Wyoming Employment Background check Screening Services
All employment screening services including pre-employment drug screening and pre-employment criminal record background checks are available in Wyoming.
Arrest: No Wyoming statutes have been located that specifically restrict an employer’s ability to obtain and/or use arrest records.
Conviction: No Wyoming statutes have been located that specifically restrict an employers ability to obtain and/or use arrest or conviction records
National Employment Screening provides professional employment screening services to Wyoming 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 criminal records background check.
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 an FCRA compliant 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
We serve Laramie, Cheyenne, Casper, Butte and all other Wyoming cities.
Employment screening law: Giving Employment References In Wyoming
Apparently, Wyoming employment screening law does not provide specific protection to employers as it relates to supplying references concerning past employment.
It would seem that previous employers may provide any non-confidential information about a previous employee, so long as it’s true and isn’t provided to maliciously harm the employee.
An employer who provides false information that disparages the employee may be liable for defamation.
Lacking specific protection by state law, In order to avoid potential liability, many employers often refuse to comment on a past employee’s job performance and confirm only minimal information such as dates of hire and separation, plus wage or salary information.