The Laws on Background Checks in Connecticut

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Most companies across America require background checks of their potential employees. In Connecticut, background checks may differ. A senior caregiver will go through a routine Social Security name match and multi-state criminal check. An individual who drives and handles cash will also undergo a credit check and driving record check. By law in Connecticut, an employer cannot inquire about a prior conviction that has been dismissed by the courts.

Background Check for Public Employees

  • Beginning Oct. 1, 2010, new rules have gone into effect in Connecticut for background checks. Now prior convictions cannot be inquired into unless a potential public employee receives a job offer. Criminal background checks are given to individuals working in the public school system and police officers. The new law also has a local option for coaches who will have direct contact with children in police sponsored athletic activities.

Background Check for Private Employees

  • Connecticut regulations do not apply for private-employer background checks. In this case, these rules are governed by the FCRA (Fair Credit Reporting Act). Companies that seek to use background checks for potential employees are subject to specific requirements. Job applicants must be notified of any background check. Companies need their authorization to perform one as well and must also make certain disclosures to the applicant before and after any adverse action is taken based on the content of the report.

Years Background Check Can Span

  • In Connecticut, results from credit check and driving record checks are limited to the seven-year span prior to testing. A potential employer can also inquire about an individual's arrest record for that same length of time. However, conviction records carry no time limit. States do have the freedom to ask for additional disclosure under the FCRA law.

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