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Employment discrimination against persons with criminal records in the United States has been illegal since enactment of the Civil Rights Act of 1964. [citation needed] Employers retain the right to lawfully consider an applicant's or employee's criminal conviction(s) for employment purposes e.g., hiring, retention, promotion, benefits, and delegated duties.
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An SSBI is required for Top Secret, Q, and SCI access, and involves agents contacting employers, coworkers and other individuals. Standard elements include checks of employment; education; organization affiliations; local agencies; where the subject has lived, worked, or gone to school; and interviews with persons who know the individual.
Such a search may produce information about criminal and non-criminal charges that do not otherwise appear on a state criminal history abstract. For employment screening purposes, unless state law provides otherwise, criminal convictions may be reported to a potential employer within a 7-year time range from the date of conviction.
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A background check is a process used by an organisation or person to verify that an individual is who they claim to be, and check their past record to confirm education, employment history, and other activities, and for a criminal record. The frequency, purpose, and legitimacy of background checks vary among countries, industries, and individuals.
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