Pennsylvania List of Counties
Pennsylvania Background Checks
Criminal background checks in Pennsylvania typically rely on a National Database search, and County Criminal Reports when needed. One great benefit to Pennsylvania employers is that the Unified Judicial System of Pennsylvania is very reliable with reporting their criminal record data to national databases. This means that most employers can keep their pre-employment background screening costs at a minimum, and also receive instant results for almost every candidate. In the event that a County Criminal Report is needed, Intelifi sends court researchers to every single county in Pennsylvania on a daily basis to perform record checks. This is how you can obtain information that is very recent and may not have yet been reported up to the state court system. Intelifi can create a custom package to suit your specific needs.In Pennsylvania, Felony and Misdemeanor convictions are reported. These can range from severe offenses such as Burglary, to less serious crimes like Shoplifting.To begin comprehensive pre-employment screening in Pennsylvania, contact Intelifi today to speak to one of our account representatives.
- Restriction : Information on report must be relevant to job
An employer may only consider felony and misdemeanor convictions to the extent that they relate to suitability of employment. If a decision is made on a past conviction, the employer must inform the applicant. Pennsylvania also has a lesser category of offenses known as "summary offenses". This statute is silent on whether such offences can be used by an employer. The preceding section, 18 Pa.C.S. § 9124, specifically addresses that summary offenses cannot be used to deny the granting of a license. This creates a legal issue of statutory construction and no court has construed this statute. A conservative reading suggests that an employer in Pennsylvania should not review summary offenses.
Additional Info :
See 18 PACSA §9125. An employer may consider non-conviction criminal conduct at its work place to deny employment. Cisco v. U.P.S., 476 A. 2d 1340 (Pa. Sup. 1984) otherwise arrests cannot be used. In this case the applicant had been fired for conduct that was criminal in nature. Applicant argued that UPS could not consider this when he re-applied to work there since it was not a conviction. The court disagreed with the applicant. Whether an employer can consider such conduct at another employer, which is learned during a reference check, has not been decided. The author believes that this would be permitted.
Statute Link :
Useful State Web Page :
The Pennsylvania Human Relations Commission, Publications, “Pre-Employment Inquiries” is available at http://www.portal.state.pa.us/portal/server.pt/community/publications___faq/18983/other_publications/709208.
- Restriction : Key Municipal Employment Restriction on Private Employers - Also See Municipal Resource Tab
Employers having ten (10) or more employees within the city of Philadelphia are subject to new restrictions in regard to the use of criminal records. Effective March 15, 2016, a new ordinance goes into effect that is more restrictive, including lowering the threshold to all employers with one or more employees.
Additional Info :
The first bill was "Bill No. 110111-A". The bill creates a new section Title 9 in the city code: Chapter 9-3000 entitled: "Fair Criminal Records Screening Standards". This is now available from several sources now on the Internet, but not from the city's site. The newest ordinance (Bill 150815) expands the regulation, but not until 3-15-2016. Details will be provided later.