In April 2018, the transportation company Uber announced that it would be enhancing and enacting stringent background checks for its drivers. They are taking this measure to ensure that all drivers meet their high quality standards in an ongoing manner.

Getting Serious About Safety

In a recent blog post entitled “Getting Serious About Safety,” the CEO of Uber Dara Khosrowshahi said the company was committed to conducting stringent background checks for both driving record checks and criminal background screenings on millions of applicants since the business launch about nine years ago.

The company has plans to strengthen Uber background screening policies to have even more stringent background checks going forward:

Conducting Comprehensive Annual Driver Background Checks

While some state jurisdictions require annual background checks and motor vehicle report checks every year for Uber drivers, the company will now have more stringent background checks and be issuing them for every area of the country, regardless of the presence of a legal obligation.

Fast Notification of New Offenses

Uber will also enact technology that allows them to quickly see any new criminal offense committed by their drivers. These resources tap into existing data sources and send a notification when an offense is committed. For example, a DUI (Driving Under the Influence) charge would make them ineligible to drive.

New Driver Safety Center

Uber’s addition of a new Safety Center will allow customers to easily learn about current safety information and allow them to designate “Trusted Contacts” to share their trip details with during transit. The Uber company will also be modernizing their existing 911 communication system. Jeh Johnson, the former U.S. Secretary of Homeland Security, will become the new Chairman of Uber’s Safety Advisory Board.

Uber is known for efficiently connecting people who need a ride in urban areas with qualified drivers. Keeping people safe is a big priority for the company, and these measures to increase safety standards are a testament to this commitment.

In the blog post, CEO Khosrowshahi said that he and the company were fully committed to keeping safety at the heart of everything else they do. Increased scrutiny for drivers in transportation jobs has been a trend this year.

Some states were more specific and outspoken in calling for increased safety standards and more stringent background checks than others. For example, in late 2017, California began to require companies like Uber to make use of a professional background screening firm for all drivers.

Stringent Background Checks for Workers Increases Safety for Customers

In Colorado, the Uber company was issued a nearly $9 million penalty for not screening stringently enough. Apparently, the company had allowed some persons with motor vehicle and criminal offenses to drive for the company. There were even a few drivers without valid licenses. The new higher screening standards for drivers will prevent this from happening again.

Other companies and organizations are following suit. The NLA (National Limousine Association) is now requiring mandatory fingerprinting and drug screening. They were inspired to do so by a public service ad released by Uber raising awareness about sexual assaults in commissioned vehicles.

The message is that these assaults tend to happen in situations where the drivers weren’t properly screened. It’s a call to all employers to enact stringent background checks and an employment screening policy to ensure safe conditions for both workers and clients.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

On October 26 of 2017, the opioid crisis in the United States was officially declared a national public health emergency by the Trump administration. President Trump has committed significant focus and federal resources to fighting this opioid crisis epidemic on all fronts.

A staggering 116 people die of opiate overdose each day in the U.S. Millions of people in our country currently have an opioid disorder, and it is the cause of over $500 billion in total economic costs in terms of rehabilitation, lost time at work, etc. The opioid crisis has also done untold damage to families and communities across the country. Relationships end, jobs are lost and lives are ruined.

Border Wall and Stricter Penalties For Drug Dealers

President Trump has pledged to fight the scourge of the opioid crisis and opiate addiction by seeking much harsher penalties for drug dealers than ever before – possibly even the death penalty. While those who commit murder often receive a life sentence, drug dealers who may kill hundreds or thousands of people by selling drugs often only go to jail for a few months. Stricter penalties for drug dealers have been a highly effective deterrent in other countries such as the Philippines.

Over 90 percent of the illegal opiates in this country are coming in through the southern border with Mexico. This makes plans for a border wall even more crucial, as it will help stop the flow of these dangerously addictive substances into our country.

Opioid Crisis Deaths Have Quadrupled in the Last 20 Years

The Trump administration has also committed to funding research in order to find less addictive alternatives to pain killers. All too often, an individual will enter the hospital for an issue and essentially come out as a drug addict. With better alternatives, this will no longer occur.

