Arkansas background checks

Résumés and interviews provide valuable insight, but they don’t always tell the full story. That’s where Arkansas background checks can fill in the gaps, helping you evaluate that each candidate is eligible for the position.  

At Accurate, we go beyond a basic public records search to give you more information on each candidate. Whether you’re hiring for a classroom, a hospital, a trucking company, or a corporate office, Accurate can help you create a more reliable screening process and tailor it to your specific industry rules and regulations, as well as individual roles and their requirements. 

Every business is different, which is why we allow you to tailor your background check package to the unique needs of your industry and the specific requirements of the role.  

The most common components of an Arkansas background check for employment purposes include: 

Accurate can also obtain the candidate’s professional references on the employer’s behalf. 

When conducting background checks in Arkansas, employers should be aware of state and local regulations that may affect both the timing and use of screening information. While background check regulations vary by state, Arkansas employers should consider these rules and regulations when designing their screening policies, such as:  

●  Ban the Box: Arkansas does not have a statewide “Ban the Box” law that applies to private employers, but there are local jurisdictions which have established requirements for public employers. For example, public employers in city of Pine Bluff should not inquire about a job applicant’s criminal history on an initial job application. 

Use of Criminal Records: As a best practice, employers should avoid blanket policies that automatically disqualify candidates based on their criminal records. Instead, conduct an individualized assessment to consider whether the criminal history is directly related to the job role or may possess an unreasonable safety risk, among other factors. 

●  Marijuana and Employment: Iin Arkansas, medical marijuana is permitted under specific conditions. When making an employment decision, employers should be cautious not to discriminate against or penalize an applicant or employee based on their past or present status as a qualifying patient. Exceptions may apply to safety-sensitive roles or federally regulated positions. 
 
Eemployers are permitted to implement and maintain drug-free workplace policies restricting the use of marijuana in the workplace.  

Arkansas marijuana laws

●  Fair Credit Reporting Act (FCRA): Like all U.S. employers, Arkansas businesses must comply with the FCRA when using consumer reporting agencies (CRAs) like Accurate. This includes obtaining written consent before conducting a background check, providing proper disclosures, and following the necessary pre-adverse and adverse action procedures if you plan to rescind an offer due to, or in part due to, information reported by a background check. 

When you need more information to help you evaluate the eligibility of your candidates, Accurate is here to help. Our Arkansas background checks deliver the information that relates to your roles. From start to finish, we support the screening process and deliver a thorough, easy-to-read report so you can make more effective hiring decisions.  

Contact Accurate today to get started with Arkansas background checks.  

DISCLAIMER 

This overview is not an exhaustive list of employer laws and is meant to provide employers with common laws employers should consider in Arkansas.   

The commentary above is not offered as legal advice but is instead offered for informational purposes. Accurate Background is not a law firm and does not offer legal advice. The above commentary is therefore not intended as a substitute for the legal advice of an attorney knowledgeable of the user’s individual circumstances or to provide legal advice. Accurate Background makes no assurances regarding the accuracy, completeness, currency, or utility of the preceding information.