RESOURCES

REGULATORY INFORMATION

Fair Credit Reporting Act (FCRA)

Summary of Rights Under the Fair Credit Reporting Act

FTC and EEOC Brochure – Background Checks: What Job Applicants and Employees Should Know

EEOC Guidance on Use of Criminal Records

EEOC Guidance on Pre-employment Inquires Under the ADA

Office of Foreign Assets Control (OFAC)

Office of Inspector General (OIG)

General Services Administration (GSA)

DOT Rules & Regulations for Drug Testing CFR 49 Part 40 

Americans With Disabilities ACT (ADA)

U.S. Patriot Act

LABORATORY & CLINIC INFORMATION

Find a LabCorp Patient Service Center (PSC)

Find a Quest Diagnostics Patient Service Center (PSC)

Find a Concentra (clinic)

DRUG SCREENING INFORMATION

Drug Testing Partner

Types of Drug Tests

Drugs of Abuse Reference Guide

Yes, but partnering with an experienced screening provider like ABI ensures compliance, accuracy, and efficiency. Employment screening laws vary by state, and navigating them incorrectly can expose your company to legal risks. ABI acts as an extension of your HR team, ensuring background checks are conducted legally and thoroughly.

Screening packages should be tailored to the specific role and industry. ABI works with businesses to develop customized screening solutions that help mitigate hiring risks while ensuring compliance.

Yes! Our secure XML integrations allow for seamless data transfer, eliminating duplicate entries and reducing errors in the hiring process.

All U.S. background checks are conducted by our highly trained operations team in the United States. We prioritize data security and compliance by keeping applicant and employee information safe and domestic.

Negligent hiring lawsuits can result in significant financial penalties if an employer fails to conduct proper background checks. If an applicant’s criminal history, employment history, or driving record is not verified and they pose a risk in the workplace, employers may be held legally liable.

At ABI, we stay up-to-date on all state, federal, and industry compliance regulations to help businesses reduce hiring risks.

This is the first step in a background check. It helps identify an applicant’s true address history, ensuring that all relevant jurisdictions are searched for potential criminal records. Without it, employers must rely solely on self-reported addresses, increasing the risk of missed records.

Most screening results are returned within 72 business hours. Some reports may be available within minutes, while others may take longer due to factors such as court delays or unresponsive previous employers.

State databases are not always updated consistently, making them less reliable. County-level searches provide real-time, accurate data directly from local courthouses, ensuring the most up-to-date information about an applicant's criminal history.

We implement strict security measures to safeguard sensitive applicant information:
✔ Encrypted Databases – All data is stored in highly secure, 128-bit encrypted systems
✔ Access Control – Only authorized personnel can view applicant data
✔ Masked Information – Social Security numbers and birthdates are redacted in reports
✔ Controlled Facilities – Our offices and fulfillment centers are secure and restricted

No single national criminal database includes all records. Not all courts report to centralized databases, and some records are not digitized.

However, ABI offers a National Criminal Database Search covering:
✔ Over 525 million records from thousands of jurisdictions
✔ Data from county courts, Department of Corrections, AOC, and offender registries
✔ Coverage across all 50 states, Washington D.C., Guam, and Puerto Rico

Important: A National Criminal Database Search should always be supplemented with county and state searches for the most comprehensive and accurate results. ABI automatically verifies any records found by checking directly with the originating courthouse.