Opiates can refer to street drugs like heroin as well as prescription drugs like pain killers in a range of strengths. Opioid crisis deaths have quadrupled since 1999, with Americans using far more opiates than any other country in the world.

Not surprisingly, the opioid crisis has had profound effects on the workplace as well, costing employers billions of dollars due to missed work, medical insurance claims and in some cases, fraud and misconduct related to the opiate abuse as well as an increase of violence in the workplace.

Employment Screening and Drug Testing Crucial to a Safe, Productive Workplace

Drug testing is a key defense against hiring someone with an opioid addiction or other substance abuse problem. Most drug testing programs encompass a 5, 9, or 10 panel; however, these do not screen for synthetic versions of opiates. To detect synthetic versions, which can often be even more problematic, an expanded opiates panel is required.

The opioid crisis has put an emphasis on corporations and small business owners to be proactive about testing to ensure the health, safety and productivity of their workforce. Employment screening that includes background checks for criminal offenses related to drug use can help with identifying candidates with substance abuse problems. A check of their credit history can also uncover financial problems related to drug use.

Those who have fallen victim to the opioid crisis and have been rehabilitated and reformed can make excellent workers, but those with active issues will likely not be ideal choices. Partnering with a professional employment screening company can assist with effectively completing key background check and screening components.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Many people have no idea their resumes and online profiles are sending up resume red flags or how to fix those problems. Some resume red flags can cause hiring managers and recruiters to pass you over without a second look. Whether you’ve been job hunting for a while now or you’ve just gotten into the game, you know your resume is a powerful tool that can help you, or if you have a lot of resume red flags it can harm you during the process.

Here are some of the resume red flags and warning signs hiring managers look for, and tips on how to fix them:

Resume Red Flag 1: Your resume doesn’t meet the job compatibility requirements

In today’s world, we know keywords are, well, key and you don’t want to be sending out resume red flags. Every time you send out your resume, you should be changing the verbiage to match the job. Look at the job posting and make sure your resume has the exact words the company is looking for. Skip the ‘Objective’ section and simply list 3 to 5 bullet points at the top that speak to the job in question. You don’t want the recruiter or hiring manager to have to hunt through your resume—because they won’t. Typically, they spend 6 seconds or less looking at a resume before they move on!

Resume Red Flag 2: You have the dates wrong

To avoid resume red flags with the dates of past jobs, make sure your dates are correct and consistent. If you simply list years for one position (2014-2017) but month and date for another (March 2010 through April 2014) it doesn’t look good, for one thing, and for another, it seems as if you’re trying to hide something. Make sure to explain overlapping dates (maybe you were freelancing or working two jobs) as well as any gaps.

Resume Red Flag 3: Inconsistency online

Make sure you are representing yourself consistently across all online platforms. Inconsistency can lead to major resume red flags and you want your resume, your LinkedIn profile, and any other websites your prospective employer can access (like a blog, an online portfolio, or another online hiring site) to show you in the same light.

Correct these resume red flags today and you’ll see results soon!

If you would like more information about resumes, please read our blog post titled How Employers Can Prevent Falling Victim to Resume Fraud. It discusses how resume fraud can occur at any level of a company and the best way to check for a criminal past is via employment background checks.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Sources: fastcompany.com, monster.com, and recruiter.com

The majority of American employers conduct a comprehensive criminal search on their job applicants before they make an official hiring decision. The comprehensive criminal search, as part of the hiring process, is typically a requirement after you already have a job offer on the table, and you have agreed on all other things. A comprehensive criminal search has become an essential step in the job applicant process.

Today, at least 77 million US residents have an arrest record of some sort. At least one in every four adults have been arrested at least once in their lifetime. Perhaps, this explains why employers are taking criminal background checks more seriously since it’s their responsibility to keep the workplace safe.

Comprehensive Criminal Search and Job Employment

The existence of a criminal conviction found by the comprehensive criminal search may not necessarily disqualify an applicant from employment consideration. However, a criminal record showing multiple arrests and convictions may be sufficient to blow away their chances of landing a job. Sometimes, the employer may offer first time offenders who are trying to build their life after a criminal offense the opportunity to get back on course.

