Cook County Background Check Data Supplier
Accurate Background Screening Solutions for Employers in Cook County
With over 20 years of experience, Eagle Eye Screening Solutions provides wholesale public records retrieval services.
Businesses and Consumer Reporting Agencies (CRAs) operating in Cook County need reliable access to public records for employment background checks. Adhering to local, state, and federal regulations ensures compliance in hiring while reducing risks associated with inaccurate or incomplete information.
Eagle Eye Screening Solutions provides wholesale public records retrieval services tailored to employers conducting background screenings. Fast access to Cook County court records and verified data supports informed hiring decisions.
Order A Search For Cook County
Faster data turnaround times so you can get back to hiring.
Contact Form - Cook County County Page
Integration Partners
Faster data turnaround times so you can get back to hiring.
Hiring Regulations in Cook County
Ban-the-Box Law in Illinois:
Illinois enforces Ban-the-Box legislation to promote fair hiring practices. Under the Job Opportunities for Qualified Applicants Act, employers with 15 or more employees cannot ask about an applicant’s criminal history on an initial job application. Inquiries about criminal records may only occur after an interview or once a conditional job offer has been extended.
Chicago, located within Cook County, imposes additional restrictions on the use of criminal history in hiring. Employers must consider:
- The nature and severity of the offense.
- The time that has passed since the conviction.
- The relevance of the offense to the job’s responsibilities.
These requirements encourage fair employment opportunities while reducing discriminatory hiring practices. Businesses should assess policies to align with both state and local laws.
Marijuana Testing and Hiring Practices:
Illinois law permits the use of recreational and medical marijuana, affecting employer drug-testing policies. While employers retain the right to maintain drug-free workplaces, certain restrictions apply to hiring decisions based on cannabis use.
- Applicants cannot be disqualified solely for testing positive for marijuana unless the job involves safety-sensitive duties.
- Employers must provide a clear drug policy that aligns with Illinois employment laws.
- Federal regulations still apply to positions requiring compliance with Department of Transportation (DOT) or other federal oversight.
Businesses should review workplace policies to accommodate state laws while maintaining a safe and compliant work environment.
FCRA Compliance for Background Checks:
Employers in Cook County must follow the Fair Credit Reporting Act (FCRA) when using consumer reports in hiring. The FCRA outlines responsibilities for obtaining and using background check data, including:
- Securing written consent from applicants before conducting a background check.
- Providing a pre-adverse action notice if findings could impact the hiring decision.
- Allowing applicants to dispute inaccuracies before issuing a final hiring decision.
Noncompliance with FCRA requirements can result in penalties or legal action. Working with a trusted background screening provider helps businesses navigate these regulations.
Data Privacy Laws Affecting Background Screening in Cook County
Illinois enforces strict data privacy regulations that impact the handling of background check information. The Illinois Biometric Information Privacy Act (BIPA) requires businesses collecting biometric data, such as fingerprints, to:
- Obtain informed consent from individuals before collecting biometric data.
- Store biometric records securely to prevent unauthorized access.
- Provide a written policy on data retention and destruction.
Employers processing background checks must prioritize compliance with state data privacy laws to protect applicants’ personal information and avoid legal consequences.
Accessing Court Records in Cook County
Public records retrieval in Cook County may involve delays or access restrictions. Factors affecting background screening include:
- Variations in processing times depending on court workload and case type.
- Local policies governing the release of certain criminal records.
- Expunged or sealed cases that cannot be reported.
To comply with state and federal regulations, employers should:
- Conduct background checks after extending a conditional job offer.
- Issue pre-adverse and adverse action notices when background check results influence hiring decisions.
- Update internal policies to reflect current laws affecting employment screenings.
Results In the Blink of An Eye
Our Screening Services
Faster data turnaround times so you can get back to hiring.
Automated Records Searches
The automated search is a special kind of search offered by Eagle Eye Screening that gives our customers more options on the level of detail they desire in their particular solution.
Criminal Records Search
The criminal history search is one of the fundamental aspects of any background screening.
Civil Records Searches
In America today there are millions of civil cases filed each year, and each of these cases can give unique insights into all of the parties involved.
Federal Records Search
The national and federal nationwide criminal and civil search is our largest search that we offer.
Business Records Searches
Eagle Eye will go as far as to offer screening solutions centered around a business search.
Professional Affiliations
In the background screening industry today there are several specific organizations in place that set rules and guidelines which when adhered to give the guarantee of quality results.
Public Records Solutions for Cook County Employers
Reliable data is a key component of informed hiring decisions. Eagle Eye Screening Solutions delivers accurate public records retrieval services for CRAs and businesses conducting background screenings in Cook County.
Have Any Questions?
Contact Eagle Eye Screening Solutions today to improve the efficiency of your hiring process and maintain compliance with employment regulations.
Our team is looking forward to talking with you. For any inquiries, questions, or comments, please call 714-315-3739, or fill out the following form:
714-315-3739
