Arizona (AZ) Pre-Employment Screening

              Pre Employment Screening In Arizona

              We Explain-You Decide which employment screening services you need.

          National Employment Screening provides professional employment screening services to Arizona employers to help you protect your
          employees and clients from the costly effects of making a "Bad Hire."

          We serve Phoenix, Tucson, Scottsdale, Flagstaff, Sedona, Lake Havasu and all other Arizona cities with employment background checks and
          pre employment  screening.

          We provide employment screening services for hospitals, oil drilling, nursing homes, franchised auto dealers, staffing companies, employee
          leasing companies, PEO's,  trucking and transportation companies, banks, high tech companies, insurance companies and all other
          employers in all Arizona cities.

          Call anytime to get more information about our Arizona Pre Employment screening and employment background check services at
          800.459.3034.

             Arizona employment screening law -Giving Employment References

          Arizona lawmakers have provided certain protections to employers who give job references within the following rules:
          If reference is presented in good faith, the employer is not liable for the disclosure regarding job references provided information regarding
          job performance, professional conducts, evaluation or reason for termination is provided in good faith. Good faith is presumed if the
          employer employs
          less than 100 employees, or, employs at least 100 employees and has a regular practice of providing such information. (Ariz Rev. Stat. §12
          -1361)

           Arizona Also has specific laws regarding the employment screening of certain safety sensitive positions for employees at Arizona Universities.

          The revised statute also provides for fingerprinting requirements and immunity from civil liability.

             Arizona Revised Statutes §15-1649  Fingerprinting academic and nonacademic personnel; civil immunity; definitions

          Under Arizona Revised Statute 15-1649 the finalist for positions not designated as security or safety-sensitive will be subject to a name-
          based criminal background check.

          Regular and graduate student employees, affiliates, associates and volunteers are not subject to criminal background checks unless they are
          performing in a security- or safety-sensitive position. 

          For your convenience Az Statute 15-649 can be found below.

          15-1649. Fingerprinting academic and nonacademic personnel; civil immunity; definitions

          A. The finalist for a security or safety-sensitive position at a university that is under the jurisdiction of the Arizona board of regents shall be
          fingerprinted as a condition of employment. The finalist shall submit a full set of fingerprints to the university for the purpose of obtaining a
          state and federal criminal records check pursuant to section 41-1750 and Public Law 92-544. The department of public safety may exchange
          this fingerprint data with the federal bureau of investigation.

          B. A university may use information obtained pursuant to this section only for the purpose of evaluating the finalists for employment in
          security or safety-sensitive positions. A university may provide information received pursuant to this section to any other university that is
          evaluating the finalist for employment if the university is under the jurisdiction of the Arizona board of regents. A university may refuse to
          hire, may rescind an offer of employment to or may review and terminate the employment of a finalist or employee who has been convicted
          of or who has admitted committing any criminal offense. A university that is considering terminating an employee pursuant to this subsection
          shall provide due process to the employe in accordance with policies adopted by the Arizona board of regents and the university before
          taking disciplinary action.

         C. A university that relies on information obtained pursuant to this section in making employment decisions is immune from civil liability for
         use of the information unless the information obtained is false and the university knows the information is false or acts with reckless
         disregard of the information's truth or falsity.

          A security or safety-sensitive position shall be identified as a security or safety-sensitive position in the job description and in any
          advertisements for the position. For the purposes of this section:

          1. "Finalist" means any person in the group of individuals actually submitted to the hiring official for selection as a new hire or any employee
          of a university who seeks a transfer, a reclassification or a reassignment to a security or safety-sensitive position.

          2. "Security or safety-sensitive position" means any position designated as a security or safety-sensitive position by a university due to
          applicable federal or state law or pursuant to rules or policies adopted by the Arizona board of regents or the university.

          Arizona employment screening: At Will Employment Law

          Arizona is an at will employment state. The employment relationship may be terminated by either the employee or the employer unless
          both the employee and the employer have signed a written contract to the contrary. Both the employee and the employer must sign the
          written contract, or the written contract must be set forth in the employment handbook, manual or any similar document that is distributed to
          the employee.
          Unlike some states, in Arizona generally, employees who work under an employment contract can only be terminated for reasons specified in
          the contract.

