must allow a “reasonable” amount of time for the applicant that was denied to dispute the contents of the report if they wish.

Although the FCRA does not specify the exact duration a “reasonable” amount of time is, the general consensus among the legal community is 5 business days.

If at the end of five (5) business days, the applicant has failed to dispute the contents of the report, your business must provide:

A copy of the adverse action notice leading your operations to deny an applicant.

All of the required FCRA forms and notices are available on the TruDiligence website at: https://www.trudiligence.com/downloadforms

The complete text of the FCRA is available here: http://www.ftc.gov/os/statutes/031224fcra.pdf

What is a Drivers History (MVR)?

In positions where an applicant’s prior driving record is of concern, TruDiligence can provide a detail of infractions. Some states require a special release form. The turnaround time is based on the history of the states delivery. Occasional delays can be anticipated.

What is an Employment Eligibility Search (E-Verify)?

TruDiligence has partnered with Form I-9 Compliance to provide the newest, most efficient methods of responding to the Federal Immigration Reform and Control Act and enables employers to easily conduct legal right to work employment verifications on new employees.

The Immigration Reform and Control Act (IRCA) legally mandates that U.S. employers verify the employment eligibility status of newly-hired employees and makes it unlawful for employers to knowingly hire or continue to employ unauthorized workers.

This search is an excellent suppliment to the Social Security Number Trace and verifies your applicant has legal documentation and is “Authorized to work in the United States”, directly through The Social Security Administration and The Department of Homeland Security. This search can only be conducted after hiring the applicant and within three business days of receiving a completed I-9.

Do Not Forget About Education Verification During The Screening Process

We know how difficult it can be to hire the right person for a job opening. More than half of resumes and applications contain some information that is not true. Therefore, you can safeguard your business essential to verifying every piece of information that is listed on a job applicant’s resume.

When you verify the information, you will ensure that the applicant meets the basic requirements for the open position.

It is important to verify the educational background of an applicant. Indeed, that applicant could have lied about their educational background on the resume – and many do! This could mean they may not have the skills needed to perform the daily tasks.

Education verification services verify the applicant has adequate experience and education needed to perform the role.

What an Education Background Check Includes

Education verification will confirm the following information:

Type of degree
Attendance dates
Graduation date
Professional licenses
Industry certifications

Your business should always take the steps to verify the education of each applicant in a skilled role.

Help protect your workplace from making a costly mistake.

Education can be one of the major building blocks of a person’s success in the workplace, and taking the time to do an education background check will help you determine if the applicant is being truthful about their educational background and potential success in the role

With many job applicants not afraid to include false information on their resume and job application, it will be a risky move to not confirm a job applicant’s educational background.

Learn More About Education Verification

Smiling African businessman in casual clothes conducting the interview with woman at office

If you are looking for a service that will allow your hiring managers to feel confident in their hiring decision, please do not hesitate to contact us today for more information about our education verification services. TruDiligence offers a variety of screening services and we can help you with all of your pre-employment screening needs.

What is an Education Verification?

When selected, your MyTruSeal report will contain a verification of your educational degree. We will contact the appropriate institution and obtain:

Dates of enrollment
Date of graduation
Degree obtained
Major study

Employment Verification Services: Here is Why They are Important

As the need for background checks increase so do the compliance and laws surrounding them. The adherence to these changes can make a background check take longer than many employers may like and, as such, they decide to forego these verification services all together.

Often, this includes verifications such as employment and education verifications services. These type of verifications are known to take longer than most of the criminal searches as in many cases these searches rely on a third party to complete the verification verbally.

Some larger companies keep their employee records stored in a database to streamline the verification process but other companies still use their human resources team to respond to these requests.

In a time of quick turnaround, changing dynamics of employee expectations, here are the two most important reason should you always verify the employment history of a candidate in a skilled role.

To Verify Experience and Aptitude

You want to ensure that the candidate you are about to hire has the experience that they claim. Did they work at the company they claimed to work form? Was this candidate a temporary worker and did not do the job as long as it seems on his resume due to working more than one project. The employment verification would help you gather and act on this information.

In Verifying Honesty and Integrity

Verifying the employment history on a candidate’s resume is a way to verify their trustworthiness. You have the ability to verify and confirm the employment experience listed on the resume is accurate or if there are discrepancies you can determine why.

