Finding the right employees is one of the most important steps in building a successful business, but relying only on résumés and interviews isn’t always enough. Nevada background checks can help.  

Accurate provides detailed, tailored background checks that give you a clearer picture of your applicants and help you make more informed hiring decisions. 

Our background checks go beyond a surface review. We can confirm employment history, verify education, check professional licenses, and provide details of an applicant’s criminal history, giving you a more thorough view of the candidate’s history and whether they may be eligible for the role.  

If background checks aren’t already a part of your hiring process, here are a few key reasons other employers already rely on them, and why you should consider implementing them yourself: 

Make More Informed Hiring Choices: Background checks can verify the information an applicant has shared with you and uncover information they may have left out. From verifying past jobs and degrees to reviewing criminal records, you’ll have the tools to better evaluate qualifications, eligibility, and overall fit. 

Protect Your Business and Reputation: Without proper screening, your business may face unnecessary risks. Detailed, timely background checks help support a safer workplace, strengthen trust with customers and employees, and reduce the chances of costly turnover or liability. 

Even when partnering with a background check provider like Accurate, Nevada employers must follow proper procedures and applicable laws, such as: 

Fair Credit Reporting Act (FCRA): Before an employer can obtain a background check from a screening provider, they must provide proper written disclosures and obtain written consent.  Employers must follow the necessary pre-adverse and adverse action procedures if planning to rescind a job offer due to, or partly due to, information reported by a background check.  

Nevada employers should also consider state-specific requirements, including, but not limited to: 

Ban the Box: Nevada does not have a statewide Ban the Box or Fair Chance law that applies to private employers, but there are specific restrictions on public employers, with limited exemptions. The state, along with numerous local jurisdictions, restricts public employers from asking about an applicant’s criminal history on an initial job application. Instead, public employers should typically delay these inquiries until after a final interview or a conditional offer is made. Although this applies to public employers, many private employers have also adopted this as a best practice.   

Use of Criminal Records: In Nevada, employers may not use information from the state sex offender registry for hiring and employment decisions unless they have authorization to do so. As a result, employers should exercise caution when considering using these records. Employers should also follow EEOC guidance when evaluating criminal history. This includes avoiding blanket policies that automatically disqualify applicants with criminal records and instead assessing whether the offense is job-related and impacts the individual’s ability to perform the role. The state has also established additional restrictions on public employers’ consideration of certain criminal history when making employment decisions. In addition, both private and public employers must notify individuals when an adverse action is taken based on a background check. This notice must include information about the individual’s right to request and obtain a copy of the report from the background check provider (the “consumer reporting agency”). 

Marijuana and Employment: Medicinal and recreational marijuana is legal in Nevada, and state law generally restricts employers from discriminating against, or otherwise penalizing, an individual when making employment decisions based on a positive test result for marijuana or their status as a qualifying patient. Exceptions may exist for certain safety-sensitive jobs, federal contractors, or roles where drug testing is otherwise required by law. However, state law does allow employers to establish and implement substance abuse or drug-free workplace policies restricting the use of marijuana on the employer’s premises or during work hours.  

Nevada marijuana laws

Accurate’s background checks can be tailored to fit your industry, your business, and the position you’re trying to fill. The most common components of a Nevada background check include (but aren’t limited to):  

Accurate’s detailed, quick background checks give employers a more informed view of each candidate while supporting your compliance obligations. 

Whether you’re running a small business in Reno or managing a large team in Las Vegas, Accurate offers flexible background check solutions tailored to your industry and hiring goals. Our services are designed to help you streamline hiring and are built to align with Nevada and federal regulations. 

More informed hiring decisions start with accurate information — and that’s exactly what we deliver. At Accurate, we give Nevada employers the information they need to help mitigate risk and provide education on evolving employment laws. Contact us today to learn more about our Nevada 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 Nevada.   

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.