Employment Police Record Check
What an Employment Police Record Check Is and how it’s used
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.
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
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01Request: Ask the candidate for written consent before ordering the check.
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02Collect ID: Gather full name, DOB, address, and SSN if required for accurate matching.
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03Submit: Send the request to the designated state police or FBI channel (name or fingerprint).
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04Review: Evaluate results and follow adverse-action rules if information affects hiring.
Configuring an online submission workflow
| 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
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Prepare: Complete required applicant fields and consent text.
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Authorize: Applicant signs consent; system records attribution and timestamp.
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Transmit: Submit to agency via secure channel or accredited vendor.
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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
| 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 |
Key legal risks and consequences to avoid
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
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
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
Frequently asked questions and troubleshooting
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Can I collect consent electronically?
Yes. Electronic consent is valid under the ESIGN Act (15 U.S.C. ch. 96) and state UETA statutes if you demonstrate intent, provide required disclosures, attribute the signature, and retain a reproducible record.
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Is a police report admissible for hiring decisions?
Reports can be used if obtained lawfully and in compliance with the Fair Credit Reporting Act (15 U.S.C. §1681 et seq.) when a consumer reporting agency is involved; follow adverse-action procedures if you rely on the report.
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What if the applicant disputes the result?
Allow the applicant to dispute with the reporting agency, investigate promptly, and document any changes; do not take final adverse action until the dispute is resolved or a reasonable time has elapsed.
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How are sealed or expunged records handled?
Sealed or expunged records may be legally inaccessible; check state law before considering such records. If in doubt, consult counsel to avoid unlawful reliance.
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Who should receive the final report?
Limit distribution to authorized HR personnel or hiring managers on a need-to-know basis and store copies in a secure HR record with restricted access.
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What if I need notarization or fingerprints?
Fingerprint-based FBI checks generally require live-scan or FD-258 submissions; notarization is uncommon for routine name-based checks but follow agency instructions where notarization or RON is explicitly required.