Lab Test Solutions coordinates the requested searches and delivers the available report. The employer remains responsible for the lawful screening policy, candidate notices, employment decision, consistency, and any required adverse-action process.
1. Define the role and screening scope
Identify the duties, work location, driving responsibilities, client or facility requirements, and applicable laws. Select a package connected to the position rather than ordering every available search for every candidate.
2. Provide disclosure and obtain authorization
When using a consumer reporting company, the FTC explains that employers generally must provide a clear written disclosure in a stand-alone format and obtain written permission before requesting the report. State and local rules may impose additional timing, content, or notice requirements.
3. Submit the order securely
Provide complete candidate information through the approved secure process. Confirm the correct package, identifiers, work location, and any driving-record requirement. Do not send sensitive personal information through ordinary email unless the approved process specifically protects it.
4. Complete the selected searches
Identity and address information can help establish the search scope. Criminal-data, watchlist, registry, county, and MVR searches are then completed as ordered and available. A county courthouse or state agency may add processing time or access fees.
5. Review the completed report
Review the report against the employer's written, job-related standards. Confirm identity and disposition details, treat comparable candidates consistently, and consider applicable restrictions before reaching a decision. The reporting company does not make the hiring decision.
6. Follow required decision and notice procedures
If report information may lead to an adverse decision, the FCRA generally requires a pre-adverse notice with a copy of the report and a Summary of Rights, followed by an opportunity to review or dispute the information. If the employer then takes adverse action, an additional notice is generally required. Obtain legal guidance for the jurisdictions involved.
What should be retained?
Maintain required certifications, authorizations, reports, notices, decision records, and disposal practices under applicable law and policy. Limit access to people with a legitimate business need and follow the FTC's requirements for secure disposal of consumer-report information.
Process questions
How long does screening take?
Timing depends on the searches, jurisdictions, identifiers, record availability, and whether a possible match requires verification. County research commonly takes two to five business days but can take longer.
Can a report be ordered before authorization?
Employers obtaining an employment-purpose consumer report through a reporting company generally must provide the required disclosure and obtain written permission first.
Which package should an employer choose?
Essential provides core identity and criminal-record screening. Driver adds an MVR for a position involving driving. Package selection should match documented duties and lawful requirements.