Colorado employment background check laws

Background Investigations offers a broad range of information solutions suitable to meet many needs. From looking into the neighbor to looking up ourselves to determine if there may be anything to give consideration to. The background check databases are known front runners for public record information, arrest checks, cell phone and address records, social media info, and more. The mission is to enable the public with the information they want to make speedy & sensible judgements.

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DEFINITIONS. As used in this document:

(a) “Arrest record” means the record of any action taken by an authorized law enforcement officer or entity

including, but not necessarily limited to: the custodial taking, seizing or detaining of a person or the issuance of a

summons, warrant or other document by a governmental entity citing offenses committed by the named person.

(b) “Charge” means a written statement, summons and complaint, information or other like document issued by a

court of law or other judicial authority accusing a person of the commission of a crime.

disqualify an individual from employment or from serving as a volunteer includes a guilty plea, a plea of “no

contest” (also known as “nolo contendre”), or an entry of a deferred judgment.

(d) “Criminal history background record” means and includes both arrest records and conviction records

https://www.colorado.gov/pacific/sites/default/files/HF_Criminal-Background-Check-Guidance.pdf

Any such Background Check Reports may contain information bearing on my character, general reputation, personal

characteristics, mode of living and credit standing. The types of information that may be obtained include but are not

limited to: credit reports (for certain employment positions only), social security number verification, criminal records

checks, public court records checks, driving records checks, educational records checks, verification of employment

positions held, workers compensation records, personal and professional references checks, licensing and certification

checks, etc.

https://www.colorado.edu/hr/sites/default/files/attached-files/background_disclosure_and_authorization_form.pdf

Please keep in mind that the EEOC must always be taken into consideration when a hiring decision is to be made. The EEOC has provided guidance on how employers can use criminal records during the hiring process. This regulation was issued on April 25, 2012. The EEOC requires employers to individually review each applicant or employee that may be disqualified due to a criminal record. This also follows the regulations set forth by the Americans with Disabilities Act (ADA). Additionally, the EEOC wants to undertake an adverse action process similar to that of the FCRA. They want to add a pre-adverse action process of their own. Although employers already have an adverse action process that is specific to information contained in consumer reports, the EEOC's adverse action process may be different.

https://infocubic.com/background_check_law/colorado

Colorado State University (the “University”) may request, for lawful employment purposes, background

information about you from a consumer reporting agency in connection with your employment or

application for employment (including independent contractor assignments, as applicable). This

background information may be obtained in the form of consumer reports and/or investigative consumer

reports (commonly known as “background reports”).

http://www.hrs.colostate.edu/pdfs/form-background-check-disclosure-authorization.pdf

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