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Answers
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Yes. This service is available for both
companies and private individuals.
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Typically you will
receive the information almost immediately; however, we ask for one business
day to complete the setup process.
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Yes.
Send an e-mail to
support@argus-search.com, or call
702-613-4931 and our informed staff can assist you.
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Since all of our pages contain sensitive information, they
are encrypted on our secured server utilizing SSL. We also
have an extensive fire wall to prevent any unauthorized access. Please review
our 'Privacy Policy' link for additional details.
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Since the on-site manual checks require a court clerk to pull the
record, there might be either State or County jurisdiction charges, depending
on the search requested. Argus Search has created a database for both County
& State fees that will automatically add the total for
you before you check out. This way, there will never be any hidden costs.
(Many of our competitors do not offer this convenience.) -- To see what
jurisdiction fee will be applicable, if any, click on our 'jurisdiction fees'
link. Reading across a row, you will see which searches are available in a
given state, as well as any associated state fees. To see the charges at the
county level, click on a state abbreviation. You will then see the fees that
are required in order to do these on-site county searches.
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In order to run a County check, the county and state must
be entered into the appropriate fields.
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The requests take anywhere from 24 to 72 hours to complete. Unless
you advise us differently, we will e-mail the completed report to
the person who made the initial request.
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We
generally advise our clients that turn-around times vary between 24 to 72
hours, depending on the search being conducted and the availability of
resources (previous employers, reference checks, educational response,etc.).
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No. and Yes.
Only the FBI and law enforcement agencies have access to the National Crime
Information Center database for criminal records. They can access this for
official investigations only. At the present time, private companies and
individuals cannot access this information.
However, Argus now offers a multi-state criminal search that will return
results from 46 states. Please refer to our "jurisdiction fees' link for
state-by-state detail.
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According to Black's Law Dictionary, Civil Offenses are described as
"violations of statutes that make the act a public nuisance." A
civil offense is a disagreement between two parties. Civil suits can include
real estate and estate matters, divorce, money matters, non-performance of a
contract, etc.
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Per Black's Law Dictionary, a criminal
offense is defined as "conduct that causes any social harm which is
defined and made punishable by law." A criminal
offense is one that occurs between an enforcing agency and an individual who
is suspected of committing a crime against property or a person. Individual
states, municipalities, and federal agencies determine what is considered a
criminal offense.
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According to Black's Law Dictionary,
Misdemeanors are "any offense other than a felony." Misdemeanors
are 'minor' crimes, usually with fines up to $4,000 and up to one year in
jail. These crimes might include theft, littering, speeding, possession of
minimal amounts of marijuana, 1st-offense DUI, trespassing, burglary, etc.
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"Under most state statutes, any offense
punishable by death or imprisonment for a term exceeding one year."
Felonies are major infractions, including domestic battery, 3+ offense DUI,
kidnapping, possession/sale of drugs, aggravated assault, aggravated robbery, aggravated battery, rape, blackmail, attempted
murder, murder, treason, etc. These crimes carry major fines with long jail
terms.
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All criminal charges are handled at the
appropriate court level, depending on the jurisdiction. If a person is
convicted at the state level, it will be monitored by the State Department of
Corrections for supervision, typically for felonies and higher-level
misdemeanor convictions. Each state determines its procedures. Not all states
consider this information to be public record and will not release. See our
'jurisdiction fees' link for state-by-state detail.
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40% of applicants falsify responsibilities,
salaries, and accomplishments on job applications. -- Helps reduce the high
cost associated with turnover. -- Ensures that you hire the most qualified
applicants. -- Reduces your risk of a negligent hiring lawsuit.
-- Provides the information needed to create a safe and productive work
place.
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If you are doing a background check for personal purposes, this is allowed by law, as long as you
are using the information for "Due Diligence". The information
cannot be used for any unlawful purpose or to harm an individual in any way.
On the other hand, if you are considering hiring someone, you may conduct a
"consumer report" background check on that prospective employee,
but you will need an FCRA-compliant release form, signed by the applicant,
that gives you permission to conduct the background check. (Refer to our 'release form' link to get a sample
form from which you can create your own form, should you not have one.) The FCRA
states, in part: The term "consumer report" means any written,
oral, or other communication of any information by a consumer reporting
agency bearing on a consumer's credit worthiness, credit standing, credit
capacity, character, general reputation, personal characteristics, or mode of
living which is used or expected to be used or collected in whole or in part
for the purpose of serving as a factor in establishing the consumer's
eligibility for (A) credit or insurance to be used primarily for personal,
family, or household purposes; (B) employment purposes; or (C) any other
purpose authorized.
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No. But it is illegal to discriminate based
on age of an applicant. There is no law that states a date of birth cannot be
obtained to verify background information. If you or your attorneys have
doubts about asking for the date of birth from an applicant,
explain to the applicant that it is easier to obtain criminal history or
driving records with one. Consequently, placing people in positions of trust
without checking background information may place your company in a high-risk
category of suffering from the repercussions of a negligent hiring lawsuit.
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