         Please note that Federal employment screening law mandates background checks for employees who are engaged in particular industries.
         The Office of Inspector General of the Department of Health and Human Services maintains a list of individuals who are excluded from
         participation in any of its federally-funded healthcare programs. Exclusions are due to convictions for program-related fraud and patient
         abuse, licensing board actions and
         default on health education assistance loans. Therefore, employers in affected industries should check the OIG Exclusion list before hiring
         employees who might work in such programs. The FACIS program is also very important when screening medical personnel. Click Here for
         more information on FACIS.

         Arizona employment screening law:  Denying employment Ariz. Rev. Stat. § 13-904(E).

        In Arizona, public employers may deny employment on the basis of a conviction, and agencies may deny licenses to persons whose civil
        rights have been restored only if a reasonable relationship exists between the conviction and employment or license sought. The law does
        not apply to law enforcement agencies.

    

       Our researchers obtain records from the following sources:  Arizona Public Access Court Case Information includes criminal records from
       all courts in Arizona.  Locations Included: Maricopa, Mohave, Navajo, Pima, Pinal, Santa Cruz, Yavapai, Apache, Cochise, Coconino, Gila,
       Graham, Greenlee, La Paz,  and Yuma.

       Arizona Statewide Felony Search includes criminal records from:

  • Arizona Department of Corrections
  • Arizona Superior Courts
  • Arizona Registered Sex Offenders
  • Pima County Superior Court

      Arizona Statewide Misdemeanor Search includes records from:

  • Arizona Municipal & Justice Courts
  • Pima County Consolidated Justice Court

      A county level search should be conducted to confirm most current information. Reported information includes:  detailed case information,
      i.e., case type, charges, filing and disposition dates. We report any felony conviction we discover, even if the conviction is older than seven
      years in Arizona.

     Arizona Drug Screening

     Arizona
     Christy Dye
     Chief
     Bureau of Substance Abuse & General Mental Health
     Division of Arizona Behavioral Health Services
     Department of Health Services
     2122 East Highland
     Phoenix, AZ 85016
     Tel: 602/ 381-8999
     Fax: 602/ 553-9143
     website: www.azdhs.gov/bhs/bsagmh.htm

     Pre employment screening and background check services available in Arizona: (Click on each link for more information)
 
     Pre-employment screening searches are available in the following states.
     Click a state below to see pre employment screening law, employment screening information, tips and specific
     pre employment screening searches available in that state:
 
     Alabama  employment screening (AL), Alaska employment screening (AK), Arizona employment screening (AZ),
     Arkansas employment screening  (AR), California employment screening  (CA), Colorado employment screening (CO),
     Connecticut employment screening  (CT), Delaware employment screening  (DE), Florida  employment screening (FL),
     Georgia  employment screening (GA), Hawaii employment screening (HI), Idaho employment screening  (ID),
     Illinois employment screening (IL), Indiana employment screening  (IN), Iowa employment screening  (IA),
     Kansas employment screening  (KS), Kentucky employment screening  (KY), Louisiana employment screening  (LA),
     Maine employment screening  (ME), Maryland employment screening  (MD), Massachusetts employment screening  (MA),
     Michigan employment screening (MI), Minnesota employment screening  (MN), Mississippi employment screening  (MS),
     Missouri employment screening  (MO), Montana employment screening  (MT), Nebraska employment screening  (NE),
     Nevada (NV), New Hampshire employment screening  (NH), New Jersey employment screening  (NJ),
     New Mexico employment screening  (NM), New York employment screening  (NY), North Carolina employment screening  (NC),
     North Dakota employment screening  (ND), Ohio employment screening  (OH), Oklahoma employment screening  (OK),
     Oregon employment screening  (OR), Pennsylvania employment screening  (PA), Rhode Island employment screening  (RI),
     South Carolina employment screening  (SC), South Dakota employment screening  (SD), Tennessee employment screening  (TN),
     Texas employment screening  (TX), Utah employment screening  (UT), Vermont employment screening  (VT),
     Virginia employment screening  (VA) , Washington employment screening  (WA), West Virginia employment screening  (WV),
     Wisconsin employment screening  (WI), Wyoming employment screening  (WY

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      None of the information in this web site should be construed as legal advice. All forms policies, terms, information and procedures should be
      reviewed by your legal counsel before being used in any way.