Oklahoma Background Checks

For Oklahoma employers, a background check on a prospective employee is more than a simple report; it’s an investment into your business and a way to help protect your company, employees, and customers from the potential negative consequences of hiring an unqualified or ineligible individual.  

By running a thorough background check, you can make more informed decisions, reduce hiring risks, and help your organization meet internal standards and industry regulations. No matter what industry you’re in, Oklahoma background checks are an essential part of responsible hiring. 

At Accurate, our background checks go beyond a simple criminal history report or public records search. We can also verify education, employment history, professional licenses, and, when applicable, driving records. Our detailed background checks give you the context you need to make your most important hiring decisions. 

Our background check solutions can be tailored to fit the regulatory requirements, risk profile and specific needs of the roles you’re filling. The most common components of a background check for employment purposes in Oklahoma include: 

When conducting background checks in Oklahoma, employers should account for state and local regulations that may affect the timing and use of screening information when developing their policies. (Please note that this list is not comprehensive and should not be taken as legal advice.) 

Ban-the-Box laws: Oklahoma does not have a statewide “Ban the Box” law that applies to private employers; however, similar policies apply to public-sector businesses. This means that public employers generally should not ask questions about a candidate’s criminal history on job applications, except for safety-sensitive positions and where disclosure is required by law.  

While this requirement does not apply to private employers, many businesses in Oklahoma choose to follow similar hiring practices to attract more applicants and reduce the potential for discriminatory decision-making. 

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 or may pose an unreasonable safety risk, among other factors. 

Marijuana and employment: In Oklahoma, medical marijuana is permitted under specific condictions   with some protections for medical marijuana cardholders. Employers should be cautious when making a decision to discipline, fire, refuse to hire, or otherwise penalize an applicant or employee based on their status as a licensed medical marijuana patient solely because of a positive test for marijuana.  Exceptions may apply for safety-sensitive job duties or federally regulated positions. Employers may still adopt and enforce drug-free workplace policies, including restrictions on possessing, consuming or being under the influence of marijuana while at work. 

Oklahoma marijuana laws 

Fair Credit Reporting Act (FCRA): Oklahoma employers, like all U.S. businesses, must follow the Fair Credit Reporting Act (FCRA) when using consumer reporting agencies (CRAs) like Accurate. The FCRA requires that employers provide proper disclosures before conducting a background check. They must also obtain the candidate’s written authorization. Oklahoma state law also requires employers to provide written notice telling the individual that a consumer report will be used and include a box that the consumer may check to receive a copy of the consumer report. 

The FCRA also requires employers to follow a specific pre-adverse and adverse action notifications procedure if they plan not to hire, or otherwise take other adverse action against, an individual based on the background check results. 

Hiring is high-stakes, so it demands the highest degree of diligence. Accurate performs background checks with industry-leading speed and 99.9% accuracy, helping you identify potential risks without slowing down your hiring process. Our mobile-first technology and 24/7/363 customer support puts screening in your candidates’ hands and helps get them on the job more quickly.    

Accurate also provides education on key legislation that may impact background screenings. We maintain a global team of compliance experts and features that make it easier to stay on top of compliance, including jurisdiction-specific forms and a built-in automated adjudication tool. When regulations change, we can help keep you updated.  

Ready for faster, more efficient background screening? Contact Accurate today.  

DISCLAIMER 

Please note that this overview is not an exhaustive list of employer laws and is meant to provide employers with common laws employers should consider in Oklahoma.   

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.