Background Check Policy

Purpose

CSS requires comprehensive background checks for all consultants prior to client engagement. This policy ensures compliance with legal requirements, industry standards, and client expectations.

Scope

This policy applies to all U.S.-based W2 employees and consultants engaged by CSS for client work, regardless of role or tenure.

Who Conducts the Checks

All checks are performed by a vetted third-party vendor to ensure accuracy, consistency, and compliance with the Fair Credit Reporting Act (FCRA).

Checks Conducted

Criminal Record Check: City, county, state, and federal level searches.
Identity Verification: SSN trace and government-issued ID validation.
Employment Verification: Verification of past employment (typically last 7 years).
Education Verification: Confirmation of highest degree or diploma.
Professional Licenses & Certifications: Direct validation with issuing authorities.
Drug Testing: 7-panel or 9-panel testing depending on client requirements.
Public Records & Watchlists: Civil litigation, sanctions, and global watchlist checks when applicable.

Candidate Consent & Privacy

Candidates are required to provide written consent before any screening is initiated. The third-party vendor administers the process and provides candidates with their rights under the FCRA, including the ability to review and dispute results. Personal information is handled securely and retained only as required by law and vendor policy.

class="section-title">Client-Specific Requirements

Some clients or industries may require additional screening (e.g., credit checks, security clearances, international record searches). These are requested on a per-engagement basis and communicated to candidates before screening commences.

Adverse Actions

If a background check reveals information that may impact a hiring decision, CSS and the third-party vendor follow FCRA-compliant adverse action procedures, which include providing the candidate with a copy of the report and a summary of rights before any final adverse employment decision is made.

Policy Review

This policy is reviewed annually and updated as required to reflect changes in law, vendor practices, or client requirements.

For questions about this policy, contact info@careersoftusa.com.

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