While someone may deeply want the role, opening the dialogue can not only help weed out liars from the hard-working.

These conversation allow you a closer look into the person you are considering. The discrepancy could simply be resultant of entering a date incorrectly. Did they provide a resume at the time of the interview?

You can consider employment verification services an additional tool in your HR toolkit to judge the applicant using multiple criteria.

Learn More About Employment Verification

There are two ways to verify employment. You can do this through a simple date verification or employment history with a reference. The verification can be quicker since it is just getting date verified not discussing job skills.

Employment references, on the other hand, is an area where you can ask about their job skills and reliability.

Whichever version you choose, contact us to help you create the perfect background screening package for your needs.

What is an Employment Verification?

When supplied with the name and means of contact, TruDiligence will contact the previous employer and obtain information to include:

Dates of employment
Position held
Eligibility for rehire

Cost is per employer verified plus any third party database verification fees which are billed at cost, where applicable.

What is a Federal Contracting Exclusion seach?

Are you in compliance with federal regulations?

The Office of Inspector General (OIG) was established in the U.S. Department of Health and Human Services to identify and eliminate fraud, waste, and abuse in the department’s programs and to promote efficiency and economy in departmental operations. The OIG carries out this mission through a nationwide program of audits, inspections, and investigations. In addition, the OIG has been given the authority to exclude from participation in Medicare, Medicaid and other federal health care programs individuals and entities who have engaged in fraud or abuse, and to impose civil money penalties (CMPs) for certain misconduct related to federal health care programs as outlined in sections 1128 and 1128A of the Social Security Act.

TruDiligence utilizes the GSA / OIG resources to check your applicants to ensure they have not been excluded and are eligible for employment within your facility.

A level I searches National
A level II searches National and 1 State of your choice
A level III searches National and all 50 States

What is a Federal Level Criminal Search?

Federal level criminal searches involve candidates and cases which a person was convicted by the United States government in a U.S. District Court.

If a crime occurs over a jurisdictional boundary, such as a state line, no single state may be able to claim authority to prosecute it. In such cases, the complaint is pushed up to the Federal level and is tried in a Federal Courthouse instead of a State or County Courthouse.

Common Federal Level Criminal Offenses

Some examples of cases that might commonly be found in Federal Court are:

Kidnapping
Drug Trafficking
Human Trafficking
Bank Fraud

These searches are conducted using a public access system and are researched court by court. The information returned will consist of the defendant’s name, case number, case type and any available case details. One disadvantage to the federal access system is that the defendant’s identifiers are usually limited to name only.

Therefore, if a match is found, additional research may be required at the court level to confirm a positive identification.

If this is necessary, additional research costs may be incurred.

TruDiligence will contact you and gain approval before taking action that requires any additional research costs.

All criminal searches are per name & per jurisdiction searched.

What is a National Warrant search?

This is a nationwide search for outstanding warrants on a subject. The warrant must be active and the jurisdiction must be willing to extradite the subject on the charges in order for the warrant to show on this search. In most cases, this search will return the date the warrant was issued and by which jurisdiction. The charge or crime for which the warrant was issued typically will not be provided. A subsequent search of criminal records may be necessary to gain this information. This search is priced on a per name basis.

Why can’t I just run a National Criminal Index and skip county- and state-level searches?

The National Criminal Index is an excellent supplementary or cursory search, but is not appropriate as your single source for criminal information. The National Criminal Index is a database-driven search, and is only about 70 percent complete at any given time. Some jurisdictions do not report into databases, and others update only on a monthly or quarterly basis. Also, keep in mind that all records revealed by the National Criminal Index must be verified by way of a county-level criminal search in the appropriate jurisdiction. If you have questions about these processes, contact a TruDiligence representative today.

What is the National Criminal Index?

The National Criminal Database Search Explained

Although this issue is in our regular circulation of informational topics for the client base, we thought it important to address it here in more detail as interest in the national criminal database is always high, and for good reason. It is not uncommon to see a new user’s head spin when they are first informed there is not a single, comprehensive system for accessing criminal records on a “national” scale. To perform a true criminal background check of “source records”, you must conduct your searches at either the individual county or state level. The obvious question that arises when we recommend this jurisdictional research method is, “what if my applicant has criminal records in a jurisdiction I am unaware of and therefore do not search?” The honest answer is, this is the unfortunate gaping hole in the entire background check process. Because of the lack of a “nationwide” system, the possibility will always exist that records may be present in a jurisdiction we are unaware of and therefore do not search.

In an effort to minimize the threat of missing records and to create a broader search, TruDiligence does offer a national / multi-state criminal database. By definition, the national criminal database is a “third party” database which comprises records obtained from the individual state-level Department of Corrections and county-level courts, where available. It currently only covers about 65-70% of the country and update schedules will vary by jurisdiction. Coverage details are available athttps://www.trudiligence.com/docs/nationalcriminalcoverage.pdf.

Because of the spotty coverage, the database search is priced very reasonably making it attractive as a search tool. However, it is very important to realize, national database systems are dependent upon getting their data from the individual state and county jurisdictions. If an individual state or county does not update its data to the national system on a regular basis, or at all for that matter, the system will have holes in its coverage area. Therefore, national database records should be used only as a tool to uncover areas requiring additional research.

Because of the lack of complete coverage, TruDiligence does not recommend the use of the national database as a “standalone search” nor a means of promoting “due diligence” in screening practices or maintaining compliance with the Fair Credit Reporting Act. County-level courthouse records are recommended for this purpose.

As a best practice, you should use the national database only as a supplement to your local jurisdictional searches. If you are relying on only the national criminal database as your source for criminal background checks, you are leaving your organization open to failures within your screening practices. Although we are completely sensitive to budgetary constraints, there is no substitute for the accuracy and diligence that is provided by conducting direct, county and/or state level research.

*IMPORTANT NOTE: Should you choose to use the National Criminal Database as a broad search tool and a record is found, the search results automatically will be validated with a direct search of the source county courthouse records. This validation is required by the Fair Credit Reporting Act Sections 607 and 613 to ensure accuracy of the result provided by the “third party” database. Any additional cost associated with this process will be billed at published rates.

Pricing is on a per name searched basis.

What is the National Criminal / SOR / OFAC?

The National Criminal / SOR / OFAC is a bundled package which contains results from three separate searches: The Multi-State Criminal Index; National Sex Offender Registry and Office of Foreign Asset Control.

The National Criminal Index is comprised of records obtained from The State Department of Corrections and The Administrative Office of the Courts where available. Coverage areas and update schedules vary by jurisdiction. Coverage details available at National Criminal Coverage PDF Download.

Important Note: National systems are dependent upon getting their data from the individual state/county jurisdictions. If a state/county does not update their data to the national system on a regular basis, or at all for that matter, the national system may have holes in its coverage area. Therefore, national records should only be used as a cursory review of your record. TruDiligence does not recommend the use of national database records as a means of promoting due diligence in hiring practices or maintaining compliance with The Fair Credit Reporting Act. County level courthouse records are recommended for this purpose.

The National Sex Offender Registry is comprised of records from individual state-level sex offender registries in all 50 states. Most jurisdictions require any individual convicted of a sexually related crime to register with the county he/she resides in. MyTruSeal.com searching an applicant against these databases to ensure the individual is not a convicted sex offender.

The Office of Foreign Asset Control (“OFAC”) was created by the US Department of the Treasury and enforces economic and trade sanctions based on US foreign policy and national security goals against targeted foreign countries, terrorists, international narcotics traffickers, and those engaged in activities related to the proliferation of weapons of mass destruction. OFAC acts under Presidential wartime and national emergency powers, as well as authority granted by specific legislation, to impose controls on transactions and freeze foreign assets under US jurisdiction. Many of the sanctions are based on United Nations and other international mandates, are multilateral in scope, and involve close cooperation with allied governments.

TruDiligence searches OFAC databases in addition to 135 separate lists and entities which include:

National:

What is a State Level Court Record?

This system provides an interface to upper and lower level county courthouse records across the entire state. These courts typically will hear Felony charges and most Misdemeanors. Municipal / City level courts may or may not be included and this Municipal coverage will vary by jurisdiction. Real time record searches are conducted by the user directly at the TruDiligence website and results are returned instantaneously. Non real time searches are conducted by TruDiligence and results are summarized into a report for your convenience. Searches are priced on a per name basis.

