Frequently Asked Questions

No. Clients sign a client agreement that outlines your FCRA responsibilities, but there are no startup fees, monthly minimums, or long-term commitments. You order when you need to — whether that's one check a month or one hundred.

It depends on your industry and the role. Common packages include criminal searches, Social Security traces, MVR (driving histories), and credit reports for financial positions. Certain industries — healthcare, education, childcare — have specific legal requirements. Our team can recommend the right combination for your needs. Contact us and we'll walk you through it.

Sign our client agreement or call us at 860-678-0066 to get started. Once set up, we'll provide sample release forms for your applicants to sign, or set you up with our applicant management center so subjects can sign electronically. We'll walk you through the entire ordering process — there's no cost to open an account.

Pricing varies based on the searches ordered. We don't publish a one-size-fits-all rate because most clients use a combination of searches tailored to their needs. Contact us to get pricing specific to your screening package.

Yes. We run background checks nationwide, including national criminal databases, federal court records, and county-level searches in any jurisdiction. Note that the laws of the state where the candidate lives or where the job is located may impose additional requirements.

Yes. We run background checks for a wide range of permissible purposes under the FCRA. This includes employees, contractors, volunteers, students, coaches, camp counselors, and others working with or around vulnerable populations. If you have a legitimate screening need, there is a good chance we can help.

The same disclosure and authorization requirements apply regardless of the purpose.

The Fair Credit Reporting Act (FCRA) is the federal law governing the use of background check information in employment decisions. Key requirements include: written disclosure and authorization before ordering a report; providing a copy of the report and Summary of Rights before taking adverse action; and following the two-step adverse action notice process. Violations can result in statutory damages of $100–$1,000 per violation plus attorney's fees — and class action exposure if the violation affects multiple applicants.

Yes. We operate in full compliance with the FCRA, FTC guidelines, and all applicable state regulations. Our team is FCRA-certified and we stay current with regulatory changes so our clients don't have to.

You must follow the FCRA adverse action process: (1) Send a pre-adverse action letter with a copy of the report and a Summary of Rights. (2) Wait at least 5 business days to allow the applicant to dispute any errors. (3) Send the final adverse action letter. Both notices must identify the consumer reporting agency used. Skipping any step exposes your organization to legal liability. Note that some states and localities impose additional requirements beyond the FCRA minimum — such as longer waiting periods or expanded notice obligations. Consult legal counsel if you hire in multiple states.

Yes. The FCRA, state law, and EEOC guidance all place limits on how criminal history can be used. You generally must perform an individualized assessment — considering the nature of the crime, how much time has passed, and its relevance to the job.

No. The FCRA applies any time a consumer report is used to make an employment decision — including promotions, reassignments, and terminations. If a background check influenced the decision, the adverse action rules apply.

Once your account is set up, you can order through our secure online portal, by email, or by fax. Before running any check, you will need to provide a signed release form from the applicant or certify that you have one on file. We will provide sample release forms when you set up your account, which you can have your employment attorney review.

Most background checks are returned within 24–72 hours. Turnaround time depends on the searches ordered. Criminal database searches and SSN traces are often same-day or next-day. County court record searches, employment verifications, and drug testing results may take longer based on court schedules and third-party response times.

Reports are delivered through our secure client portal or by fax, to authorized personnel only. Access is tightly controlled to protect applicant data in accordance with FCRA requirements and our data security obligations as a PBSA-accredited CRA.

A Social Security trace identifies names and addresses historically associated with an applicant's SSN. It is the foundation for determining which jurisdictions and aliases to search for criminal records, helping make sure you are not missing history tied to a prior address or name.

A county search searches actual court records for a specific county — the most accurate and detailed search available. A statewide search covers all courts within a single state from a central repository (where available). A national criminal search scans a large aggregated database — useful for identifying jurisdictions to search but not a substitute for actual court records. Most employers use a combination.

Our Connecticut criminal database goes back to the late 1990s. Most other providers only report 7–10 years of history, which can leave significant gaps. Note: Connecticut's Clean Slate law automatically seals certain convictions after a waiting period, meaning some records that were once visible may no longer be legally reportable.

Yes. We offer pre-employment drug testing as part of a comprehensive screening package, including DOT alcohol and drug testing. We can also set up random testing programs for your organization. Contact us for collection site locations and panel options.

Connecticut's Ban the Box law (PA 16-83, codified at CGS §31-51i) prohibits most employers from asking about criminal history on a job application. Employers may inquire about criminal history only after an initial interview or after a conditional offer of employment has been extended. Exceptions apply for positions where a clean record is a bona fide occupational requirement under state or federal law.

Connecticut's Clean Slate Act (CGS §54-142) provides for the automatic erasure of certain criminal records after a waiting period — generally 7 years for misdemeanors and eligible felonies. Once erased, those records cannot legally appear on a background check report and the individual may legally state they were not convicted of those offenses. Employers cannot consider erased records.

Connecticut's HB 6100 (PA 21-37) requires that employers in specific sectors use a PBSA-accredited CRA for background checks and mandates that the check include a local, national, sex offender, and multi-state search. It also strengthens individualized assessment requirements. Research Services is PBSA-accredited and compliant with these requirements.

With restrictions. Connecticut PA 11-223 (CGS §31-51tt) limits an employer's ability to use credit history in employment decisions. Employers may only use credit reports when the information is substantially job-related and the employer's need is disclosed in writing. Certain positions — financial roles, roles with access to trade secrets, or positions required by law — are exempt.

To request a copy, you can call us at 860-678-0066, email us at contact@ctbackgroundchecks.com, or mail a written request along with a copy of a valid government-issued ID to 124 Simsbury Rd Box A-5, Avon, CT 06001.

To protect your privacy, we will verify your identity before releasing any report. Once confirmed, we will send your report to the address or email on file.

Yes. The FCRA gives applicants the right to dispute inaccurate or incomplete information directly with the consumer reporting agency at any time — including after an adverse action decision has been made. We are required to investigate disputes within 30 days and correct or delete any information that cannot be verified.

Before a final adverse action is taken, the applicant must receive: (1) a copy of the background check report, (2) a written Summary of Rights under the FCRA, and (3) at least 5 business days to review and dispute any inaccuracies. This is the pre-adverse action notice requirement. See our adverse action guide for templates and step-by-step instructions.