Maryland List of Counties
Maryland Background Checks
Maryland employers have the benefit of records being very well maintained in Intelfi’s database. The Maryland Judiciary System reports a majority of its data reliably, on a regular basis. On top of this, Intelifi has LiveRunner technology in almost every county in Maryland, so you can get real-time County Criminal Reports directly from the court when needed. If you are screening job candidates in Maryland, we can assist you with obtaining a comprehensive report to make sure that you leave no stone unturned. Maryland is also a state that is limited by the FCRA to report convictions going back no further than seven years – and Intelifi is an expert at monitoring exact dates of criminal records to ensure you remain compliant. This is very important when making hiring decisions in a state with this limitation.Maryland criminal background checks will report all Felony and Misdemeanor convictions, which vary from severe crimes such as Sodomy, to less serious offenses such as Street Racing.Contact Intelifi today to begin comprehensive pre-employment screening in the state of Maine.
- Restriction : Key Municipal Employment Restriction on Private Employers - Also See Municipal Resource Tab
Employers in Montgomery County that have 15 or more full-time employees may not search for applicant’s conviction history until after the conclusion of the first interview. If the employer intends to rescind a conditional offer, the employer must then provide the applicant with a copy of the background check and specify the disqualifying information and give the applicant seven days to review the information.
- Restriction : State Public Employees - Ban-the-Box Provisions
State public employers may not inquire into the criminal history of an applicant for employment until the applicant has been interviewed, or provided an opportunity for an interview.
See State Finance and Procurement (gsf) 2-203
- Restriction : Use of credit report
As of October 2011, an employer may not use a credit report to deny employment, discharge an employee, or use of compensation determination. However, per the statute, an employer may request the credit report on an applicant after an offer for employment has been made. The Bill specifically authorizes other types of consumer reports for background screening permitted under the FCRA. ALSO - A credit report may be used for "Bona Fide Purposes" that are substantially job-related and if the obtaining of a credit report is disclosed to the applicant or employee in writing. To see what is covered by Bona Fid Purposes, click on Additional Information. To learn which employers are exempted, click on Exemptions of Note.
User Restriction, Credit Reports MD Code, Labor and Employment §3-711, is effective October 1, 2011. Bona Fide purposes include: 1) A manager of a business, department, division, unit or agency; 2) Those having access to personal information of a customer, employee or employer (except customer information supplied in a typical retail transaction is not included); 3) A position having a fiduciary responsibility to the employer, including the issuance of payments, collecting debts, transfer of money or entering into contracts on behalf of employer; 4) An employee having an expense account or corporate debit or credit card; 5) An employee with access to a formula, pattern, computation, program, device, method, technique or process that (a) is a business secret and the one who discloses could obtain economic value there from and (b) the employer maintains reasonable procedures to keep the information secret; 6) An employee who has access to other confidential business information. Please see the Exceptions Link for four specifically-mentioned exceptions in this Law.
Exceptions of Note:
Here are the specific employer exemptions: 1) if requred by federal or state law; 2) if employer is insured financial institution, inclduing affiliate ot subsidiary; 3) Credit Union Shared Guaranty Corporation approved by the Maryland Commissioner of Financial Regulation;4) An entity registered as an investment advisor by the U.S. Securities and Exchange Commission.
- Restriction : Use of Social Media Password Information
Employer may not request employee or applicant to disclose his/her user name, password or other means of accessing the personal accounts, social media, etc.
See MD Code, Labor and Employment §3-712, effective October 1, 2012. Maryland became the first state to pass a law banning employers from asking applicants from asking for their social media password.
Exceptions of Note:
The Act does not prohibit the employer from viewing such sites, just that they cannot get behind the privacy settings. In other words, employers can see and consider publically available information on the Internet regarding an applicant or employee.