What is a State Level Arrest Record?

When conducting a pre-screen background investigation, a criminal history is of utmost importance. These searches are typically placed in two main categories: arrest records and court records. The use of each category has its strengths and weaknesses, so it is important for you to evaluate what you are trying to achieve to determine which is best for your application.

Arrest records are usually housed at the state level in a databank maintained by the governing judicial body within each state. Many of these systems are fingerprint driven, meaning that when an individual is arrested and fingerprinted, those fingerprints are submitted to the state databank for tracking purposes. The records that are subsequently pulled outline an individual’s arrest record based on those fingerprint submissions.

Additionally, it is important to realize that if an illegible fingerprint card is submitted, the state will return it to be redone. Unfortunately, by then the subject may have already been released from custody and is not available to be re-fingerprinted. Subsequently, there will not be a record of this arrest in the system.

The primary disadvantage to most arrest record systems is they do not contain disposition information on the charges. This means that you will not know if the person was convicted of the crime for which he were arrested. However, using arrest records can also be an advantage. The arrest record in itself may show a pattern that could pose a potential concern depending on the position for which your applicant is applying. This pattern could be critically important, regardless of whether a conviction was entered, depending on the position your trying to fill.

Finally, statewide records are not available in all states and some states have lengthy turnaround times which may cause their use to be ineffective for your purposes. Therefore it is imperative that you determine if arrest records will best suit your needs. All criminal searches are per name, per jurisdiction searched.

Important Note: Statewide systems can also be dependent upon getting their data from the individual county jurisdictions. If a county does not update their data to the statewide system on a regular basis, or at all for that matter, the statewide system may have holes in its coverage area. Therefore, statewide records should only be used as a cursory review of applicant’s record. TruDiligence does not recommend the use of Statewide records as a means of promoting due diligence in hiring practices or maintaining compliance with The Fair Credit Reporting Act. County level courthouse records are recommended for this purpose.

Statewide records are not available in all states as some states restrict access to their statewide databases to law enforcement personnel only. The states currently available are listed with their respective prices and are priced on a per name basis. The turnaround times quoted are averages and may vary depending on state backlog, therefore they cannot be guaranteed.

What is a Sex Offender Registry?

Most jurisdictions require any individual convicted of a sexually related crime to register with the county he/she resides in. TruDiligence can assist in searching an applicant against these databases to ensure the individual is not a convicted sex offender. Searches are availabe on a State by State basis or through a National Index and are priced on a per name searched basis.

What is a Reference Interview?

When supplied with the name and means of contact, TruDiligence will conduct a thorough interview with the applicant’s professional reference(s). A summary of the references experience with the applicant will be provided in a question and answer interview format. This tool is useful when a simple employment verification will not supply the detail desired.

A sample of questions asked:

In what capacity do you know this individual?
How long have you known this individual?
How would you describe his/her character?
What would you describe as his/her strengths?
What would you describe as his/her weaknesses?
Do you have any general comments to add?

What is an OFAC search (Homeland Security)?

The Office of Foreign Assets Control (“OFAC”) of the US Department of the Treasury administers and enforces economic and trade sanctions based on US foreign policy and national security goals against targeted foreign countries, terrorists, international narcotics traffickers, and those engaged in activities related to the proliferation of weapons of mass destruction. OFAC acts under Presidential wartime and national emergency powers, as well as authority granted by specific legislation, to impose controls on transactions and freeze foreign assets under US jurisdiction. Many of the sanctions are based on United Nations and other international mandates, are multilateral in scope, and involve close cooperation with allied governments.

TruDiligence provides access to a resource of 135 lists and entities to assist in US Patriot Act complaince. Searches are priced on a per name basis. This list includes:

Professional License Validation

By contacting the issuing agency, we will confirm the license type; certificate or designation number; obtain the date of issuance and expiration; and confirm that the applicant is active and in good standing.

Where can I get release forms?

Release forms are available on the TruDiligence website at: https://www.trudiligence.com/download-compliance-and-release-forms/

Why was my release form denied?

Be sure your releases are complete and notarized, if required. Also, be sure the writing is legible and the date of notarization matches the date of the applicant’s signature. We have seen extensive delays in circumstances where we had to re-submit releases. Your attention to the releases on the front side will ensure the best turn-around times and the most accurate results.

