Background Checks Definitions

  • Adverse Action Notice: To withdraw the applicant from consideration, the hiring department must send an Adverse Action Notice that includes a copy of a statement of consumer rights under the Federal Fair Credit Reporting Act (FCRA).
  • Credit History Check: Checking the credit history of the selected applicant or employee. (Federal laws prohibit discrimination against an applicant or employee as a result of bankruptcy). Credit reports qualify as consumer reports under the Federal Fair Credit Reporting Act (FCRA). An applicant must provide his or her consent for a credit check.
  • Criminal Background Check: Verifying that the selected applicant or employee does not have any undisclosed criminal history in every jurisdiction where the applicant or employee currently resides or has resided.
  • Consumer Report: Report written, oral or other communications from a "consumer reporting agency" that bears on an individual's "character, general reputation, personal characteristics or mode of living".
  • Education Verification: Ensuring that the selected applicant or employee possesses all educational credentials beyond high school listed on the applicant, resume or cover letter or otherwise cited by the applicant that qualify the individual for the position sought. The highest degree declared on the application will be verified. In addition, where appropriate, the process will include verification of any subordinate degree, license, certificate, or other academic credentials required for the position. An applicant recommended for hire may be required to submit official transcripts as proof of college degrees, when the attainment of the position is based upon the candidate having certain academic credentials
  • Employment Verification: This verification should include dates of employment and reasons for leaving each position.
  • Motor Vehicle Record: Obtaining information on an individual's accident history, convictions for moving violations, license suspensions or revocations, and personal information including the name, birth date and address of the individual.
  • Pre-Adverse Action Notice: When a background check report indicates potentially disqualifying information, the hiring department must provide the applicant with a Pre-Adverse Action Notice that sets the basis for the disqualification with a copy of the report and a copy of a statement of consumer rights under the Federal Fair Credit Reporting Act (FCRA).
  • Professional Licenses: Verifying that the selected applicant or employee possesses all the licenses listed on the application, resume or cover letter or otherwise cited by the applicant that qualify the individual for the position sought, including verification of the disposition of such licenses. This includes any motor vehicle drivers licenses required for the associated position.
  • Reference Check Process: Contacting prior employers or co-workers who are specifically identified by an applicant, as references that could provide information on the applicant's work history and aptness for employment. Verifying past employment, work habits and skills can be done in house, but usually is outsourced. Applicants must be informed that reference checks will be made before employment offers are final.
  • Security Sensitive Positions: Positions with the potential to expose the University to extensive liability and are designated by the University of New Hampshire.
  • Sex Offender Registry Check: Verifying that the selected applicant or employee does not have undisclosed convictions of certain and violent crimes in every jurisdiction where the applicant or employee currently resides or has resided.
  • Social Security Trace: Confirming person's identity.