Know when a background check is safe to run, and what happens next.
ScreenSure helps employers map hiring stage, state guidance, and federal background-check workflow into one calm answer. It is built for hiring teams that need practical guidance before they order a report or act on one.
What ScreenSure answers
1. Whether your state generally pushes criminal-history review later in hiring.
2. What federal disclosure, authorization, and adverse-action steps still apply everywhere.
3. What the hiring team should do next, right now, instead of reading five static legal articles.
State timing
Later-stage screening is usually safer where fair-chance rules exist.
Federal baseline
Disclosure, authorization, pre-adverse, and adverse-action workflow stay visible in every result.
Trust posture
Every state summary shows reviewed dates and source links, with explicit city-law cautions when needed.
Step 1
Pick the work state and your hiring stage.
Step 2
Note the screening type and employer context.
Step 3
Get a status, next step, federal workflow checklist, and state-specific cautions.
Start with the states that create the most workflow risk.
Use the state guide library to understand where fair-chance timing rules are restrictive, where local laws may be stricter, and what your hiring team should document before acting on a report.
California
California has broad fair-chance limits for many employers. Default to waiting until after a conditional offer before asking for or acting on criminal-history information.
Illinois
Illinois generally pushes employers away from early criminal-history screening and toward a later-stage workflow with notice discipline.
New York
New York employers should treat criminal-history checks as a post-offer workflow and expect Article 23-A style relevance analysis before adverse action.
Washington
Washington limits early criminal-history questions and expects job-related reasoning if results may change a decision.
Ban-the-box laws by state
Use this page to understand where employers should delay criminal-history questions and why later-stage review is often safer.
Pre-adverse action checklist
A plain-English walkthrough of the notice, waiting period, and documentation flow employers should follow before adverse action.
Background check disclosure form rules
The disclosure and authorization form should stand alone and stay separate from application clutter or broad release language.
Fair chance hiring policy template
Draft your internal process around timing, who reviews reports, and how individualized assessment notes are stored.
Background check laws for remote hiring
Remote hiring can trigger a different state or city rule depending on where the candidate works, not just where the company is based.