What is the most efficient way to handle searches requiring a release form?

If you consistently run searches requiring a signed release (example: workers’ compensation, employment or education), the best practice is to forward your releases at the absolute earliest convenience to ensure the quickest turn-around times possible. TruDiligence will attempt to contact you over a 72-hour period to request un-submitted release forms. Files with un-submitted releases will be closed after this duration.

What is a Workers Compensation search?

Once a conditional job offer has been made to the applicant, TruDiligence can provide history on previous workers’ compensation claims. Information returned varies from state to state but typically includes:

File #
Date of injury
Body part affected
Employer at time of injury

Some states do not allow access to workers’ compensation files. Some require special and sometimes notarized releases. Where available, you can download the release form for our website.

Are workers’ compensation claim searches available?

Yes. Workers’ compensation claim searches are available in approximately 40 states. The Americans with Disabilities Act states that a review of workers’ compensation files can be completed only after a conditional job offer has been made.

Is a special release form required for workers’ compensation searches?

Yes. Most states require that a release form be completed. In some cases, these release forms are state-specific and may even require a notary. Call your TruDiligence account representative for details.

The FCRA Adverse Action Process

A free webinar presented by TruDiligence. Jerry Nielson, TruDiligence president and founder, discusses the Adverse Action process as outlined in the Fair Credit Reporting Act. This process is required when denying an applicant for placement based on the contents of a report obtained from a consumer reporting agency such as TruDiligence.

Link to YouTube Video: https://youtu.be/5PUYcp3xLiw

What is CBSV and how can it help me?

A recording of a free educational webinar presented by TruDIligence. Chuck Salvia from ID validation discusses how the CBSV (Consent Based Social Security Number Verification) differs from the SSN trace and how it can be used to helps mitigate fraud and identity theft while reducing losses, bad/negligent hires, and unauthorized workers and applicants.

Link to Video: https://youtu.be/A3TYSHFlwEY

How to process an E-Verify request

Here are links to video tutorials outlining the new E-Verify ordering process.

Employment Authorized process: http://screencast.com/t/5scLjet1WaU
Photo Match process: http://screencast.com/t/NV5gDtCwgNV
Further Action Notice process: http://screencast.com/t/2E1wxGne

Auto assign criminal record research using instant SSN trace

This short video tutorial demonstrates how to use the rapid order function to retrieve an instant SSN Trace and then assign criminal record research based on the results.

Link to video: http://youtu.be/65pqZOKvwUg

Manually assigning criminal record searches to your order

This short video tutorial instructs on how to manually assign criminal record searches to your order on the TruDiligence website.

Link to video:http://youtu.be/HoZa8r7ypj0

What is a Social Security Number Trace?

The applicant’s social security number is traced through a vast resource of over 400 data sources including the national credit bureaus. This extremely useful tool is imperative in uncovering any additional names, aliases or addresses that the applicant may have utilized, but chose not to reveal during the application process. Furthermore, when combined with a criminal history, the social security trace is invaluable in making sure all known names and jurisdictions are encompassed while conducting the search.

Secondly, the trace will validate the year and state in which the Social Security Administration issued the number. This information can be useful in uncovering potentially fraudulent social security numbers.

Does the information revealed by the social security number trace come directly from the Social Security Administration?

The information gained from this report does not come from the Social Security Administration. The SSA does not release information contained within its files to the general public. Therefore, to trace an applicant’s social security number, we must utilize one of the national credit bureaus.

What, exactly, is a social security number trace, and how does it fit into my screening processes?

The social security number trace may be one of the most misunderstood tools available to TruDiligence clients. This tool is often misused or not used due to misconceptions regarding the source of the information and the appropriate use of the data it provides. The social security number trace does not use the Social Security Administration as a source, nor does it have any connection with the SSA.

The information provided by the social security number trace is derived from a network of hundreds of resources. When an applicant uses his or her social security number for financial or legal transactions, a record of that transaction is kept and uploaded into databases for various uses. Transaction types would include but are not limited to credit card applications, driver’s license applications, home and car loans, department store credit, and phone and cable services.

