Background Check via Worksmart

Purpose

Manage risk and protect people.

Responsible

Office Manager or Operations Manager.

Interdependency/Trigger

Owner(s) notify DORIS to initiate the background check.

Why It Matters

• Verify identity & credentials: name/SSN, employment, education, licenses.

• Protect safety & trust: screen for violent or job-relevant criminal history.

• Reduce business risk: deter fraud/theft, protect data/assets, avoid negligent-hiring claims.

• Meet requirements: some roles/contracts mandate specific checks.

Good Practice

• Run checks after a conditional offer; obtain written consent (FCRA).

• Follow ban-the-box/EEOC guidance; avoid blanket disqualifiers.

• Consider context if something appears:

  • Nature: what was the offense?

  • Recentness: how long ago; any issues since?

  • Relevance: is it related to the job?

• If you may withdraw the offer, use the adverse action process:

  1. Pre-adverse notice with report + FCRA rights

  2. Wait period (typically ~5 business days) for dispute/explanation

  3. Final adverse notice with required details

• Document the checks required for each role; minimize and protect candidate data.

Directions (How to Request)

Send an email to hr@worksmartpeo.com with:

• Candidate's first and last name

• Candidate email address

• Type of check requested: standard background check

Email Template

Subject: Background check request — [Candidate Name]

Hi HR team,
Please initiate a standard background check for:

• Name: [First Last]

• Email: [address]

• Role: [Title/Department]

We have a conditional offer, and the candidate has provided consent.
Thanks!