Service Descriptions

There are large penalties associated with employing illegal workers. Validating the SSN pre-hire reduces the likelihood of hiring an individual not legally authorized to work in the U.S. The search is conducted directly through the Social Security Administration (SSA) to confirm that the name, SSN and DOB provided by the applicant matches SSA records.

Use It To: Verify the Social Security Number and confirm the number belongs to your applicant.

Recommended: For all applicants

Necessary Information: Applicant’s name, SSN, and DOB

Turnaround Time: Instant to 48 hours

We vet and monitor a professional network of court researchers who conduct both electronic and on-premise searches for felony and misdemeanor records at the courthouse. County criminal record searches are typically conducted in the jurisdiction(s) where an applicant has lived. This search provides the most accurate, up-to-date criminal records information, as most cases are prosecuted at the county level.

Use It To: Identify a county criminal record that would preclude an applicant from a position, either because of job-relatedness or regulatory requirement.

Recommended: For all applicants

Necessary Information: Applicant’s name, SSN, and DOB; additional identifiers may be used in some instances.

Turnaround Time: Instant to 48 hours

Statewide Criminal searches improve screening ROI and cost-effectiveness by expanding the criminal check scope. Statewide Criminal searches are conducted through either a State Criminal Records Repository or a statewide source for criminal records. Only available in states where access is legal and records are current and complete. Please contact us for further details on each state’s coverage.

Use It To:

• Broaden search scope to include all counties within a state.
• Identify a criminal past that would preclude an applicant from a position, either because of job-relatedness or regulatory requirement.

Recommended: In states where a statewide search of sufficient quality is available.

Necessary Information: Applicant’s name, SSN and DOB. Additional identifiers may be used in some instances.

Turnaround Time: Instant to 48 hours

Federal criminal law differs from the state criminal law, and offenses are generally more serious: terrorism, embezzlement, drug trafficking, kidnapping, bank robbery, crimes committed across state lines, crimes against the federal government, any crime committed on federal land, etc. A Federal Criminal search expands the criminal background check to include federal crimes. Federal Criminal searches are conducted on a state by state basis.

Use It To:

• Broaden search scope to include all Federal criminal records.
• Identify a criminal past that would preclude an applicant from a position, either because of job-relatedness or regulatory requirement.

Recommended: If your applicant is being considered for an executive position, or if your company requires a more comprehensive background screening.

Necessary Information: Applicant’s name and DOB.

Turnaround Time: Same business day, unless a name match requires additional research.

“A mile wide but an inch deep,” the Nationwide Criminal Index offers a broad scope of limited depth. This search expands the criminal background check beyond the jurisdictions where an applicant has lived. Data sources include Department of Corrections (DOC), Parole Boards, and state or county criminal record repositories.

Use It To:

• Supplement the background check
• Demonstrate additional due diligence

Recommended: For organizations wishing to supplement the criminal background check, situations where extra caution may be warranted and when you want to add extra confidence to your due diligence.

Necessary Information: Applicant’s name, DOB and SSN.

Turnaround Time: Instant when no potential records are found. Please note if a potential record is found additional sanctions lists, statewide criminal, and county criminal searches are conducted ensuring the information provided is complete and up to date.

Protect people, reduce risk and mitigate liability by searching the Nationwide Sex Offender Registry to identify if applicant is a registered sex offender in any state.

Use It To: Identify applicants who are registered sex offenders and may pose a safety or security threat.

Recommended: For all applicants working with the public, minors, at risk populations and/or within the healthcare industry

Necessary Information: Applicant’s name and DOB

Turnaround Time: Same Business Day

Search is conducted through the FBI National Crime Information Center (NCIC), which includes a compilation of police records, for all outstanding extraditable warrants on a nationwide level, providing protection against the hiring of an individual with an active warrant, shielding you from negligent hiring claims.

Use It To: Identify individuals with active warrants with major offenses such as murder, armed robbery or sexual assault.

Recommended: For all applicants.

Necessary Information: Applicant’s name, DOB, SSN, Current Address, and Baldwin Police Department Consent Form

Turnaround Time: Typically within 6-48 Hours

Expand the criminal background check to include all Canadian Provinces. Nationwide search of the Canadian Police Information Center (CPIC) which includes records for offenses comparable to U.S. felonies and misdemeanors.

Use It To: Identify applicants with a criminal history in Canada.

Recommended: If your applicant has lived in Canada or is a Canadian citizen.

Necessary Information: Applicant’s name, DOB, last five years of address history in Canada, Canada consent form (FKA CPIC) and two IDs

Turnaround Time: 24 to 48 Hours

Additional Searches: Canadian Employment Verification and Canadian Education Verification

Expand the criminal background check scope by including international jurisdictions where an applicant has lived. Criminal background check is conducted according to country-specific availability and requirements. Reports provide records equivalent to U.S. misdemeanors and felonies. For more information about specific availability, details and search requirements by country, please see our International Criminal Search page.

