Employers use a variety of tools to make informed hiring decisions, and background checks are among the most valuable when conducted in compliance with applicable laws.   When used appropriately, these screenings help employers evaluate a candidate’s qualifications and determine their suitability for a position.

Employment background checks may include information related to a candidate’s criminal history, education, and employment background. Because these reports are considered consumer reports under the Fair Credit Reporting Act (FCRA), employers must follow specific legal requirements before obtaining and using them.  This includes providing proper disclosures, obtaining written authorization from the candidate, and adhering to required adverse action procedures when information in a report may impact an employment decision.

This guide explains what employers need to know about Nebraska background checks, including what they may include, how far back information can be reported, and how state and federal laws - such as the FCRA - affect the screening process.

What Is a Nebraska Background Check?

A Nebraska background check is a screening tool employers use to review an applicant’s history for employment-related purposes. When conducted in compliance with the Fair Credit Reporting Act (FCRA) and applicable state laws, these checks help employers assess a candidate’s identity and evaluate job-related information relevant to the position.

Employers may also conduct background checks internally. The scope of these checks often varies based on the responsibilities of the role. For instance, candidates for managerial positions typically undergo more comprehensive screening than entry-level applicants due to the higher level of authority and accountability associated with the roles.

Employers also conduct extensive screenings when filling caregiving roles. Employees in positions such as EMS personnel, caregivers, and first responders regularly work with vulnerable populations, including children and the elderly. As a result, thorough vetting is essential to ensure their safety and well-being.

A comprehensive background check program helps maintain a safe work environment, enhances productivity, and strengthens an organization’s reputation. In Nebraska, employers must implement the appropriate searches specific to the role within their industry to ensure they are hiring qualified individuals. Common screening components include identity verification, criminal history checks, and education verification.

What Does a Nebraska Background Check Show?

Nebraska background checks provide information based on the search types conducted. These searches may include, but are not limited to, criminal and civil records checks, education and employment verification, and Social Security number traces.

• Criminal History: Criminal history checks identify a candidate’s pending criminal cases and convictions, including details such as the offense type, date, and severity. While this information may be considered during the hiring process, the presence of a criminal record does not automatically disqualify a candidate from employment.
• Civil Court Check: Civil court checks investigate a candidate’s involvement in lawsuits, foreclosures, restraining orders, and other civil matters. Employers commonly use these screenings when evaluating candidates for financial or managerial positions.
• Education Verification: Education verification confirms an individual’s academic history, including institution names, addresses, contact information, dates of attendance, and certificates earned. Employers use these checks to validate a candidate’s qualifications and ensure the accuracy of the information provided.
• Employment Verification: Employment verifications confirm a candidate’s prior work history, including employer names, addresses, contact information, dates of employment, and positions held. Employers use these checks to identify gaps in employment and detect omitted employers.
• Credit Checks: Credit checks review a candidate’s credit history, including payment patterns, accounts in collection, and bankruptcies. Employers use these search components to assess financial responsibility,  particularly for roles involving financial oversight.
• Identity Verification: Identity verification confirms that a candidate is who they claim to be by validating government-issued identification, such as a driver’s license or passport. This process includes comparing identity documents with data-based records or biometric checks against trusted databases to ensure the document is authentic and the individual presenting it is the rightful owner. Employers use identity verification to combat identity fraud, reduce risk, and maintain compliance with employee identification requirements.
• SSN Trace: The Social Security Trace (SSN Trace) verifies a candidate’s Social Security Number, legal name, aliases and past addresses. SSN traces rely on non-confidential credit header information collected when a social security number is used for credit purposes. This information helps guide county-level criminal record searches when included. It is not a credit check – no credit scores are used, and no inquiry is made on the candidate’s credit report. 
• Professional License Verification: Professional license verification confirms a candidate’s licensure details, including issue date, license type, expiration date, and current status. Employers use this verification for roles requiring specific credentials to confirm the candidate is properly qualified and to help mitigate the risk of negligent hiring.
• MVR Check: If included within the scope of the background report, a Motor Vehicle Report (MVR) searches the state of Nebraska Department of Motor Vehicles (DMV) to verify the status of the provided driver’s license information and identify any driving-related violations or reported accidents. The report outlines the type of license held by the candidate, along with any endorsements. The scope of results returned covers 3 years of driving history. 
• Sex Offender Registry Check: This is another aspect of the background check process that may be limited to employers operating within licensed and regulated fields. While a candidate's sex offender registry status is a matter of public record, access to more detailed information is typically restricted to certain professions and specialized roles.
• Pre-Employment Drug Test: Pre-employment drug testing typically involves a 5-panel test that screens for amphetamines, cocaine, opiates, PCP, and THC in the applicant’s urine. These screenings help maintain a safe and productive workplace. While they detect recent drug use, they cannot determine a history of past substance abuse.
• Social Media Check: Social media checks provide a border perspective on an applicant’s behavior outside of the workplace. While these checks are not typically  part of standard background screening programs, employers may review social media activity to gain additional insight into a candidate’s character and conduct.