The information recorded during these transactions includes the name used and the address provided at the time of application. From time to time, you will see additional names show up on your applicant’s social security number trace. Many times, this is the result of data entry error at the database level or, more commonly, from joint applications. If an applicant has filed for joint credit or signed a lease as a co-applicant, it is possible for both names to show on a social security number trace. It also is common that addresses will show on the social security number trace where the applicant did not actually reside. If an applicant used a friend’s, family member’s or other address during the time of the transaction, that is the address that will be linked to the social security number. The social security number trace is NOT an exact residence history.

The purpose of running a social security number trace is to reveal alias names or previous addresses not provided by the applicant. Remember that criminal information is indexed by last name, date of birth and jurisdiction. If the social security number trace reveals aliases or addresses the applicant did not reveal, that should raise concerns and result in a conversation with the applicant. In addition, you may want to order criminal searches for the revealed aliases or jurisdictions. You should NOT deny anyone employment based solely on the addresses and aliases revealed.

In general, as long as the applicant’s information is close, you can make some logical assumptions. For instance, if the applicant indicates that he lived at one address in Ft. Collins, Colo., and the social security number trace reveals three addresses, this is not a concern. Ultimately, we would use the social security number trace to order the correct county-level search (in this case, Larimer County). As long as all the addresses fall within the same jurisdiction, they will have no bearing on the outcome of the criminal search. Common sense is a vital tool when using social security number traces. You should never deny employment based solely on inconsistencies with the social security number trace!

If you have ANY questions about social security number traces, do not hesitate to contact a TruDiligence representative. Understanding the benefits and limitations of the social security number trace is imperative to protect your facility from litigation and shave vital time off your hiring process.

Why does my applicant’s name not show on the social security number trace?

Because this report is drawn from a credit bureau, applicants must have applied for credit for the report to contain information about them. If an applicant is young or has never established a credit history, the bureaus will not have information on him or her.

Why does someone else show on my applicant’s social security number trace report?

This is normally caused by one of a few things. First, remember that the information is derived from a person’s credit report. Therefore, if an applicant has joint credit or has co-signed with another individual, this would create a joint account on the file and would cause the other person to show on your applicant’s report. This normally is not a concern when performing a background search.

Second, if the other person’s social security number is similar to your applicant’s, it might simply be a typographical error in the credit bureau files. When the credit bureau was inputting the second person’s information, a typo was made, erroneously matching your subject’s social security number and making that person show up on your applicant’s report.

Third, if a second person is using your applicant’s social security number fraudulently, that would cause the secondary person to show up as well. In both scenario 2 and 3, it is most important to rule out that this is not an alias for your applicant. Typically, if the first name is different or the address does not match an entry that is linked to your subject, we can be relatively sure it is not an alias. Again, this probably is not a major concern from a background check prospective; however, it might be advisable to let the applicant know about the discrepancy that was found. TruDiligence would recommend that the applicant contact the credit bureau to have the erroneous information investigated and removed from his or her report.

Should I add all the names revealed on the social security number trace?

When ordering via the “rapid order” section, you may not want to automatically add all names revealed by the social security number trace. If you already have entered alias names in the applicant information section, be sure you don’t duplicate submitted names by adding them during the rapid order process. Also, be sure to check the dates of names used prior to ordering them. If they date older than seven years, you should omit the name from the order, as reportable information typically is available only for a seven-year period. These steps can save you time and money.

Should I be running county-level searches in Colorado?

Colorado has a one-of-a-kind electronic access system that centralizes all criminal information for the state. This means you have to run only one search to receive the entire state’s felony and misdemeanor information. When you request a Colorado Statewide Criminal search (not arrest records), you get all the Colorado counties at one time. There is no need to run county-level searches in Colorado. This will save you time and money.

Help! I need this search now! Can I rush it?

When placing orders for searches that are especially time-sensitive, use county-level criminal searches rather than statewide criminal searches. In the event you need help to identify the correct jurisdictions, use the instant social security number trace in the rapid order section on the ordering page and then choose the desired jurisdictions from the check boxes available on the next page. Statewide searches average between three to five days; county-level searches average one to two days. You also may save a few dollars going this route.

TruDiligence does offer an option for “rush” service during the time of submission. There is an additional charge for this service, and TruDiligence cannot guarantee expedited results.