Use It To:

• To screen international applicants in a manner similar to domestic applicants.
• To meet requirements imposed by some governmental agencies.

Recommended: For International applicants. Please note if the applicant has work authorization or a visa in the United States.

Additional Searches: International Employment Verification and Education Verification

International Criminal Search Page for Country Specific TATs, Requirements, etc.:
https://americandatabank.com/international-criminal-search/

Education details are the most frequently falsified qualifications on a resume. We will confirm any degree or certification from GED to Post-Doctoral, providing dates of attendance, graduation date and degree earned. Educational data may be outsourced to third party information repositories. Applicable third party fees will be passed to our client at cost.

Use It To: Verify educational credentials or degree(s) claimed by an applicant.

Recommended: For positions with minimum education requirements.

Necessary Information: Applicant’s name at time of attendance, DOB, institution attended and degree achieved. Signed disclosure and release form may be required.

Turnaround Time: 1 to 3 business days; dependent on school responsiveness

Verifications are conducted in-house by our own representatives to ensure quality and security of our services. Our staff will conduct additional research to obtain updated contact information if the information provided with the request is inaccurate.

American DataBank makes daily attempts to contact verification sources, documenting all communication. If a verification request is still pending after three business days (72 hours), a representative will contact your personnel to notify them of the delay and determine if there is any further information to be utilized. No verification request is closed until we receive results or approval from your personnel.

Employment Verifications can identify fraud, employment gaps and even incarceration; as such, they can provide even more value than a criminal background check. Report will include: dates of employment, job title, dependability, overall performance, reason for separation and rehire eligibility. Previous employers may have different policies regarding the information they will release during verification of employment. Third party fees may apply if a previous employer has outsourced the verification process to a third party.

Use It To:

• Confirm the applicant has not represented him/herself fraudulently.
• Assess the applicant’s work ethic and skills.

Recommended: For positions with previous experience, specific level of past position or trades as a prerequisite to employment.

Necessary Information: Applicant’s name, DOB, and employment information such as company name, dates worked and position.

Turnaround Time: 1 to 3 business days; dependent on past employer responsiveness

Verifications are conducted in-house by our own representatives to ensure quality and security of our services. Our staff will conduct additional research to obtain updated contact information if the information provided with the request is inaccurate.

American DataBank makes daily attempts to contact verification sources, documenting all communication. If a verification request is still pending after three business days (72 hours), a representative will contact your personnel to notify them of the delay and determine if there is any further information to be utilized. No verification request is closed until we receive results or approval from your personnel.

Protect your organization from negligent hiring liability associated with hiring an individual who is not licensed or who has a disciplinary history on file by verifying credentials. Our In-House representatives will verify the status of the applicant’s license and document any violations, revocations, or disciplinary actions taken.

Use It To: Ensure that an applicant is qualified and licensed for a certain position.

Recommended: For positions that require a license, whether medical, nursing, legal, educational, accounting or otherwise.

Necessary Information: Applicant’s name, type of license, license number and state of licensure

Turnaround Time: 6 to 48 Hours

Verification of employment history is required for compliance with Department of Transportation (DOT) and modal-specific regulatory requirements. Our In-House representatives will contact previous employers to obtain the applicant’s: dates of employment, position, safety performance history, and drug/alcohol history.

Use It To:

• Ensure compliance with regulatory requirements
• Identify applicants with an unsafe performance, tendency towards accidents or violations or a history of drug/alcohol abuse

Recommended: For employers and/or positions regulated by the DOT.

Necessary Information: Applicant’s name and signed DOT verification form

Turnaround Time: Approximately 24-48 hours, although previous employers legally have 30 days to respond to request.

Reference interviews provide a detailed picture of the applicant’s work ethic, interpersonal skills and general character. Our In-house representatives will contact the applicant’s reference(s) to conduct 5-10 minute phone interviews based on client specifications. Clients may use our template or design custom interview questions.

Use It To:

• Obtain details on an applicant’s work ethic, interpersonal skills and character.
• Reduce labor-intensive reference calls while obtaining the same valuable information.

Recommended: To gain insight regarding your applicant’s character.

Necessary Information: Applicant’s name, reference’s name and contact information

Turnaround Time: 1 to 3 business days; dependent on reference’s responsiveness

Reviewing an applicant’s driving record will protect against negligent hiring/retention liability associated with hiring an individual who is not licensed or who has an unsafe driving history. Records are obtained directly from each state’s Department of Motor Vehicles (DMV) and cover at least three years of driving history. Report contains driving history, license status and class, and any violations. Available for Operator or Commercial Drivers Licenses.

Use It To: Obtain and review the applicant’s driving history.

Recommended: For positions that require an employee to drive either a company-owned or personal vehicle for company business.

Necessary Information: Applicant’s name, license number and state of licensure. Some states require a special authorization form.

Turnaround Time: Instant to 72 hours with a few exceptions. Please contact us for further details on turnaround and other details by State.