How Far Back Does Nebraska Go On Background Checks?

The lookback period of a Nebraska background check depends on the type of search conducted and the information being reported.

Under the Fair Credit Reporting Act (FCRA), certain protected information - such as civil judgment and credit-related data - is generally limited to a seven-year reporting period for positions with an annual salary of less than $75,000.  Bankruptcies may be reported for up to ten years, while criminal convictions may be reported indefinitely.

How Long Does a Nebraska Background Check Take?

The turnaround time for a Nebraska background check depends on the type and scope of the searches conducted. Checks may take longer when records must be reviewed manually. While digital records can be accessed quickly, tasks such as contacting past employers, reviewing court records, and verifying information can be very tedious and time-consuming.

Working with a qualified consumer reporting agency can help streamline the screening process. ScoutLogic offers a comprehensive background check program designed to deliver timely, accurate results while maintaining compliance with applicable legal guidelines.

Criminal History Checks

The time required to receive criminal history check results depends on the scope of the search and jurisdictions involved. Federal-level searches typically return results within one business day; however, employers may also include state and county-level searches to obtain a more comprehensive view of a candidate’s criminal history. These additional searches can extend the turnaround time by several days.

The screening process may be further delayed when multiple jurisdictions or international searches are required. Factors such as digitization and the efficiency of local courts can also impact overall turnaround times.

Employment Verification

The turnaround time for employment verification can range from a few minutes to several days. When a candidate’s work history is available through The Work Number (TWN), records may be verified within minutes. If manual verification is required, the process can take up to three business days, depending on factors such as employer responsiveness, the number of prior employers, and whether international employment verification is needed.  

Education Verification

The turnaround time for education verification can range from a few minutes to several days. When a candidate’s records are available through the National Student Clearinghouse (NSCH), verification may be completed within minutes. If not, student records must be obtained directly from the educational institution which can take several days depending on the registrar’s response time.

Motor Vehicle Records Check

Motor Vehicle Record (MVR) checks can return results within minutes when records are digitized. If digital access is unavailable, employers must submit an MVR request through the appropriate government agency. When requests are processed by mail and/or email, turnaround times may extend to several weeks. Nebraska driving records, however,  are available online through the Nebraska Department of Motor Vehicles (DMV).

Drug Testing

Drug test result timelines vary based on the type of test administered and laboratory processing times. Rapid tests may return results within a few hours, while more comprehensive laboratory testing typically takes one to three business days. Positive test results typically require additional rounds of testing for confirmation, which can further extend the turnaround time. 

Nebraska Background Check Laws & Requirements

Nebraska employers must conduct background checks in compliance with applicable federal, state, and local laws. While certain employers are legally required to perform screenings, others choose to do so to promote workplace safety and operational efficiency.  Before implementing a background check program, Nebraska employers should ensure they understand the legal requirements and regulations that apply to their hiring practices.

Fair Credit Reporting Act

The Fair Credit Reporting Act (FCRA) is a federal law enforced by the Federal Trade Commission (FTC) that protects consumer privacy by regulating the information consumer reporting agencies (CRAs) can provide in employment background checks.

Under the FCRA, certain criminal, civil, and credit information is subject to reporting restrictions. Protected information includes arrests without convictions, civil lawsuits, liens, judgments, accounts in collection, and bankruptcies.

CRAs may report other relevant information about a candidate’s history. Nebraska employers partnering with a CRA for background checks must comply with FCRA requirements. This includes providing applicants with notice of the screening, obtaining written consent and following proper procedures if negative information is discovered.

The FTC also provides guidance on handling adverse information. Employers must follow the required adverse action process and inform applicants of their FCRA rights before taking any employment action based on background check results.

Title VII of the Civil Rights Act of 1964

Title VII is a federal law enforced by the Equal Employment Opportunity Commission (EEOC) that protects applicants from discrimination based on race, color, sex, religion, or national origin. The EEOC provides guidance to employers on how to consider conviction records uncovered during background checks.

Under EEOC guidelines, employers must assess each criminal record on a case-by-case basis, considering its relevance to the position, before making any adverse employment decisions.

