Frequently Asked Questions



FAQ: DO APPLICANTS NEED TO SIGN A RELEASE FORM?
Yes, each applicant needs to complete and sign a release in order to be in compliance with the FCRA. There are select searches which also require the release form to be faxed in to Falcon Vision. You must also keep the signed release form on file for at least three years even if you do not hire the individual. Release forms of hired employees, should remain on file during the entire time they are employed with your organization.

FAQ: WHY EMPLOYERS SHOULD RUN EMPLOYMENT CREDIT CHECKS?
This is an absolute must if the applicant will be handling money, be disbursing money or be placed in a position of financial trust. The employment credit check can identify the possibility of financial problems that may adversely affect an applicant's performance on the job.

FAQ: WHAT IS THE FCRA?
The Fair Credit Reporting Act (FCRA) is an act which provides the guidelines employers need to follow when performing employment screening. The FCRA rules apply whenever an employer requests a consumer report from our agency. A consumer report includes any written, oral or other communication of information regarding the applicants credit worthiness, credit standing, character, general reputation and personal characteristics which is used as a factor to establish eligibility for employment. The FCRA requires that employers must comply with certain reporting requirements when using an agency to screen employees or applicants.

FAQ: IS FALCON VISION FCRA COMPLIANT?
Rest assured, Falcon Vision is fully FCRA compliant. As a consumer reporting agency, Falcon Vision abides by all federal and statewide regulations. Our team of compliance experts will help you ensure that your organization always remains fully FCRA compliant.

FAQ: SHOULD I RUN COUNTY SEARCHES OVER STATEWIDE OR NATIONAL SEARCHES?
All three of these these searches involve criminal records containing similar misdemeanor and felony conviction information. However, the county criminal records search offers the most current detailed information, as it is being retrieved from the source. County criminal records are the the cornerstone of a thorough criminal background checks.

FAQ: HOW FAR BACK DO CRIMINAL SEARCHES GO?
In general, felony and misdemeanor checks run for the past seven years. If there is a guilty conviction past 7 years, there are no federal limitations on reporting the information. Falcon Vision provides information going as far back as each courthouse allows. However, individual states may have their own limitations. Please contact us directly for information on individual state laws.

FAQ: DO ALL STATES OFFER A STATEWIDE CRIMINAL SEARCH?
All states do not require their county courts to report to their statewide criminal repository. Therefore, statewide criminal record information may not be available in all states. Here are a few states in which statewide searches are not available: Alaska, California, Delaware, Nevada, New York, South Dakota and West Virginia.

FAQ: CAN FALCON VISION SEND SCREENING RESULTS TO APPLICANT?
Absolutely, if you provide your applicant's e-mail address into the client portal when ordering their background check, Falcon Vision will automatically e-mail the applicant their completed report.

FAQ: DO WE USE A DATABASE TO PULL CRIMINAL RECORDS?
We do offer instant multiple jurisdiction criminal database searches. However, our county and state criminal searches are conducted directly at the courthouse. By researching at the courthouse level we ensure that we are providing the most accurate and up to date information possible.

FAQ: HOW DOES A COMPANY AVOID NEGLIGANT HIRING LIABILITY?
There are several steps that employers can take to protect themselves against negligent hiring liability. First, employers should thoroughly check references and verify all pertinent information about each job applicant before making a job offer. A county criminal record search should be conducted for each place of residence a candidate has lived at for at least the last seven years. Further, employers should check a minimum of three business or professional references with whom the applicant has worked with on a daily basis within the last seven years. It is also to the advantage of the employer to verify all degrees and licenses claimed by the applicant. With the following steps taken, employers can demonstrate that reasonable care was used in the hiring process.

FAQ: WHAT IS NEGLIGENT HIRING?
Negligent hiring is a legal term under which employers can be held responsible for injuries caused by their employees if it can be shown that they failed to exercise reasonable caution when hiring an employee.

Most negligent hiring lawsuits maintain that the employer failed to conduct reasonable pre-employment screening such as reference checks, investigation of criminal records and other background information that would have disclosed the employee's past misconduct. The courts can declare the the employer was negligent for putting a person with criminal or otherwise dangerous history in a position where they could pose a threat to others.

FAQ: HOW ARE SEARCH RESULTS RECEIVED?
Most of our clients view completed reports via our online portal, and additional reports can be delivered by e-mail and/or fax. Further, completed report results can be sent to multiple parties and clients have the ability to request completed report results individually or all at once when all requested reporting is complete.

FAQ: WHAT ARE YOUR PAYMENT OPTIONS?
Falcon Vision offers mulitple payment options. Our clients may pay by credit card or by check. Credit card clients can choose to pay each time searches are ordered, or may opt for reoccurring monthly credit card invoicing. NET 30 terms are given upon credit approval.

NEGLIGENT HIRING JURY AWARDS AVERAGE IN EXCESS OF $500,000 AND THAT DOES NOT INCLUDE LEGAL EXPENSES AND COURT FEES