Client Resource Center
Welcome to CIChecked!
At CIChecked, we’re dedicated to empowering businesses with intelligent, compliant, and efficient background screening solutions. Whether you need support, have questions about our platform, or want to ensure compliance, we’ve got you covered. Here’s how to reach us:
Report Questions & Technical Support:
Need assistance with reports or technical issues? Contact our expert team at support@cichecked.com.
Company Information
We provide HR professionals with reliable background screening and occupational health services to make informed hiring decisions. As a consumer reporting agency, we ensure compliance and accuracy in all screenings. Since 2004, we’ve been helping businesses manage hiring risks through expert-driven and technology-enabled solutions.
With 30+ years in the investigative industry, CIChecked™ has built a strong reputation for delivering accurate and compliant background checks. We work with companies of all sizes across various industries to help them mitigate hiring risks effectively.
Yes! CIChecked™ holds industry-recognized certifications, including multiple private, in-house investigator licenses. We are also recognized by SHRM and HRO Today’s Baker’s Dozen, demonstrating our commitment to compliance, security, and quality service. Additionally, CIChecked™ is a certified Woman-Owned Business, emphasizing our dedication to diversity, inclusion, and empowering women in leadership.
Best Practices
It’s best to run a background check after an initial interview but before extending a job offer. This ensures you make informed hiring decisions while respecting compliance regulations.
Candidates must provide their full name, address, and identifying details, along with written consent. The authorization must comply with the Fair Credit Reporting Act (FCRA). To ensure compliance, visit www.ftc.gov.
Background checks are just one part of the hiring process. Employers should weigh results fairly alongside experience, skills, and job fit. Always follow FCRA guidelines when making employment decisions.
- Not obtaining proper authorization
- Using outdated or incorrect data
- Failing to comply with adverse action requirements
- Sharing reports with unauthorized parties
- Ignoring federal, state, or local compliance laws
Compliance & Regulations
Understanding the Fair Credit Reporting Act (FCRA): The Fair Credit Reporting Act (FCRA) is a federal law that regulates how consumer credit information is collected, used, and shared. It ensures accuracy, fairness, and privacy in background checks and financial screenings.
Key Points of the FCRA:
- Candidate Consent Required: Employers must obtain written permission before conducting credit checks.
- Adverse Action Notice: If adverse action is taken based on a report, the candidate must be notified and given an opportunity to dispute.
- Accuracy & Fairness: Employers must ensure reports are accurate and only use relevant information.
- Dispute Resolution: Consumers have the right to dispute inaccuracies and request corrections in their reports.
For organizations utilizing financial background checks, adherence to FCRA regulations is critical to avoid legal complications and protect candidate rights. Consult your corporate attorney to ensure your policies are compliant.
For more details, visit the Consumer Financial Protection Bureau on FCRA.
If a background check affects your hiring decision, you must provide a pre-adverse action notice, allow time for disputes, and issue a final adverse action notice. This process is automated within the CIChecked™ platform for ease of use.
Ban-the-box laws prevent employers from asking about criminal history early in the hiring process. These laws vary by state, so check your local requirements. Learn more at EEOC.gov.
If a report has conflicting information, discuss it with the candidate for clarification. If you decide not to move forward, ensure you follow FCRA requirements.
Marijuana laws vary by state. While it remains illegal at the federal level, states have different rules regarding workplace drug policies. Employers should consult legal counsel to align their policies with state laws. Visit U.S. Department of Labor for more details. Our CIChecked experts are also available to answer most questions.
State & Industry-Specific Requirements
Each state has unique regulations for background screenings. Employers should verify local laws or consult with legal experts to ensure compliance.
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Healthcare: Must comply with HIPAA, CLIA, and state medical board regulations.
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Finance: Adheres to FINRA, OCC, and other financial regulatory guidelines.
Transportation: Requires DOT/FMCSA compliance, including drug and alcohol testing.
For industry-specific compliance, visit: