Arizona employment background check laws

Arizona employment background check laws

The fundamentals of an background check initially are seemingly uncomplicated. A record check can be described as review of a person's criminal arrest, municipal, professional, academic, and in some cases fiscal historical past.

There are many reasons why a small business or even individual should be considering background records searches. Most notably is safety to the company or a household, clients, and its staff. Also will be to make certain that candidate has been trustworthy inside their disclosures and verify good individuality of the potential prospect.

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In a ideal environment every person can have confidence in the other person. Sad to say, this simply isnt the case. A lack of background record checks, as well as inadequately performed checks, could lead to potential criminal activity, personal injury, or monetary loss within the enterprise or even a household.

Pre-employment screening polices were implemented by the Arizona Board of Regents to create a safe and secure workplace and to ensure that employees at the three Arizona state Universities are qualified for the positions for which they are hired. As a result, pre-employment screening is now required of every finalist, which includes verification of academic credentials, work history and licenses. From March 2005 to June 2006, name-based criminal background checks were conducted on finalists in security- or safety-sensitive positions.

https://hr.arizona.edu/supervisors/recruitment-hiring/background-checks

In order to create a safe and secure workplace and to ensure that University of Arizona employees are qualified to perform the jobs for which the University hires them, the University will conduct pre-employment screening, including criminal background checks, on all finalists.

http://policy.arizona.edu/human-resources/pre-employment-screening-policy

If you have been convicted of a criminal offense, other than a minor traffic offense, you will be required to disclose the nature of the offense, the court in which the conviction occurred and what disposition occurred as a result of that offense. This disclosure must be made whether or not you served a sentence and/or had your civil rights restored, or whether you have had the conviction(s) expunged from your records.

http://phoenixmed.arizona.edu/admission-requirements/additional/background-check

Prior to making a job offer, you should conduct a reference check on a selected applicant. Reference checking allows you to speak with previous supervisors to discuss performance related to the position for which the applicant is being considered. For more information, visit the Reference checks webpage.

https://nau.edu/human-resources/management-resources/hiring-selection/reference-background-checks/

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