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Employment Police Record Check

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Employment Police Record Check Agreement

Employer Name:   Employer Address:

Screening Provider Name:   Provider Address:

WHEREAS

WHEREAS, the Employer seeks to obtain an employment-related police record check of specified applicants for the purpose of evaluating suitability for employment; and

WHEREAS, the Screening Provider is duly authorized and qualified to perform background and police record searches and agrees to perform such services in accordance with applicable law and the terms set forth in this Agreement; and

WHEREAS, the parties desire to set forth their respective roles, responsibilities, and the terms and conditions of engagement for the performance of police record checks.

Scope of Work

The Screening Provider shall perform police record checks and related background screening services as requested by the Employer. Services may include local police checks, state criminal history checks, national database searches, fingerprint processing where required, and the retrieval and delivery of official dispositions and charge histories. The Screening Provider shall use reasonable efforts to obtain accurate and complete results and shall document the sources searched and the dates of searches.

Applicant Information (for each individual subject to check)

Date of Birth: Month   Day   Year

Identification provided:    ID Number:    Issuing Jurisdiction:

Authorization and Consent

The Applicant hereby authorizes the Screening Provider to obtain police record information, court records, fingerprint submissions if required, and other relevant public records for employment screening purposes. The Applicant acknowledges that refusal to consent may affect employment eligibility.

I, , authorize the release of my police records to the Employer and Screening Provider named above. I certify that the information provided on this form is true and correct.

Applicant Signature:    Date:

Search Options (select all that apply)

Local police department records    State criminal history    National database search

Fingerprinting and submission to authorized fingerprint repository    Court records and dispositions

Payment Terms

Fee per check: $    Minimum retainer (if applicable): $

Late payment fee: . Employer shall reimburse Provider for reasonable collection costs and attorney fees incurred to collect overdue amounts.

Term and Termination

Commencement Date:    Termination Date (if any):

Either party may terminate this Agreement for convenience upon days' written notice to the other. Either party may terminate immediately for material breach that is not cured within days after receipt of written notice of such breach.

Confidentiality

Each party shall maintain as confidential all non-public information received from the other party in connection with the performance of this Agreement, including applicant data and screening results, and shall use such information solely for the purposes set forth herein. Confidential information shall not be disclosed except to officers, employees, agents or subcontractors with a legitimate need to know and who are bound by confidentiality obligations at least as protective as those contained in this Agreement, or as required by law or court order, in which case the disclosing party shall promptly notify the other party to permit seeking a protective order.

Compliance and Certification

The Screening Provider represents and warrants that it will perform searches and handle personally identifiable information in compliance with all applicable laws and regulations governing background checks, privacy, and record retention. The Provider shall maintain appropriate security measures and will provide certifications of results or records only to authorized recipients as permitted by law and this Agreement.

Limitation of Liability

Except for willful misconduct or gross negligence, neither party shall be liable to the other for incidental, consequential, punitive or special damages arising from performance of this Agreement. Provider's aggregate liability for claims arising out of this Agreement shall not exceed the total fees paid by Employer to Provider under this Agreement in the six months preceding the claim.

Governing Law

This Agreement shall be governed by and construed in accordance with the laws of the state or jurisdiction where the Employer's principal place of business is located, without regard to conflict of law principles.

Notices

Entire Agreement

This Agreement, including any schedules, attachments, and purchase orders incorporated by reference, constitutes the entire agreement between the parties with respect to the subject matter hereof and supersedes all prior and contemporaneous agreements, proposals, and communications, whether written or oral. Amendments must be made in writing and signed by authorized representatives of both parties.

Miscellaneous Provisions

If any provision of this Agreement is held invalid or unenforceable, the remaining provisions shall remain in full force and effect. Neither party may assign this Agreement without the prior written consent of the other, except to an affiliate or in connection with a merger or sale of substantially all assets, provided the assignee assumes all obligations hereunder.

Employer Printed Name:

By:

Date:

Provider Printed Name:

By:

Date:

Enter text✕

What an Employment Police Record Check Is and how it’s used

An Employment Police Record Check is a background screening report produced by a law enforcement agency or authorized third party that summarizes an individual's criminal history, arrests, convictions, and case dispositions relevant to employment screening. Employers typically request either a name-based search or a fingerprint-based check (state or FBI), and reports may vary in scope and format depending on the issuing agency. Use of these reports is commonly governed by federal rules (for example, the Fair Credit Reporting Act for consumer reporting agencies) and by state law; employers should ensure candidate consent and legal compliance before requesting a report.

Why employers rely on police record checks

Police record checks help employers assess workplace safety, verify applicant history, and meet regulatory or licensing requirements while creating a documented hiring process that supports consistent decision-making and risk mitigation.

Why employers rely on police record checks

Who typically requests or completes this check

Each requester must secure proper authorization, follow applicable consumer-reporting rules, and document consent before ordering a check.

  • Human resources teams and hiring managers who screen candidates for safety-sensitive or trust positions.
  • Staffing and recruiting agencies conducting pre-employment screening at scale for clients.
  • Regulated employers (healthcare, transportation, education) with licensing or certification-driven requirements.

How to complete and submit a police record check

Follow these practical steps to collect authorization, submit the request, and handle results in a compliant way.