Reviewing the credit history of applicants for positions with financial or accounting responsibility can help prevent theft or fraud. Credit reports are obtained from the major credit reporting bureaus: TransUnion, Equifax and Experian. The report indicates the applicant’s current and previous debts, payment history, bankruptcy records and current financial status. Note: Your company name will show up on the applicant’s credit inquiry lists. However, this Employment Credit Check will not affect the applicant’s credit score. Employment Credit Reports do not include credit scores.

Use It To: Obtain a sense of the applicant’s degree of fiscal responsibility

Recommended: We do not recommend this search for all applicants. If a position requires cash handling, accounting or any degree of financial responsibility, review of an applicant’s credit history may be job applicable. Please note some states have imposed stringent rules for credit report usage for employment.

Necessary Information: Applicant’s name, SSN, physical address and a signed release. Your organization must have the applicant’s signed release form readily available to provide to the Credit Bureau for auditing purposes.

Turnaround Time: Instant

A Workers’ Compensation search will reveal if an applicant has filed a claim for workers’ compensation in the state where the search is conducted. Once a claim has been filed with the State’s Workers’ Compensation Appeals Board (WCAB), it will then be considered a public record. When using this search, you must comply with the ADA (Americans with Disabilities Act) and adhere to the state-specific privacy laws.

A Workers’ Compensation search his conducted post-employment (after an offer of employment has already been extended to the individual). The employer may only use the information from this search if the limitation or restriction will interfere with the required job duties. Information included in a Workers’ Compensation claim will be the date of injury, time lost, employer during the time of the incident, type of injury, body part, and job-related disability.

Use It To:

• Determine if your applicant has filed excessive claims.
• Information can be used to make reasonable accommodations under the ADA.

Recommended: Use this search AFTER an offer of employment has been extended– not to be used as a factor for hiring.

Necessary Information: Applicant’s name, DOB, SSN and in some cases, a signed and/or notarized authorization form. Some States require a copy of the job offer letter.

Turnaround Time: 2 Days to 3 Weeks

Workers Comp Search Guidelines

Similar to the search commonly known as “FACIS”, Healthcare Exclusion Monitoring enables healthcare clients to  access the following lists through a single search:

• OIG (Office of Inspector General)
• GSA (General Services Administration)
• OFAC (Office of Foreign Assets Control)
• FDA (Food and Drug Administration) Debarment List

Use It To: To meet compliance requirements imposed on most healthcare or federally-funded employers through a single search.

Recommended: For applicants working in a healthcare or related environment. May be required for institutions receiving Federal, State, Joint Commission, or other grant.

Necessary Information: Applicant’s name, DOB and SSN.

Turnaround Time: Same Business Day

OIG prohibits federal programs to cover an excluded individual’s salary, expenses or fringe benefits regardless of whether they provide direct patient care. Employers who hire an excluded individual – knowingly or not – risk losing federal funding. Search the OIG Sanction Report to determine if an applicant is a sanctioned individual who is not permitted to work in healthcare settings

Use It To: Identify violators of Medicare and Medicaid, including Welfare fraud; perpetrators of patient abuse; healthcare fraud; controlled substance convictions; default on a student loan for study in a healthcare field and more.

Recommended: For applicants working in a healthcare or related environment. May be required for institutions receiving Federal, State, Joint Commission, or other grant.

Necessary Information: Applicant’s name, DOB and SSN.

Turnaround Time: Same Business Day

Employers who hire an individual who has violated the federal grant/incentive program risk loss of federal funding. Search of the GSA Excluded Parties List, which includes data from the Social Security Administration, Federal Trade Commission and other sources, to identify if an applicant is on the Excluded Parties List.

Use It To: Determine whether an individual is excluded from federal programming, funding and contracts.

Recommended: For applicants working in a healthcare or related environment. May be required for institutions receiving Federal, State, Joint Commission, or other grant.

Necessary Information: Applicant’s name, DOB and SSN.

Turnaround Time: Same Business Day

Obtain protection against hiring a known terrorist and subsequent negligent hiring liability by searching the OFAC lists. This search is conducted through the U.S. Dept. of the Treasury to identify if an applicant is listed on terrorist watch lists from around the world.

Use It To:

• Determine if an applicant is suspected of terrorist activities or association with terrorist organizations.
• Ensure compliance with all applicable rules and regulations.

Recommended: For organizations wishing to conduct additional due diligence. Some governmental agencies require this search.

Necessary Information: Applicant’s name

Turnaround Time: Same Business Day

Employers who hire an individual who has been disciplined or sanctioned by the FDA are exposed to negligent hiring/negligent retention liability. This search confirms that an applicant has never been disciplined or sanctioned by the FDA for the inappropriate use, manufacturing, or distribution of goods such as food, medication, or cosmetics.

Use It To: Comply with medical industry and healthcare programs that require applicants to undergo FDA clearance.

Recommended: If your company qualifies and requires FDA clearance

Necessary Information: Applicant’s name

Turnaround Time: Same Business Day