A County Criminal Records Check with a 7-Year Lookback focuses on reviewing a candidate’s criminal history within the past seven years in specific county jurisdictions. Here’s why this type of check is essential: 1. Comply with Employment Regulations • Many jurisdictions limit criminal history reporting to the past seven years. This check ensures compliance with legal requirements, such as: o Fair Credit Reporting Act (FCRA) in the U.S. Local or state regulations that restrict background check timeframes. 2. Focus on Relevant and Recent Behavior • Criminal records from the past seven years provide insight into the candidate's recent actions and are more likely to reflect their current reliability and suitability for the role. 3. Evaluate Job Relevance • Help identify offenses that may impact job responsibilities or violate company policies. For example: o Theft-related offenses for financial roles. Violent crimes for positions involving vulnerable populations. 4. Ensure Workplace Safety • Screening for recent criminal activity helps create a safe and secure environment for employees, customers, and stakeholders. 5. Mitigate Risk of Liability • Conducting a 7-year lookback demonstrates due diligence, minimizing the risk of negligent hiring claims and legal liabilities. 6. Simplify the Screening Process • Limits the scope of the check to a manageable timeframe, reducing costs and ensuring that the most relevant records are reviewed. 7. Meet Industry Standards • Certain industries, such as healthcare, education, and finance, may require background checks with a specified lookback period as part of their compliance requirements. 8. Build Trust with Clients and Stakeholders • Demonstrates a commitment to hiring responsible and trustworthy employees, fostering confidence in your organization. Use Cases for a 7-Year Lookback • Retail or Hospitality: Identify recent offenses like theft or fraud that could affect customer interactions. • Healthcare: Ensure compliance with standards for patient safety by screening for recent offenses. • Transportation: Screen for DUI or reckless driving convictions for driver positions. • Financial Services: Review of financial fraud or embezzlement within the past seven years.

Yes, your explicit consent is required before conducting Continuous Criminal Monitoring. Under federal laws like the Fair Credit Reporting Act (FCRA), employers must obtain written permission before performing the background check and drug test. You will be asked to sign an authorization form acknowledging your consent and rights.