Not a Member? Get access to HR news and resources that you can trust.
The raw emotions of a polarized electorate are taking a toll on employee relations. How can HR promote peace?
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
Elevate Your Talent Strategy. Join us in Chicago, IL – April 24-26, 2017.
State legislators are increasingly proposing that FBI and state fingerprint checks be a required part of employment screening, but there are potentially serious problems with this: results from these databases are incomplete, the databases include arrest records employers shouldn’t be considering and the system doesn’t allow applicants to challenge the results.
“Fingerprint background checks are popular because they are well-known—and legislators may not be aware of their limitations and shortcomings,” said Angela Preston, senior vice president and counsel, corporate ethics and compliance for SterlingBackcheck, a background screening company based in New York City.
The company studied
the potential problems with fingerprint checks in a new report. “Fingerprint checks do have value, but it’s important to remember that the source databases are designed for law enforcement, not employment screening,” Preston said.
The FBI didn’t return a call for comment.
Less than the ‘Gold Standard’
A misperception about the FBI database is the idea that it’s all-encompassing, said W. Barry Nixon, a background screening consultant based in Alpharetta, Ga. “This belief has been perpetrated by TV programs like “CSI” and “Criminal Minds,” but it’s a myth that unfortunately is acted on frequently by politicians and has unintended consequences, including a false sense of security built on a faulty premise and incomplete database.”
Hundreds of thousands of job applicants each year are negatively impacted by incomplete FBI data, according to the National Employment Law Project (NELP), a workers’ employment rights advocacy group based in New York City. “Nearly half of FBI rap sheets failed to include information on the outcome of a case after an arrest—for example, whether a charge was dismissed or otherwise disposed of without a conviction, or if a record was expunged … routine omissions [which] seriously prejudice the employment prospects of an estimated 600,000 workers every year,” the group said.
Other shortcomings of the FBI’s fingerprint database include:
Incomplete FBI Data
Additionally, a set of fingerprints frequently doesn’t tell much of a story, Preston said. “It is often necessary to use other personal identifiers to access a full criminal history.” In addition, the FBI database is not a case management system, she said. “It’s a contributory database that contains arrest records as submitted voluntarily by state law enforcement agencies. It depends on record updates from federal, state and county courts to provide details on the outcome of the arrest. Often these updates never come.”
A 2006 report by the
U.S. Department of Justice found that final outcomes of arrests are missing in about half of the FBI’s records. “A check of both public and commercial databases and of primary sources of criminal history information such as county courthouses would perhaps provide the most complete and up-to-date information,” the Office of the Attorney General concluded in the report.
There are instances where fingerprints are never even taken, and these charges and dispositions never get into the database, according to Preston. She cited a 2009 study from Portland State University in Oregon which found that half of the state’s “book and release” cases over a three-month span had no control numbers because no fingerprints were taken. And in Ohio, a
May 2015 investigation conducted by
The Columbus Dispatch found that “thousands of convictions, which police officers and public and private employers hope to detect during background checks, are missing from the state database.”
For employment screenings and other important business decisions, “what matters is the story, the data behind the identification,” Preston said. “Without a complete or accurate story, identification can go only so far.”
Consumer reporting agencies go beyond fingerprint checks and use personal identifiers to pour over thousands of primary sources to compile information to produce not only candidates’ criminal history records with their outcomes, but driving and employment records, as well as education and professional certification verification.
Lastly, FBI reports do not afford applicants the protections of background checks regulated by the Fair Credit Reporting Act and similar state laws. Applicants have the right to challenge any information contained in a professional employment screening report.
“An applicant who is the subject of an incomplete or inaccurate FBI rap sheet does not have the opportunity to set the record straight,” Preston said. “This could keep good prospective employees from receiving an offer or keeping a job. In crucial hiring decisions, such gaps are unacceptable.”
Employers that request a background check from a screening firm are obligated to:
Roy Maurer is an online editor/manager for SHRM. Follow him
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies