Iowa Background Checks laws & HR compliance analysis

Iowa Background Checks: What you need to know

There are a number of ways for employers to gather information on the background of an applicant for employment. Employers may simply call an applicant's former employer to confirm the applicant's dates of employment and title and to try to obtain a more detailed reference from a supervisor. However, many employers hire third parties to conduct background checks on applicants who have been offered employment. In addition, depending on the nature of the position, employers are requesting reports about an applicant's driving record, criminal record, and/or credit history. There are often legal limits on employers obtaining and using this type of information. When employers hire a third party to conduct a background check or to obtain reports from outside agencies, such reports are subject to the federal Fair Credit Reporting Act (FCRA) and state laws. In Iowa, employers must comply with laws concerning arrests and convictions, mandatory background checks, and driver's record information.
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Good-faith reliance. An employer that takes action based on information furnished in a criminal history records inquiry is not liable for damages to the subject, provided the information it submitted about the subject is accurate, it has complied with all legal requirements regarding obtaining access to the information, and it believes in good faith that the information is accurate and complete (IA Stat. Sec. 692.2 et seq.).
Healthcare employees.State law requires healthcare providers to undergo criminal and dependent adult abuse record checks in the state (IA Stat. Sec. 135C.33, Sec. 218.13, Sec. 237A.5, Sec. 249A.29). Providers may also request child ...

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