How can I expedite my employment verifications?

When conducting employment verifications, please provide all information furnished by the applicant. Many times employers will not provide new information but only verify information provided to us by the applicant. Providing dates of employment, title and a complete location will ensure you receive the quickest and most accurate results possible.

How can I expedite my education verifications?

When submitting requests for education verifications, be sure to include any information provided by the applicant. The more information you can provide the TruDiligence verification team, the harder team members can work to ensure you receive the information you’re looking for. To ensure timely results and accurate information, please provide complete locations, dates and titles for all requests.

Does TruDiligence supply non-English documents and releases?

No. Currently most state and federal offices do not accept release forms that have been translated. These agencies require that TruDiligence use the approved forms without alteration to maintain compliance.

What is the difference between an arrest record and a court record?

An arrest record is simply a listing of offenses for which the applicant was contacted by law enforcement and subsequently arrested. The applicant would be taken to the appropriate police department, fingerprinted and booked on the charges. Typically, most arrest records do not contain information on the final outcome of the case, only that the person was arrested. A court record would be housed at the appropriate district, county or municipal courthouse. If, after an arrest, a subject is subsequently tried in court, a record of these events is kept on file in the court clerk’s office. The court record will show the final outcome of the case. This could be either that the subject was convicted and sentenced or that the charges were dismissed.

How does TruDiligence conduct verification services?

Unless the facility or institution has contracted with a third party, TruDiligence will go directly to the employer/educator to retrieve information. Oftentimes, this can be accomplished entirely by phone, and other times there is a need to access databases or meet release requirements. TruDiligence will use databases only when required to do so by the facility or institution.

Are sex offender searches limited to seven years?

No. The sex offender registry will reveal information on anyone who has registered since the inception of the databases.

Why is research limited to a seven-year window?

Limiting searches to seven years ensures you are in compliance with federal and local laws, as well as the FCRA. Each state has different requirements for the handling of criminal information. By adhering to a seven-year window, we ensure compliance to all of our clients regardless of industry or location.

What is a “typical” background check?

Truth be told, there is no “typical” background check. Some companies will lead you to believe that they have created “packages” that will meet your needs. Because every industry is different, and so is every applicant, TruDiligence does not offer packaged services. Instead, a TruDiligence representative will discuss your specific needs and tailor a program to meet those needs. We don’t concern ourselves with “typical” needs; we focus on your needs.

Why does it take 24 to 72 hours to get county-level criminal searches back?

TruDiligence utilizes a nationwide network of retrievers to collect county-level criminal records. By going directly to the county, in person, we are able to ensure the information collected is as accurate and up-to-date as possible. Because this process is labor intensive, we are unable to offer same-day results on county-level searches in most cases.

Why does it take 24 to 72 hours to get county-level criminal searches back?

TruDiligence utilizes a nationwide network of retrievers to collect county-level criminal records. By going directly to the county, in person, we are able to ensure the information collected is as accurate and up-to-date as possible. Because this process is labor intensive, we are unable to offer same-day results on county-level searches in most cases.

Is it legal for me to ask my applicant for a date of birth for a background check?

Yes, as long as you are using a release form for your applicant screening that is separate from your job application. By using the available TruDiligence applicant release form, you will be in compliance with all laws and regulations.

Can I get criminal record information without a date of birth?

No. All criminal information is indexed by last name and date of birth. TruDiligence is unable to retrieve information based on a name match alone.

Is there a way I can improve accuracy when requesting research on an applicant with a common name?

When you run a background check on an applicant with an extremely common name (e.g., John Smith), be sure to include the middle name or initial whenever possible. This will be used as an identifier to ensure your searches are as accurate as possible and reduce false hits. Criminal information is indexed by the individual’s last name and date of birth. In most cases, we are able to verify identity based on these identifiers alone.

Is there a way I can improve accuracy when requesting research on an applicant with a common name?

When you run a background check on an applicant with an extremely common name (e.g., John Smith), be sure to include the middle name or initial whenever possible. This will be used as an identifier to ensure your searches are as accurate as possible and reduce false hits. Criminal information is indexed by the individual’s last name and date of birth. In most cases, we are able to verify identity based on these identifiers alone.

Does TruDiligence have a cut-off time for requesting research?