Ban-the-Box Law

Under Nebraska Revised Statute § 48-202, public employers are prohibited from inquiring about an applicant’s criminal history until the applicant has been determined to meet the minimum qualifications for the position.

Workplace Privacy Act

Under Nebraska Revised Statute § 48-3503, employers are prohibited from requesting or requiring applicants or employees to provide user names, passwords, or other access to their social media accounts.  Employers may not ask individuals to log into their accounts in their presence or to add the employer to their contact list.

Background Checks Support a Compliant Workplace

Background checks are a critical tool for hiring the right candidates, but the process can be complex. From selecting the appropriate searches to understanding applicable laws and regulations, managing screenings can be time-consuming.  Partnering with a reputable consumer reporting agency can help streamline the process and ensure accurate, compliant results.

Simplify your hiring process with ScoutLogic. Our comprehensive background check program delivers accurate, timely results while ensuring compliance, helping you identify and recruit the right candidates. Explore our background check services and get in touch with us today.

Checks

Employers use a variety of tools to make informed hiring decisions, and background checks are among the most valuable when conducted in compliance with applicable laws.   When used appropriately, these screenings help employers evaluate a candidate’s qualifications and determine their suitability for a position.

Employment background checks may include information related to a candidate’s criminal history, education, and employment background. Because these reports are considered consumer reports under the Fair Credit Reporting Act (FCRA), employers must follow specific legal requirements before obtaining and using them.  This includes providing proper disclosures, obtaining written authorization from the candidate, and adhering to required adverse action procedures when information in a report may impact an employment decision.

This guide explains what employers need to know about Nebraska background checks, including what they may include, how far back information can be reported, and how state and federal laws - such as the FCRA - affect the screening process.

What Is a Nebraska Background Check?

A Nebraska background check is a screening tool employers use to review an applicant’s history for employment-related purposes. When conducted in compliance with the Fair Credit Reporting Act (FCRA) and applicable state laws, these checks help employers assess a candidate’s identity and evaluate job-related information relevant to the position.

Employers may also conduct background checks internally. The scope of these checks often varies based on the responsibilities of the role. For instance, candidates for managerial positions typically undergo more comprehensive screening than entry-level applicants due to the higher level of authority and accountability associated with the roles.

Employers also conduct extensive screenings when filling caregiving roles. Employees in positions such as EMS personnel, caregivers, and first responders regularly work with vulnerable populations, including children and the elderly. As a result, thorough vetting is essential to ensure their safety and well-being.

A comprehensive background check program helps maintain a safe work environment, enhances productivity, and strengthens an organization’s reputation. In Nebraska, employers must implement the appropriate searches specific to the role within their industry to ensure they are hiring qualified individuals. Common screening components include identity verification, criminal history checks, and education verification.

What Does a Nebraska Background Check Show?

Nebraska background checks provide information based on the search types conducted. These searches may include, but are not limited to, criminal and civil records checks, education and employment verification, and Social Security number traces.

