Employment Background Checks In Missouri

All employment background check services including instant driving records, pre-employment drug screening, employment criminal record background checks and pre employment verifications are available in Missouri.

Ban The Box Updated September 2016

Missouri Governor Jay Nixon has signed Ban the Box legislation according to the Governors’s website. State agencies are directed to lessen unnecessary barriers to jobs by removing questions relating to criminal history from initial state employment applications.

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

Our criminal records   Smart Search Plus®  has become the industry standard for a quality FCRA Compliant criminal records background check in Missouri.

It includes an unlimited check of the Federal criminal records repositories in the states where the applicant has lived for the past 7 years.

It also includes a check of any needed state and county criminal records checks as well as a social security number address history trace, a multi-state criminal records database search and a check of of the sex offender registry in all 50 states.

It is the criminal records background check now chosen by most of our clients. For a brief overview of all of our employment screening services, please  Click Here

Call anytime to get more information about our Missouri Employment screening services at  800.459.3034.

We provide employment screening services for employers in all Missouri cities including Hannibal, St. Louis, Joplin, Branson and all other cities.

Giving Employment References in Missouri

Missouri Statutes provide that:

An employer may: respond in writing to a written request concerning a current or former employee from an entity or person which the employer reasonably believes to be a prospective employer of such employee; and disclose the nature and character of service rendered by such employee to such employer and the duration thereof; and truly state for what cause, if any, such employee was discharged or voluntarily quit such service.

The employer shall send a copy of any letter provided to the current employee or former employee at the employee’s last known address.

The current or former employee may request from the employer a copy of the letter provided pursuant to this section for up to one year following the date of such letter.

For purposes of this section, an employer shall be immune from civil liability for any response made pursuant to this section or for any consequences of such response, unless such response was false and made with knowledge that it was false or with reckless disregard for whether such response was true or false.

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®