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, more and more frequently, employers are hiring 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 relies on information furnished in a criminal history records inquiry is not liable for damages to the subject, provided it has complied with all legal requirements regarding obtaining access to the information, and further, provided it believes in good faith that the information is accurate and complete (IA Stat. Sec. 692.2et seq.).
Healthcare employees. State law requires healthcare providers to undergo criminal and dependent adult abuse record checks in the state. Providers may also request child abuse records. This law applies to prospective employees of state-regulated or federally ...

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