Employers are always cautious about how they use the comprehensive criminal search data. Most of the time, they look at the severity of the offense, how old the charge is, and its implication. It’s not always a case of a single strike, and you are out of favor.

Keep in mind that a comprehensive criminal search is now easier to access due to digitalization and the increase in the number of firms that perform the background checks. Employers argue that conducting criminal background checks before hiring is all about safety and security. People who are already working for a particular company depend on their employer to thoroughly look into the criminal backgrounds and history of prospective employees before hiring them.

Preventive Measure

Although the question of privacy has been raised regarding the comprehensive criminal search, employers say that most job applicants don’t consider criminal background checks as an invasion of their privacy. Most employers are not willing to hire violent criminals, embezzlers, sex offenders, notorious offenders among others.

A pre-employment background verification and a comprehensive criminal search are regarded as a preventive measure that allows employers to establish whether a candidate’s criminal background point to a possible safety threat to the other company staff or the general public. According to Forbes, sometimes applicants fall victim to a faulty criminal background check, and they should quickly set the record straight.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Kansas City, Missouri is the latest city to change their hiring laws in an effort to give individuals with criminal records a chance at employment. To support this goal, they have added a Ban the Box ordinance to their books.

“Ban the Box” refers to a movement that is seeking to remove the check box on job applications regarding the applicant’s criminal past. The Ban the Box ordinance delays this line of inquiry until later down the road in the hiring process. This allows otherwise qualified applicants to make their case and a positive impression before this information is revealed.

Giving Reformed Ex-Offenders a Chance At a New Life

The goal is to give persons with a criminal record a fair shake and an increased chance of getting hired despite mistakes they may have made in the past. The “Ban The Box” ordinance adopted by Kansas City, Missouri bars both public and private employers from inquiring about the criminal records of job applicants in the first phase of the screening process. The ordinance will take effect June 9, 2018.

The “Ban The Box” ordinance movement began in 2003 and has been growing and spreading rapidly throughout the U.S. As of February 2018, 30 states and over 150 counties and cities have passed Ban the Box legislation into law for government hiring. Some of these areas have also extended Ban the Box hiring policies to apply to private employers.

Many persons with criminal records face an uphill battle after being released from prison. While they have served their time and have hopefully had a reformative and transformative experience, many employers are hesitant to hire persons with a criminal past.

The Ban The Box Ordinance Can Apply to Both Government and Private Enterprises in Some Areas

However, a great many of these persons are reformed and just looking to get a fresh start in life. Many have learned from their mistakes and are ready to forge a new path of honest living as productive members of society. If they have the necessary skills, knowledge and abilities for a job, they should at least be considered for the position. This is the philosophy behind the Ban the Box ordinance movement.

The new Ban the Box ordinance was signed by Missouri Governor Jay Nixon in April 2016 via Executive Order 16-04. State agencies will be required to reduce the barriers to employment for ex-offenders through removing queries about criminal history from job applications. Persons seeking employment with Kansas City will not be asked about their criminal past in the initial phases of pursuing a job.

Nearly One-Fourth of the U.S. Population Has a Criminal Record

There are around 70 million ex-offenders in the U.S., according to the National Employment Law Project (NELP). These numbers translate to around one in four adults – close to 25 percent of the population.

As laws related to screening and employment shift and change, businesses must be prepared to handle a range of detailed and overlapping regulations. Doing so improperly can result in poor hiring decisions, litigation and unnecessary headaches.

This is where partnering with an experienced employment screening company can be indispensable. A screening professional can take the guesswork out of the screening process so that it conducted thoroughly, properly and always in compliance with current laws.

Sources:
www.usnews.com/news/best-states/missouri/articles/2018-02-02/kansas-city-council-passes-ban-the-box-ordinance
bantheboxcampaign.org/
www.nelp.org/campaign/ensuring-fair-chance-to-work/

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Pre-employee screening is an essential element of connecting with quality staff. While specific background check laws, requirements and limitations vary from industry to industry and state to state, there are a number of pre-employee screening areas that most companies should cover.

