District of Columbia List of Counties
District of Columbia Background Checks
The District of Columbia is a unique region for employers. Intelifi has LiveRunner technology in Washington D.C., which means that we provide a real-time, County Criminal Report in less than 30 minutes. While many other states must rely on clerk searches that can take multiple business days, Intelifi has direct access to the courts in D.C. and can help you thoroughly screen your job candidates with confidence. Combining our LiveRunner technology with our comprehensive National Criminal Report means that employers in the District of Columbia can rest assured they have done their due diligence.Criminal background checks in Washington D.C. report all Felony and Misdemeanor convictions, which range from serious offenses such as Armed Robbery to less severe crimes such as Simple Possession.Contact Intelifi today to begin comprehensive pre-employment screening in the District of Columbia.
- Restriction : Applicant/subject cannot be required to pay for background check or portion of
An employer cannot require any person to pay for criminal records.
The statute is D.C. Code §2-102.66.
Statute Link :
- Restriction : Use of criminal record only after conditional offer of employment
As of October 31, 2015, a new law prohibits employers with 10 or more employees (in DC) from asking an applicant about convictions, arrests, or accusations until a conditional offer of employment is made. An employer may later withdraw a conditional offer of employment to an applicant based on criminal conviction information only for a “legitimate business reason.”
Bill 20-642 was signed by the Mayor. The six "legitimate business reasons listed in the Act are: 1) the specific duties and responsibilities related to the job sought, 2) the bearing the crime will have on the applicant’s ability to perform his or her job duties, 3) the time elapsed since the occurrence of the criminal offense, 4) the age of the applicant at the time of the crime, 5) the frequency and seriousness of the crime, and 6) information produced by the applicant establishing rehabilitation or good conduct. Further, the law prohibits an employer from making such a conviction inquiry or conducting a criminal background check until after a conditional offer of employment is made.
Exceptions of Note:
Other than employers of 9 employees or less, the Act does not apply: 1) when a federal or D.C. law or regulation “requires” the consideration of an applicant’s criminal history; 2) a position designated as part of a government program or obligation designed to employ those with criminal histories; 3) or to any facility or employer providing programs, services, or direct care to minors or vulnerable adults.
Statute Link :