You can submit your request 24 hours a day, seven days a week, but the cut-off time to guarantee same-day processing is 2 p.m. Mountain Standard Time. Although this may seem early, it ensures that all information can be processed, verified and distributed by the 5 p.m. closing time of our East Coast providers. To ensure your requests begin processing on the same day, be sure to submit them prior to the cut-off time.

What do the different classification of a crime mean?

Within each category, there are three crime levels: felony, misdemeanor and petty offense. To further confuse matters, each level is broken down into classifications. At the felony level, there are six classifications, a class 1 felony being most serious and class 6 felony being the least serious. Likewise, the misdemeanor level has different classifications, but in this case there are only three. Again, a class 1 is worse than a class 3. Finally, the petty offense level has only two classifications, with 1 being the most severe.

Background Check Industry FAQ

FAQ Categories

How do I login to my TruDiligence Background Check Account

Why does someone else show on my applicant’s social security number trace report?

What is the Process I Must Follow When I Deny an Applicant for Employment Based on the Contents of a TruDIligence Report?

3 Things to Avoid When Performing Employment Background Checks

The Disclosure and Release Process for Employment Background Check Forms Explained

General FCRA Compliance Information and Guidelines

How Do I Read My Report Format

New York City Issues Enforcement Guidance For The Fair Chance Act

What is the New York City Fair Chance Act and how do I comply?

Does TruDiligence have a referral program?

How does TruDiligence handle applicant disputes?

Federal Level Criminal Record, National Criminal Index, Sex Offender Registry

Common Federal Level Criminal Offenses

What Does A Employer Credit Check Look For?

Employer Credit Checks: Are they necessary?

Why would an employer want to know about your credit history?

Employer Credit Checks for Every Business Type

What is the Process I Must Follow When I Deny an Applicant for Employment Based on the Contents of a TruDIligence Report?

Before taking adverse action you must provide the applicant:

3 Things to Avoid When Performing Employment Background Checks

Don’t Use a “Check the Box” Policy

Don’t Qualify Candidates Through Social Media

Don’t Do It Alone

What are the Different Levels in a Criminal Background Check

County Level Court Records

State Level Court and Arrest Records

Federal Level Criminal Records

International Criminal Records

Learn More About Criminal Background Checks

General FCRA Compliance Information and Guidelines

Background Screening Compliance Information

The Regulatory Act

Procedure

Reporting Restrictions

New York City Issues Enforcement Guidance For The Fair Chance Act

Does TruDiligence have a referral program?

How does TruDiligence handle applicant disputes?

Does TruDiligence offer a warranty?

What is the TruDiligence refund policy?

Why should I be using applicant screening services?

What sets TruDiligence apart from other screening companies?

What are my legal responsibilities when conducting applicant screening?

If I run a court record search through TruDiligence, why don’t all of the subject’s known cases show up?

What is the best way to contact TruDiligence customer service?

I am having difficulty with my service. What should I do?

What is the TruDiligence mission statement?

Does TruDiligence practice any client appreciation programs?

Is there a way I can learn more about the screening industry?

What is in Civil Record Search?

What is a Consent Based SSN Verification (CBSV)?

What is a County Level Court Record?

Are credit reports available?

What is a Credit Report?

Are driver’s history searches available?

What is an MVR report?

What Drug Testing Services do you offer?

What is included in the 10 panel drug screen?

What is a Federal Level Criminal Search?

Common Federal Level Criminal Offenses

What is the National Criminal Index?

What is the National Criminal / SOR / OFAC?

What is the Process I Must Follow When I Deny an Applicant for Employment Based on the Contents of a TruDIligence Report?

Before taking adverse action you must provide the applicant:

What is a Drivers History (MVR)?

What is an Employment Eligibility Search (E-Verify)?

Do Not Forget About Education Verification During The Screening Process

What an Education Background Check Includes

Learn More About Education Verification

What is an Education Verification?

Employment Verification Services: Here is Why They are Important

To Verify Experience and Aptitude

In Verifying Honesty and Integrity

Learn More About Employment Verification

What is an Employment Verification?

What is a Federal Contracting Exclusion seach?

What is a Federal Level Criminal Search?

Common Federal Level Criminal Offenses

What is a National Warrant search?