How Much is a Background Check in Ohio?

Michelle Wilson - July 20, 2023

Performing a background check can help you verify all reporting details within the application and protect your identification at the same time. The cost of a background check varies depending on the company you choose. Some background check companies charge $15 for a basic screening, while comprehensive reports are more than $300.

Qualified applicants improve workplace safety while allowing a company growth. Regardless of the industry, most employers conduct an Ohio pre-employment background check as part of the hiring process. This step makes it crucial to ensure your information is up-to-date and current.

How Far Back Does a Background Check Go?

The FCRA dictates how far back an employment background check may report. Currently, legislation indicates a seven-year look-back period unless the position offers more than a $75,000 salary. Reporting guidelines also cover civil judgments, bankruptcies, collection records, liens, or arrests failing to lead to a conviction.

The FCRA doesn’t dictate a reporting period for criminal convictions. As such, a criminal conviction may report at any time, regardless of age. The only exception to criminal history are expunged, sealed, or deleted criminal records.

Understanding the Pre-Employment Background Check in Ohio

All employers and third-party consumer reporting agencies must follow national, state, and regional laws when running a background check. A business failing to comply with the laws faces legal liability, penalties, and considerable fines. To safeguard your personal information, here are the regulations a company must monitor before performing a background check.

Federal Laws on Pre-Employment Background Checks

Both credit reporting agencies (CRA) and businesses must follow federal laws about background checks. Two primary laws relate to the screening process, including the Title VII of the 1964 Civil Rights Act and the Fair Credit Reporting Act.

Title VII

Title VII of the 1964 Civil Rights Act holds major anti-discrimination laws, enforceable by the Equal Employment Opportunity Commission. These laws prohibit any discrimination in the workplace because of the protected statuses of employees and applicants. Discriminatory factors include age, race, gender, pregnancy, national origin, and disability.

According to the Equal Employment Opportunity Commission, employers who receive an adverse background report must consider criminal records individually as they relate to a specific role or position. These considerations must occur before issuing an adverse job decision.

The Fair Credit Reporting Act

Enforced by the Federal Trade Commission, the Fair Credit Reporting Act offers a comprehensive set of regulations an employer must follow when performing a background check. These regulations detail how the information can be collected and used. According to the FCRA, laws restrict how CRAs may compile and report information while enforcing how an employer can use the information for hiring purposes.

Currently, the FCRA holds a seven-year statute for reporting. This statute limits all CRAs from collecting and releasing information that is over seven years old. Additionally, CRAs are not allowed to report arrests not resulting in convictions, nor can they report civil judgments, liens, collections, or bankruptcies beyond seven years. The only exception to this restriction is any position paying at least $75,000 annually. This time restriction is waived for any criminal convictions, which may report indefinitely (provided state laws allow reporting).

Ohio State Laws on Pre-Employment Background Checks

A few state laws exist that prospective employees should familiarize themselves with before performing a background check. Currently, a public employer must follow the state’s ban-the-box law. This law was issued in 2015 by the Department of Administrative Services. The law prevents any public-sector employer from asking any question relating to criminal history during the early phases of hiring. Only when an employer has determined the applicant is qualified for the position may they ask about criminal records. Should an employer uncover an adverse report, the employer must consider the history in correlation to the job.

Additionally, eligible offenders can petition a court to have specific records expunged or sealed. An employer may not ask about expunged, sealed, erased, or pardoned records.

How to Prospective Employees Receive Notice of Background Checks

Every Ohio employer must offer advance, written notice of the intent to conduct a pre-employment background check. The FCRA requires employers to secure written consent before performing any screening. Should the background check reveal negative information, an employer must follow the two-step adverse action process before making a final hiring decision.

Included Information on an Ohio State Background Check

While many employers will customize the contents of the background report, depending on the position, most background reports will review the employment history, criminal record, license verification, and education confirmation.

Education Verification

Verifying all education history can ensure the individuals hired hold the skills and qualifications required to perform the tasks on the job safely. All education verification will list the education institute attended, dates in school, and degree or certificate achieved. The background check will occasionally indicate a degree from a fictitious school (especially online programs offering degrees for financial compensation). Verifying their history is essential if the position you applied to holds specific educational requirements.

Employment History

The employment verification process will confirm all past employment of a prospective applicant. This verification will review the previous work, including the previous employer, employment dates at the company, titles, and positions held. These reports will not include earlier salaries due to confidentiality.

Employment verification allows an employer to confirm the qualifications and accuracy of a potential employee. These checks confirm the accuracy and honesty of your resume and application.

Criminal History Reporting

Any applicant holding a criminal record will show results in the background screening. These details may include previous arrests, dates, case numbers, and disposition. The criminal history will also indicate the severity of the charges and any sentencing details connected with the case. A background check company will not include juvenile, sealed, or expunged records in the report.

License Verification

Some positions within a company will require a specific license to finalize the job offer. A background check will confirm your current license at the time of the report, including any status or expiration. This verification will also include any suspensions or disciplinary actions against the individual. When an applicant lies about license status, an employer will immediately flag the application and move on to other applicants. Always be truthful about your license status in the resume.

Conclusion

The pre-employment background check is a common component of any hiring process. It includes vital information that may impact your employment application while verifying details throughout your application. The cost for a background check will vary by third-party company but is often a valuable tool for an employee looking for work in Ohio. If you’re unsure what information shows on a background check, order one before applying to new positions.