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The document clarifies that it is informational rather than legal advice, and directs unresolved employment law questions to the Attorney General or relevant procurement offices. It outlines key state and federal law considerations, including Minnesota procurement requirements under M.S. 16C, and describes agency responsibilities such as completing the Service Contract Certification form before using the background check contract.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/volume-2-a-guide-for-vendor-conducted-employment-background-checks/175026/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/volume-2-a-guide-for-vendor-conducted-employment-background-checks/175026.png","ImageObject",442,249,{"name":88,"@type":89},"Maya Linwood","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-10-23","2026-09-02",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",9,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What is the purpose of this Volume 2 guide?","Question",{"text":109,"@type":110},"It provides general information for administering vendor-conducted pre-employment background checks and highlights additional considerations present when using a vendor.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"Does the guide provide legal advice?",{"text":114,"@type":110},"No. The document’s goal is general information, and unanswered employment-law questions may be directed to the Attorney General’s office.",{"name":116,"@type":107,"acceptedAnswer":117},"What Minnesota procurement rule affects vendor background check contracting?",{"text":118,"@type":110},"Minnesota Statute M.S. 16C limits contracting for services when qualified state employees are able and available, and it requires determinations under M.S. 16C.09 before entering or approving service contracts.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},175026,1790117368,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":136,"language":137,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":61,"update_tm":141,"read_time":142},962084928432,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","Volume 2: A Guide for Vendor Conducted Employment Background Checks\nEnterprise Human Resources Management, Minnesota Management & Budget (MMB)\nJanuary 18, 2012\nTABLE OF CONTENT\nPage\n\u0013 TOC \\h \\z \\u \\t \"Heading 2,1\" \u0014\u0013 HYPERLINK \\l \"_Toc347920180\" \u0014I.\tINTRODUCTION\t\u0013 PAGEREF _Toc347920180 \\h \u00143\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920181\" \u0014II.\tSTATE AND FEDERAL LAW CONSIDERATIONS\t\u0013 PAGEREF _Toc347920181 \\h \u00144\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920182\" \u0014III.\tGETTING STARTED\t\u0013 PAGEREF _Toc347920182 \\h \u001413\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920183\" \u0014APPENDIX A:  DEFINITIONS\t\u0013 PAGEREF _Toc347920183 \\h \u0014i\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920184\" \u0014APPENDIX B:  BCA CHART AND FORMS\t\u0013 PAGEREF _Toc347920184 \\h \u0014ii\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920185\" \u0014Appendix B-1:  BCA and American DataBank Criminal Background Check Comparison Chart\t\u0013 PAGEREF _Toc347920185 \\h \u0014ii\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920186\" \u0014Appendix B-2:  Pre-Adverse Action Notification\t\u0013 PAGEREF _Toc347920186 \\h \u0014v\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920187\" \u0014Appendix B-3:  Adverse Action Notification\t\u0013 PAGEREF _Toc347920187 \\h \u0014vi\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920188\" \u0014Appendix B-4:  Disclosure and Authorization Form (Fair Credit Reporting Act [FCRA])\t\u0013 PAGEREF _Toc347920188 \\h \u0014vii\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920189\" \u0014Appendix B-5:  Disclosure of Intent to Obtain Consumer Reports (Minn. Stat. 13C – Access to Consumer Reports)\t\u0013 PAGEREF _Toc347920189 \\h \u0014ix\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920190\" \u0014Appendix B-6:  Employment Reference Background Check\t\u0013 PAGEREF _Toc347920190 \\h \u0014xi\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920191\" \u0014Appendix B7 – Service Contract Certification Form\t\u0013 PAGEREF _Toc347920191 \\h \u0014xiii\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc347920192\" \u0014Appendix B8 – FCRA Rights Summary\t\u0013 PAGEREF _Toc347920192 \\h \u0014xvi\u0015\u0015\n\u0015Questions regarding this document can be directed to Tim Quicksell at (651) 259-3626, Human Resources Management Division, Minnesota Management & Budget.\nINTRODUCTION\nThis guidance document is Volume 2 in a two-part series on employment background checks.  \u0013 HYPERLINK \"https://mn.gov/mmb/assets/volume1-bcheckword_tcm1059-233399.docx\" \u0014Volume 1: A Guide for Employment Background Checks\u0015, provides information on employment background checks, with a focus on background checks conducted in-house, and Volume 2 focuses on background checks conducted by a vendor.  There are state and federal laws relevant to both in-house and vendor conducted background checks, and there are laws that apply only in a vendor context. This document is designed to focus on the additional considerations that are present when using a vendor.  Since many of the state and federal laws referenced in Volume 1 continue to apply in a vendor setting, both documents should be read together.\nThe purpose of this document is not to provide legal guidance.  Instead, its goal is to provide general information on administering vendor conducted pre-employment background checks.  Unanswered questions of employment law may be addressed with the Attorney General’s office.  Agencies may also consult with their procurement office or the Materials Management Division at the Department of Administration for questions relating to the use of state contracts.\nWhere this guide references the current statewide master contract background check vendor by name, “American DataBank,” the information being communicated is specific to the services provided by American DataBank.  Where the guide uses the term “vendor,” the information is general to services provided by employment background check providers.\n\u000fSTATE AND FEDERAL LAW CONSIDERATIONS\nA number of laws, rules and policies affect how employment background checks should be conducted.  It is important to keep in mind that many of the legal and policy considerations regarding employment background checks discussed in Volume 1 continue to apply to background checks conducted by a vendor.  Please see Volume 1 for a discussion of those considerations.\nThe following state and federal laws relate specifically to vendor-conducted pre-employment background checks.  Each ag","cbCaiodF81ma5DjO","https://ap.wps.com/l/cbCaiodF81ma5DjO","docx",272053,38,"English","# Introduction\n# State and Federal Law Considerations\n# Getting Started\n# Appendix A: Definitions\n# Appendix B: BCA Chart and Forms\n## Appendix B-1: BCA and American DataBank Criminal Background Check Comparison Chart\n## Appendix B-2: Pre-Adverse Action Notification\n## Appendix B-3: Adverse Action Notification\n## Appendix B-4: Disclosure and Authorization Form (FCRA)\n## Appendix B-5: Disclosure of Intent to Obtain Consumer Reports (Minn. Stat. 13C – Access to Consumer Reports)\n## Appendix B-6: Employment Reference Background Check\n## Appendix B7 – Service Contract Certification Form\n## Appendix B8 – FCRA Rights Summary","[{\"question\":\"What is the purpose of this Volume 2 guide?\",\"answer\":\"It provides general information for administering vendor-conducted pre-employment background checks and highlights additional considerations present when using a vendor.\"},{\"question\":\"Does the guide provide legal advice?\",\"answer\":\"No. The document’s goal is general information, and unanswered employment-law questions may be directed to the Attorney General’s office.\"},{\"question\":\"What Minnesota procurement rule affects vendor background check contracting?\",\"answer\":\"Minnesota Statute M.S. 16C limits contracting for services when qualified state employees are able and available, and it requires determinations under M.S. 16C.09 before entering or approving service contracts.\"}]","Volume 2: A Guide for Vendor Conducted Employment Background Checks | DOCX",1788317920,13]