  • 01
    Request: Ask the candidate for written consent before ordering the check.
  • 02
    Collect ID: Gather full name, DOB, address, and SSN if required for accurate matching.
  • 03
    Submit: Send the request to the designated state police or FBI channel (name or fingerprint).
  • 04
    Review: Evaluate results and follow adverse-action rules if information affects hiring.

Configuring an online submission workflow

Set up a repeatable workflow that secures data, collects consent, and routes reports to authorized reviewers.

Field Configuration
Applicant Data Encrypted form with required fields and validation
Consent Capture ESIGN disclosure plus timestamp and audit trail
Fingerprint Upload Accept FD-258 or Live Scan file types
Result Delivery Secure portal to HR with role-based access

Typical electronic submission and result flow

A clear step sequence reduces delays and preserves the audit trail required by law.

  • Prepare: Complete required applicant fields and consent text.
  • Authorize: Applicant signs consent; system records attribution and timestamp.
  • Transmit: Submit to agency via secure channel or accredited vendor.
  • Receive: Download report and store in secure HR record with audit metadata.

Platform and file requirements for electronic checks

Verify your platform supports secure storage (AES-256 at rest, TLS 1.2/1.3 in transit), a detailed audit trail, and integrations with common systems such as Salesforce, Microsoft 365, Google Workspace, NetSuite, Box, or Procore to streamline routing and record retention.

  • File formats: PDF, DOCX, or standard fingerprint images
  • Authentication: Email, SMS, or stronger MFA for signer verification
  • Integrations: Connectors for HRIS, ATS, and cloud storage

How eSignature platforms compare for employment checks

Comparing basic plan and feature availability for common eSignature vendors used to authorize and collect candidate consent prior to a police record check.

signNow DocuSign Adobe Sign PandaDoc HelloSign
Starting Price $8/user/mo $15/user/mo $14/user/mo $19/user/mo $15/user/mo
Free Trial 7-day free trial Varies by vendor Varies by vendor Varies by vendor Varies by vendor
Bulk Send Yes (Premium) Yes Yes Yes Varies
Audit Trail Yes Yes Yes Yes Yes
HIPAA Compliant Yes (BAA available) Yes (BAA available) Yes (BAA available) No No
Envelope Cap No cap 100 envelopes/user/year Varies Varies Varies

Security and compliance features to look for

Encryption: TLS 1.2/1.3 in transit; AES-256 at rest
Audit Trails: Timestamp, IP, action log for each signer
Certifications: SOC 2 Type II and ISO 27001 available
HIPAA Support: BAA available for protected health data
Regulatory Acts: ESIGN and UETA compliance
Accessibility: WCAG 2.0 Level AA conformance

Key legal risks and consequences to avoid

Unlawful Access: Civil liability and statutory claims
FCRA Noncompliance: Adverse action process violations
Privacy Breach: Potential HIPAA or state privacy claims
Wrongful Decision: Discrimination or negligent hiring exposure
Data Retention Errors: Failure to preserve audit records
Incomplete Consent: Void or suppressed report access

Common mistakes that slow or invalidate checks

  • Ordering a check before obtaining explicit written consent, which can violate FCRA requirements and lead to invalidation or dispute.
  • Submitting incomplete or inconsistent identity data (name variants or missing DOB/SSN), causing mismatched returns or longer processing times.
  • Failing to consider record sealing or expungement rules, resulting in reliance on inaccurate or legally restricted information when making hiring decisions.
  • Storing results without an audit trail or secure access controls, increasing exposure in the event of a dispute or privacy review.

Timing considerations and typical turnaround expectations

Timing for requests, authorizations, and next steps affects hiring decisions; plan for agency variability and required notification steps.

When to Request:

After conditional offer and with candidate consent

Authorization Window:

Keep signed consent on file before submission

Agency Turnaround:

Processing can vary widely by state and scope

Adverse Action Timing:

Allow candidate opportunity to review and dispute findings

Retention Time:

Retain report and audit data per retention policy

Practical scenarios where police checks are used

Two brief examples show typical employer workflows and outcomes when checks are handled correctly.

Staffing Agency Example

A staffing firm orders name and fingerprint checks for temp placements

  • Faster candidate placement reduces unfilled shifts
  • The agency documents consent, stores reports securely, and reduces liability by following an auditable process.

Healthcare Employer Example

A clinic requires FBI-based checks for clinical staff working with vulnerable patients

  • Fingerprint-based checks meet licensing standards
  • The clinic retains reports per HIPAA and state rules and follows an adverse-action protocol when results affect credentialing.

Practical tips for accurate and efficient completion

Adopt consistent processes to reduce errors, speed turnaround, and maintain compliance with consumer-reporting and privacy rules.

Standardize Forms
Use a single, validated electronic form with required fields and format checks to reduce mismatches.
Capture Consent Electronically
Record intent and attribution with ESIGN-compliant disclosures and retain signed copies in the audit trail.
Secure Storage
Encrypt stored reports, restrict access by role, and log all accesses for auditing.
Adverse Action Protocol
Follow FCRA steps for pre-adverse notice, candidate rebuttal, and final decision documentation.

Frequently asked questions and troubleshooting

Answers to common questions about ordering, signing, and handling Employment Police Record Check results in hiring workflows.


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