Some of the main purposes of pre-employee screening include:

• Verify resume information
• Bring candidate character flaws to light
• Identify criminal tendencies
• Avoid danger to existing staff
• Avoid negligent hiring litigation
• Ensure financial trustworthiness
• Protect intellectual property
• Protect the brand’s reputation

Here are seven of the most crucial pre-employee screening steps employers should take:

1. Verification of Employment

With over half of all job applicants admitting to lying on a resume at some point, the information provided should be checked. The resume area most lied about is the employment section, so this crucial area should receive follow up from the HR department.

2. Verification of Education and Training

Less crucial than an employee verification background check, but still important, is looking into an applicant’s educational history. Verifying training and certifications that are essential to the job for which they are interviewing is especially vital. If records or transcripts are requested, the applicant must consent as covered by The Family Educational Rights and Privacy Act.

3. Criminal History Screening

This element of pre-employee screening allows businesses to know that a candidate is law-abiding and will not pose a threat to the safety and integrity of the workplace. In each state, laws regarding processes for this type of screening can vary. Outsourcing employment background checks to a professional background check company will help ensure it is done appropriately and in compliance with current regulations.

4. Drug Testing

Testing for substance abuse can help employers to assess if a candidate will be reliable and productive on the job. Screening out persons with drug problems can also minimize workplace injuries, negligence and other side effects of the behavior.

5. Credit History

If a job will require contact with the company’s finances, a look into their financial history is a wise move. Again, the laws regarding this type of screening can vary from state to state, so outsourcing this aspect of pre-employee screening to a professional can take away the guesswork. The Fair Credit Reporting Act (FCRA) also applies during such investigations.

6. Sex Offender Registry

Employers can minimize risk to staff and clients with this type of background check. The national sex offender search is especially important if the applicant will be working with children. A professional employment background check company offers this type of screening to ensure only high-quality, trustworthy people are hired.

7. Personality and Skills Assessments

Both skill and temperament play strongly into success in a given job role. Employers should use reliable personality testing create relevant skills assessments to increase the odds that the hiring manager will make a wise, informed decision.

The success of a company is largely based upon the quality of its personnel. Proper screening is essential in getting to know applicants and ensuring they will be a fit. A professional employment background check company can take the guesswork out of pre-employee screening and help ensure smart hiring decisions are made.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Source: http://time.com/money/3995981/how-many-people-lie-resumes/

Pre-employment background checks are crucial to finding the right candidates for staff openings – and avoiding the candidates that could cause problems for the organization. Poor hiring decisions not only impair business performance and damage staff morale; they could also result in negligent hiring litigation against the company.

The following are five of the most important elements of successful pre-employment background checks:

1. Skills, Aptitude and Experience

Of course, the most important element of determining if a candidate will be a fit for a job is their ability to perform the tasks involved. Checking for and confirming both their past experience and current skill level is essential in determining if they will be successful on the job. Cognitive abilities may be tested or assessed based upon their answers to challenging interview questions; however, relevant pre-employment tests can also be administered. If specific motor stills or sensory abilities are required for the job, the candidate should undergo appropriate testing for these skills.

2. Rule Out Criminal History

Accidentally hiring someone with a criminal history can be damaging to the company on a number of levels. Not only could it be detrimental to overall company performance and productivity, but it can also create an unsafe workplace. A criminal incident can result in physical danger to the staff, bad P.R. for the company as well as the possibility of negligent hiring lawsuits. Such incidents can be a tremendous blow to staff morale. Professional pre-employment background checks can assist with a thorough check of criminal history so that high-risk individuals can be avoided.

3. Emotional Intelligence

Without emotional intelligence, even the most impressive intellect may not be a fit within an existing workplace climate. A high IQ can be undermined by the absence of balance within an individual’s personality. Assessing candidates for emotional intelligence can inform the hiring process and help ensure the candidate will be able to handle the stresses and social situations required for the job. There are a number of emotional intelligence tests available online; however, targeted interview questions can also allow HR staff to get a sense of a candidate’s “EQ.”

4. Financial History

Positions that will require the handling of cash, finances or financial information can be sensitive in terms of the risk of theft and dishonesty. Candidates for such positions should be screened in terms of their credit history and criminal history. Professional pre-employment background checks can assist in performing these critical checks. However, companies should be mindful of only doing these types of credit pre-employment background checks for positions that require financial honesty and reliability.

