Oregon Background Checks

Health Street combines industry knowledge, a commitment to accuracy, and a spirit of fairness when performing background checks in the Beaver State. Comprehensive employment screenings keep you and your business from stumbling into legal problems. A thorough background screening is essential to confirming that your new hires in are qualified and honest.

Health Street's combination of high tech and high touch make background checks in fast and reliable. We offer simple, secure web technology matched with local court runners to protect your company.

Due diligence is critical. Poorly performed background checks can expose you in the following ways:

In either case, you could be held legally liable. It is critical that you stay in compliance with local labor laws. Let Health Street's experts conduct your background checks in New Mexico so you'll know that your candidates have been fully and properly vetted before hire.

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If your business hires truck drivers, DOT regulations require that you reach out to prior employers as well as check the FMCSA Drug and Alcohol Clearinghouse for violations. You also need to run a Motor Vehicle Report (MVR) to ensure that your drivers have a clean, safe driving record.

Health Street takes this work off of your hands and stores your Oregon background checks securely in the same convenient online portal where you can manage your DOT drug testing and random pool. We contact prior employers, check the Clearinghouse on your behalf, and report it all back to you in a comprehensive background check report, that includes:

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Education verification and reference checks are also critical to the pre-employment background checks in Oregon. Employers should also verify an applicant's resume, confirming their: account_balance

Calling all of the schools and employers on a person's resume to confirm if your applicant is telling the truth could take hours. Fortunately, Health Street can easily handle your Oregon resume and employment verifications quickly and effectively. We will flag any discrepancies and report them back to you.

As an Oregon employer, it is essential to consider the following background check laws prior to using background checks throughout your employment screening process:

Ban-the-Box Law

Alongside numerous other states, Oregon follows "ban the box" legislation, which requires employers to follow specific guidelines when seeking details regarding criminal records during the job application process. Under Oregon ban-the-box legislation, it is unlawful for an employer to inquire about or conduct a criminal background check for an applicant during the hiring process.

An Oregon employer is only able to inquire about criminal records once a conditional job offer has been made. If the applicant's criminal history is used to make the employment decision, employers must follow a good faith determination that demonstrates a specific offense is job-related and could pose a risk to the business. In certain instances, the Oregon "ban-the-box" law will not apply to positions relating to Oregon law enforcement, the criminal justice system, and educational entities.

In addition to state code, Portland City Code 23.10.030 also prevents employers from using arrest records that did not lead to a conviction, or records of convictions that have been expunged, for employment decision purposes. When determining if an applicant's criminal history is job-related and a reason for employment denial, Portland employers are required to complete an assessment of:

In the event an employer rescinds a conditional job offer due to criminal findings, they will also need to notify the applicant in writing on which convictions the decision to deny employment was based upon.

Pay Equity Law

Under the Oregon Pay Equity Law, employers are required to follow specific regulations throughout the hiring process when discussing salary history. Under this law, an employer is forbidden from asking about an applicant's salary and pay history prior to making an employment offer.

Likewise, employers cannot screen applicants for a job position on the basis of current or past salary, nor can they base compensation for a job on applicants' current or past compensation. It is only until a conditional job offer and compensation offer have been made that an employer can confirm a candidate's salary history.

Credit Reporting Law

According to Oregon background check law, there are also employer restrictions when it comes to inquiring about an applicant's credit history. Under Oregon labor code 659A.320, it is unlawful for an employer to obtain or use credit history for hiring decision purposes. In certain employer situations, such as federally insured banks or law enforcement, where employers are required to use credit history for employment purposes, this ruling does not apply.

Oregon Crime Statistics and Trends