Wisconsin Background Checks

Health Street's line of background checks in Wisconsin delivers fast, meticulously researched data on an applicant’s criminal history, references, education and employment. We pride ourselves on providing what employers need to inform their decisions about the people they hire. Wisconsin employment background checks give companies the assurance that their new hires have been fully vetted and won’t pose a risk. Verify if someone is being honest with you before you hire them - with Wisconsin background checks from Health Street.

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What Background Checks in Wisconsin does Health Street offer?

Criminal Background Check Packages

Health Street offers various pre-built packages of employment background checks, or you can mix and match individual checks for an entirely customized solution. Our most popular criminal background check packages begin with a Social Security Number Trace and include checks of national criminal databases and/or courthouse record searches.

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Includes:
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National Crime Index
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Sex Offender Registry
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Do Not Fly list
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Includes:
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Everything in Triple Database (above), plus:
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Courthouse Repository (State and/or County level)
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Resume Verification services check an applicant’s job history, degrees earned, licnesure, and references. From $39.
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DOT Background Check services include MVR’s and other DOT compliance checks. From $39.

Why Health Street For Wisconsin Background Checks?

Performing background checks in the Badger State involves knowing and following state rules and regulations which may stipulate what information can be taken into account when making hiring decisions. Requirements vary by state.

Performing background checks on your own is risky and can lead you into legal trouble. Hiring a background check company, known as a Credit Reporting Agency or CRA, is highly advisable. A credit reporting agency’s job is to stay abreast of Wisconsin background check laws. Reputable CRA’s help you avoid pitfalls such as:

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Not uncovering criminal activity
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Revealing too much information, including things that by law cannot be considered during the hiring process

The risk of uncovering too much information in a background check is significant. Laws such as the Americans with Disabilities Act (ADA) and the Federal Fair Credit Reporting Act (FCRA) mandate that certain protected information cannot be considered by employers when making hiring decisions. When hiring in Wisconsin, it is crucial to use a CRA that understands the complexity of background check laws in Wisconsin.

Background Check

Ban the Box in Wisconsin

Many states have enacted “ban the box” laws which are designed to give job seekers with criminal records a fair chance at gaining employment. These laws prohibit employers from asking applicants about their criminal records at any time before the initial interview. If there is no initial interview, then employers may not make this inquiry until after they have already provided a conditional offer for employment.

In the state of Wisconsin, “ban the box” provisions only apply to public sector employees. The rules also state that employers may only make criminal history inquiries after the applicant has been certified for the position.

In addition, the city of Madison applies “ban the box” laws to contractors doing business with the city when the contract is worth more than $25,000. In the city, background checks and criminal history inquiries also cannot be run until after the applicant has received a conditional job offer.

Use of Criminal Records Under Wisconsin Law

Employers who request criminal record reports must be careful about the ways in which they use the information. Under Wisconsin law, it’s unlawful to automatically disqualify an applicant from employment due to a criminal conviction alone unless one of the following exceptions apply:

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The applicant’s conviction substantially relates to the job.
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The applicant is applying for a certain type of position (ex. burglar alarm installation or private detective).
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The position applied for requires bonding and the applicant’s criminal record will prevent them from getting a bond.

It should also be noted that employers who choose to run criminal background checks or ask applicants about prior convictions must let them know that:

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The conviction will only be considered as it relates to the position in question and
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A conviction will not result in automatic disqualification from consideration for the position.

The Wisconsin Fair Employment Act (WFEA) prohibits employers from inquiring about arrests that did not result in a conviction unless charges are currently pending. This prohibition does not apply to employers filling bonded positions.

According to the Equal Rights Division of the Wisconsin Department of Workforce Development, if an employer finds out an applicant has a pending arrest that would substantially impact the applicant’s appropriateness for the job, they may choose one of the following options:

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Place the application on hold until the case is resolved
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Advise the applicant to reapply for the position once the situation has been resolved

To avoid potential problems, employers should not reject an applicant outright based on a pending conviction, even if it is substantially related to the position.

DOT Background Screening Services

If you hire truck drivers or other vehicle operators covered by DOT, then you know you have to comply with the Department of Transportation’s FMCSA modality regulations.. To comply with DOT regs, you must:

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Contact previous employers (from before January 2020)
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Review the FMCSA Drug and Alcohol Clearinghouse for January 2020 and later.
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Run the Wisconsin Motor Vehicle Report (MVR).

These measures ensure that your new hire has a safe Wisconsin driving record and no drug or alcohol violations in the past three years.

Resume Verification Services

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

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education and degrees
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job history
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professional licenses and certifications
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references.

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 Wisconsin resume and employment verifications quickly and effectively. We will flag any discrepancies and report them back to you.

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Citations

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“Ban The Box States 2020.” World Population Review, https://worldpopulationreview.com/state-rankings/ban-the-box-states
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Guerin, Lisa. “Wisconsin Laws on Employer Use of Arrest and Conviction Records.” Nolo, https://www.nolo.com/legal-encyclopedia/wisconsin-laws-employer-use-arrest-conviction-records.html
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“Wisconsin Background Checks: What you need to know.” Business & Legal Resources (BLR), https://www.blr.com/HR-Employment/Staffing-Training-/Background-Checks-in-Wisconsin#:~:text=Wisconsin%20has%20laws%20concerning%20criminal%20background%20checks%20and%20driver’s%20record%20information.&text=The%20Wisconsin%20Fair%20Employment%20Act,the%20charges%20are%20currently%20pending.
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Equal Rights Division, Wisconsin Department of Workforce Development, https://dwd.wisconsin.gov/er/
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“Arrest and Conviction Record.” Wisconsin Department of Workforce Development, https://dwd.wisconsin.gov/er/civilrights/discrimination/arrest.htm