5. Compliance and Legal Methods

While testing and specific screening elements are crucial to successful hiring, the method in which the screening is conducted is also important. Pre-employment background checks must be done legally and in compliance with current EEOC guidelines. These include not using testing that is discriminatory to any group or that lacks relevance to the position. Using a professional pre-employment background checks service can help to ensure that many aspects of screening are conducted legally.

Employees are the backbone of every company, and successful pre-employment background checks are key to successful hiring. Businesses that address these five areas will dramatically increase their odds of hiring ideal candidates for each position. A professional pre-employment background checks service can help to ensure compliant, thorough and effective employment screening that leads to optimal hiring.

 Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

One of the more alarming news items of recent weeks is that the credit bureau Equifax, one of the three largest credit bureaus in the United States, has sustained a major data breach. It is estimated that around half of all U.S. adults with a credit rating – 143 million people – have likely been affected by the data breach.

It’s been reported that the hacking cybercriminals made themselves privy to names, birth dates, Social Security numbers, driver’s license numbers and home addresses. The credit agency released this news on September 7; however, it’s likely that the data breach happened several months ago.

Are Job Applicants Who They Say They Are?

Identity theft is a very real risk in situations like this. The most likely ways the information will be used will be to get access to credit and cash fraudulently. However, it’s possible that a whole new identity could be created in order to start a new life and/or get a new job.

This major data breach underscores the importance of verifying identity in potentially sensitive situations. Companies looking to take on new hires should be especially careful. In addition to screening for criminal background and credit history, it’s crucial to ensure that each applicant is really who they say they are.

Adding to the controversy is the way the Equifax company is handling the situation. Anyone who wishes to check if their information was compromised during the hack by using the Equifax security website must agree to waive their right to sue the credit agency. The language of these terms is included in the fine print of the service, and many people have “agreed” to it without being fully aware of the exact terms.

Employment Screening and Verifying Identity More Important Than Ever

Employers tend to use background checks if the position calls for it. For example, a credit check is often conducted for persons who will be managing money in a job. However, this recent news has revealed that checking for criminal activity and honesty is an important safety measure for every type of employee in every type of job.

The recent Equifax security data breach underscores the potential risk of fraud in every hiring situation. Is the person who they say they are? What is their true past?

The Equifax data breach should give every employer pause regarding who they are hiring and what each individual will be bringing to the job. With resume fraud increasing as well, it’s never been more important for employers to screen applicants in order to verify identity and past history.

To Prevent a Data Breach Computer Security Should Always Be a Priority

This incident is also a cautionary tale for businesses that make a practice of storing sensitive data in their computer systems. Companies should take the time to reassess their computer security in order to ensure that firewalls and other security measures are the very best they can be. Not doing so could put the personal information of everyone associated with the company at risk.

Now more than ever, employment screening and background check security are crucial to smart hiring and optimal staffing. While there are always variables where human beings are concerned, professional employment screening increases the odds of making the right choice.

 Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

A recent survey has revealed disturbing news. Nearly half of 1,300 respondents surveyed revealed that they had told at least one lie or major exaggeration on a resume at some point as job applicants during their job search process.

A full 46 percent of those job applicants surveyed admitted to using fabrication to make their employment history, educational credentials or some other aspect of their past look better than it actually was. The respondents surveyed were comprised of 300 senior managers and 1,000 employees.

Job Applicants Lying On Resumes Has More Than Doubled Since 2011

A similar survey conducted in 2011 showed 21 percent of job applicants admitting to lying on their resumes. This means lying and misrepresentation on resumes has more than doubled in just six years. The recent research was conducted by OfficeTeam, which is a Robert Half company.

Rates of those who were aware of someone lying on their resume was higher for men, as 51 percent of the males surveyed knew of someone who had told a lie on their resume. However, a substantial 39 percent of women surveyed were also aware of an incident of lying on a resume by a colleague.

Majority of Lies on Resumes Related to Past Job Experience

Younger workers aged 18 to 34 reported knowing more liars, with 55 percent of these respondents saying they knew at least one person who was not truthful on a resume. The spike in dishonesty could be due to a more competitive job market.

The type of information most often fabricated on a resume was regarding job experience – a full 76 percent of the lying job applicants misrepresented this area of their resume. However, other areas were also ripe for fabrication: 26 percent lied about precise employment durations and dates, 33 percent made creative adjustments to their educational experience or degrees, and 59 percent augmented the job duties they supposedly undertook at past jobs.

There are four primary signs that job applicants have lied on their resume. These include:

1. Missing or Illogical Dates. When dates are omitted or don’t add up with the other information given on the resume, this information could be fabricated.
2. A Lack of Details. Any area that is vague or lacks specific details could be suspect.
3. Suspicious Body Language. If the subject has nervous facial expressions or body language during the interview regarding specific sections of their resume, they could be lying about these portions.
4. References Don’t Corroborate Details. Following up with each employment reference can help to verify if job applicants’ information included on a resume is true.

The data revealed in the survey is in major contrast to what hiring managers think or assume about the people they are screening. A full 38 percent felt that lying did not occur very often, while 41 percent thought resume fraud occurred “somewhat often.” Just 12 percent thought it occurred very often, and 10 percent believe lying never happens on resumes.

The survey also found that over one third of hiring managers reported removing a candidate from consideration because it was discovered the job applicant had lied on their resume. It’s surprising that in the face of this evidence, 10 percent of hiring managers still feel that lying “never occurs” on resumes.

One of the best ways to determine if job applicants are being honest is with employment screening background checks. Companies that engage the services of a professional employment screener can determine a job applicants’ criminal history, education history, employment history, and much more.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

In early June of 2017, Indiana became the first state to pass a law banning local ban-the-box laws. These laws had been enacted by various municipalities in the state to give persons with criminal records a better chance at transcending their past through gainful employment. However, some believe these laws put companies at risk.

The rest of the country is now watching to see how this change could impact other states that already have ban the box laws in place. Some states may be influenced to change their policies regarding background checks for pre-employment. Municipalities in Indiana are no longer allowed to create and enforce ban-the-box laws for Indiana Criminal Background Checks.

Employment Laws Always in Flux

These changes are a motive for hiring managers to work with pre-employment screening agencies to ensure they are assessing all applicants in compliance with the most current laws. These kinds of regulations are always in flux, and working with a professional agency allows companies to rest assured that they are handling employment screening in a way that is compliant with all state and local laws.

The new Indiana law, Senate Bill 312, outlaws the use of any current ban-the-box law that is on the books for any county or city in the state. The new legislation will effectively make it easier for businesses to conduct employment screening, especially when partnered with a professional agency experienced in these matters. Senate Bill 312 was recently signed into law by Indiana governor Eric Holcomb and will go into effect July 1.

New Ban-The-Box Law Makes Screening Easier For Indiana Employers

The city of Indianapolis banned ban-the-box laws in 2014. Ban-the-box laws in most areas of the U.S. require hiring managers to wait to ask about criminal history until a provisional job offer has been extended or at least until after an initial interview has been conducted. Employers in the state of Indiana can no longer inquire about job applicants’ criminal history as part of the hiring process.

The bill also states that criminal background check information regarding employees cannot be used as evidence in civil actions against employers based upon their conduct unless it has a direct relationship to the case, did not result in conviction, or if the conviction was sealed, reversed, vacated, expunged or pardoned.

The new legislation will no doubt assist employers that have statewide branches and offices throughout Indiana in having an easier time of standardizing their hiring practices across the state. The new law did not have any opposition in the state Senate.

Ban-The-Box Laws Finding a Balance

However, several watchdog groups oppose the passage of Indiana Senate Bill 312. Indiana branches of the ACLU and NAACP are calling for its veto. They say the bill is too friendly to employers and not in the interests of state citizens with criminal records who are trying to forge a new path through gainful employment.

This major change in the state underscores how employment laws are continually in flux. The best course of action for companies to stay current with all laws is by partnering with a professional employment screening agency. Employers can then rest assured that their screening policies are in compliance.

It remains to be seen how the rest of the nation will respond to Indiana banning ban-the-box laws. For now, local municipalities are still making this decision in most states.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.