A County Criminal Records Check (contingent upon national search results) is vital in a comprehensive background screening process. Here's why it is essential: 1. Accuracy and Verification National databases often aggregate information but sometimes lack details or have outdated records. A county-level check verifies the accuracy of any criminal hits and provides up-to-date, official court records. 2. Comprehensive Coverage Many criminal cases are tried and documented at the county level. A national search might miss records that exist only in specific county jurisdictions. 3. Minimize False Positives County-level checks ensure that criminal hits from a national search are genuinely linked to the candidate and not a result of mismatched or incomplete data. 4. Legal and Regulatory Compliance Specific roles or industries like healthcare, education, and transportation may require a deeper, more localized review of a candidate’s criminal history to meet legal and regulatory standards. 5. Evaluate Job Relevance A county check provides details like the nature of the offense, its outcome, and dates, helping employers assess whether the record is relevant to the role offered. 6. Risk Mitigation Employers reduce the risk of negligent hiring and associated liability by verifying records at the source (county court). 7. Protect Workplace Safety Ensures that candidates with potentially disqualifying criminal backgrounds are identified, helping to create a safer work environment for employees, clients, and customers. 8. Cost-Effective Follow-Up Instead of running detailed checks in all counties upfront, a contingent county criminal records check targets specific areas flagged in the national search, saving time and resources.

A County Criminal Records Check (Contingent) is conducted to verify and obtain detailed information about potential criminal records identified in a national database search. Here’s how it is typically conducted: 1. Obtain Candidate Consent • Legal Compliance: Employers must secure written or electronic consent from the candidate before conducting the check, adhering to laws such as the Fair Credit Reporting Act (FCRA) in the U.S. • Transparency: Candidates are informed about the purpose and scope of the check. 2. Conduct an Initial National Criminal Database Search • A broad search is conducted across a national criminal database, aggregating data from multiple jurisdictions. • The search identifies potential criminal hits, including: o Arrest records o Convictions o Pending cases o Misdemeanors or felonies 3. Identify Counties for Further Investigation • If the national database searches for flags potential criminal records, the next step is to verify those records at the county level. • County Identification: The flagged records match the jurisdiction (county) where the offense was reported or tried. 4. Access County-Level Court Records • The employer or background screening provider contacts the relevant county court to access the official records. • County Records Include: o Details of charges o Case dispositions (e.g., guilty, dismissed, or pending) o Sentencing information o Offense dates and severity (misdemeanor or felony) • This process ensures accuracy, as county records are typically the most up-to-date and reliable source of criminal information. 5. Verify and Match Information • To avoid false positives, the candidate’s details (e.g., full name, date of birth, Social Security Number) are cross-checked against the county court records. • This step ensures the flagged record belongs to the candidate, not someone with a similar name. 6. Generate a Detailed Report • A detailed report is prepared summarizing: The nature of the offense The outcome (e.g., conviction, dismissal, probation) o The offense date and any sentencing details Confirmation of no records found if the county check reveals no issues • Employers receive the report to guide decision-making. 7. Take Appropriate Action • Employers review the report to determine: o Whether the offense is relevant to the position being offered. o Whether the candidate’s record violates company policies or legal requirements. • Adverse Action: If the findings lead to disqualification, employers must: Notify the candidate of the decision. Provide a copy of the report and allow the candidate to dispute or explain the findings.

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.

The key difference between a County Criminal Records Check (Contingent) and a County Criminal Records Check (Current) lies in their purpose and scope of focus: County Criminal Records Check (Contingent) • Purpose: Conducted to verify potential criminal records flagged during a national database search or other preliminary background screenings. • Scope: o Targets counties identified through broader searches. o Focuses only on jurisdictions where potential matches (or “hits”) are found in the national database. o Acts as a follow-up to validate the accuracy of flagged records and obtain detailed information directly from county-level sources. • Use Case: o Ensures the national database search results are accurate, complete, and tied to the candidate. o Reduces the likelihood of false positives or outdated records from national databases. County Criminal Records Check (Current) • Purpose: Specifically investigate the candidate’s criminal history in the county where they live or work. • Scope: o Focuses solely on the candidate’s present jurisdiction. It does not rely on or require a prior national search. This check is performed based on the candidate’s current address. Provide the most recent and relevant criminal history for the location where the candidate will likely have had recent legal interactions. • Use Case: Help employers evaluate recent behavior and activities in the candidate’s immediate jurisdiction. Ensure compliance with legal requirements or hiring policies for localized checks. Key Differences Aspect Contingent Current Trigger for Check Based on flagged results from a national search Based on the candidate's current address. Focus Only in counties with potential records Only on the candidate's present jurisdiction. Purpose: To validate flagged criminal hits To review recent criminal activity in the area Relevance is Broader but targeted to flagged areas Specific to the candidate's current county Use Case Complements a national search Provides localized, up-to-date information. When to Use Each Check • Contingent Check: This is to confirm national search results and ensure that no mismatched or incomplete records influence hiring decisions. • Current Check: If you want to add assurance of workplace safety, you should specifically investigate recent activities in the candidate's current county of residence.