The Global Background Check Blog

A recent EEOC settlement is an important reminder that an employer’s hiring standards cannot screen out qualified applicants with disabilities unless the standards are legally supportable. On September 2, 2026, the U.S. Equal Employment Opportunity Commission announced that Damar Services, an Indianapolis residential-services provider, agreed to pay $65,000 and make policy changes to resolve a disability-discrimination lawsuit. The EEOC alleged that the company used qualifica

Effective December 10, 2026, certain Australian organizations must disclose qualifying automated decisions in their privacy policies. The rule applies when a computer program uses an individual’s personal information to make, or materially help make, a decision that could significantly affect that person’s rights or interests. For employers and background screening providers, the key point is simple: This is not a new criminal background check requirement and it does not appl

Delaware private schools and youth camps directly operated by private schools must now use the State’s required fingerprint-based background-check process for covered employees, contractors, and volunteers. The change took effect July 1, 2026, and covered child-serving entities and private schools were required to comply by September 1, 2026. It removed the former option for private schools and youth camps to use a name-based Delaware check with a private third-party out-of-s

Background checks serve an important purpose. Employers need to protect their employees, customers, patients, clients, property and organizations. But I believe the person being screened deserves protection too. That belief is one of the reasons I helped build Global Background Screening. I've spent over 2 decades in the background screening industry, and one thing has always bothered me: The idea that a "better" background check is simply the one that returns the most inform

San Francisco expanded its Fair Chance Ordinance (FCO) effective August 10, 2026. This change impacts employers and affordable housing providers that consider criminal-history information in their hiring or housing decisions. The amendment—San Francisco Ordinance No. 128-26—introduces new protections for certain out-of-state arrests and convictions. It also increases potential administrative penalties and available liquidated damages for violations. This isn't a blanket rule

Source publication date: October 29, 2024 Global Background Screening’s publicly available pricing and service information was cited in an economic analysis accompanying a proposed rule issued by the U.S. Department of Justice’s National Security Division. The analysis cited GBS’s $150–$250 pricing for business background checks and described information available through those services, including company registration, directorships, financial information, judgments, liens, b

Minnesota healthcare, care-provider, foster-care, behavioral-health, and social-service employers should review new 2026 requirements from the Minnesota Department of Human Services (DHS). The changes expand certain roles that require a DHS background study, update some disqualification criteria, and continue the transition to NETStudy 2.0 for covered providers. These requirements apply to specific regulated Minnesota settings and are not the same as a standard employment bac