• Criminal History: Criminal history checks identify a candidate’s pending criminal cases and convictions, including details such as the offense type, date, and severity. While this information may be considered during the hiring process, the presence of a criminal record does not automatically disqualify a candidate from employment.
• Civil Court Check: Civil court checks investigate a candidate’s involvement in lawsuits, foreclosures, restraining orders, and other civil matters. Employers commonly use these screenings when evaluating candidates for financial or managerial positions.
• Education Verification: Education verification confirms an individual’s academic history, including institution names, addresses, contact information, dates of attendance, and certificates earned. Employers use these checks to validate a candidate’s qualifications and ensure the accuracy of the information provided.
• Employment Verification: Employment verifications confirm a candidate’s prior work history, including employer names, addresses, contact information, dates of employment, and positions held. Employers use these checks to identify gaps in employment and detect omitted employers.
• Credit Checks: Credit checks review a candidate’s credit history, including payment patterns, accounts in collection, and bankruptcies. Employers use these search components to assess financial responsibility,  particularly for roles involving financial oversight.
• Identity Verification: Identity verification confirms that a candidate is who they claim to be by validating government-issued identification, such as a driver’s license or passport. This process includes comparing identity documents with data-based records or biometric checks against trusted databases to ensure the document is authentic and the individual presenting it is the rightful owner. Employers use identity verification to combat identity fraud, reduce risk, and maintain compliance with employee identification requirements.
• SSN Trace: The Social Security Trace (SSN Trace) verifies a candidate’s Social Security Number, legal name, aliases and past addresses. SSN traces rely on non-confidential credit header information collected when a social security number is used for credit purposes. This information helps guide county-level criminal record searches when included. It is not a credit check – no credit scores are used, and no inquiry is made on the candidate’s credit report. 
• Professional License Verification: Professional license verification confirms a candidate’s licensure details, including issue date, license type, expiration date, and current status. Employers use this verification for roles requiring specific credentials to confirm the candidate is properly qualified and to help mitigate the risk of negligent hiring.
• MVR Check: If included within the scope of the background report, a Motor Vehicle Report (MVR) searches the state of Nebraska Department of Motor Vehicles (DMV) to verify the status of the provided driver’s license information and identify any driving-related violations or reported accidents. The report outlines the type of license held by the candidate, along with any endorsements. The scope of results returned covers 3 years of driving history. 
• Sex Offender Registry Check: This is another aspect of the background check process that may be limited to employers operating within licensed and regulated fields. While a candidate's sex offender registry status is a matter of public record, access to more detailed information is typically restricted to certain professions and specialized roles.
• Pre-Employment Drug Test: Pre-employment drug testing typically involves a 5-panel test that screens for amphetamines, cocaine, opiates, PCP, and THC in the applicant’s urine. These screenings help maintain a safe and productive workplace. While they detect recent drug use, they cannot determine a history of past substance abuse.
• Social Media Check: Social media checks provide a broader perspective on an applicant’s behavior outside of the workplace. While these checks are not typically  part of standard background screening programs, employers may review social media activity to gain additional insight into a candidate’s character and conduct.

How Far Back Does Nebraska Go On Background Checks?

The lookback period of a Nebraska background check depends on the type of search conducted and the information being reported.

Under the Fair Credit Reporting Act (FCRA), certain protected information - such as civil judgment and credit-related data - is generally limited to a seven-year reporting period for positions with an annual salary of less than $75,000.  Bankruptcies may be reported for up to ten years, while criminal convictions may be reported indefinitely.

How Long Does a Nebraska Background Check Take?

The turnaround time for a Nebraska background check depends on the type and scope of the searches conducted. Checks may take longer when records must be reviewed manually. While digital records can be accessed quickly, tasks such as contacting past employers, reviewing court records, and verifying information can be very tedious and time-consuming.

Working with a qualified consumer reporting agency can help streamline the screening process. ScoutLogic offers a comprehensive background check program designed to deliver timely, accurate results while maintaining compliance with applicable legal guidelines.

Criminal History Checks

The time required to receive criminal history check results depends on the scope of the search and jurisdictions involved. Federal-level searches typically return results within one business day; however, employers may also include state and county-level searches to obtain a more comprehensive view of a candidate’s criminal history. These additional searches can extend the turnaround time by several days.

The screening process may be further delayed when multiple jurisdictions or international searches are required. Factors such as digitization and the efficiency of local courts can also impact overall turnaround times.

Employment Verification

The turnaround time for employment verification can range from a few minutes to a several days. When a candidate’s work history is available through The Work Number (TWN), records may be verified within minutes. If manual verification is required, the process can take up to three business days, depending on factors such as employer responsiveness, the number of prior employers, and whether international employment verification is needed.  

Education Verification

The turnaround time for education verification can range from a few minutes to several days. When a candidate’s records are available through the National Student Clearinghouse (NSCH), verification may be completed within minutes. If not, student records must be obtained directly from the educational institution which can take several days depending on the registrar’s response time.

Motor Vehicle Records Check

Motor Vehicle Record (MVR) checks can return results within minutes when records are digitized. If digital access is unavailable, employers must submit an MVR request through the appropriate government agency. When requests are processed by mail and/or email, turnaround times may extend to several weeks. Nebraska driving records, however,  are available online through the Nebraska Department of Motor Vehicles (DMV).

Drug Testing

Drug test result timelines vary based on the type of test administered and laboratory processing times. Rapid tests may return results within a few hours, while more comprehensive laboratory testing typically takes one to three business days. Positive test results typically require additional rounds of testing for confirmation, which can further extend the turnaround time. 

Nebraska Background Check Laws & Requirements

Nebraska employers must conduct background checks in compliance with applicable federal, state, and local laws. While certain employers are legally required to perform screenings, others choose to do so to promote workplace safety and operational efficiency.  Before implementing a background check program, Nebraska employers should ensure they understand the legal requirements and regulations that apply to their hiring practices.

Fair Credit Reporting Act

The Fair Credit Reporting Act (FCRA) is a federal law enforced by the Federal Trade Commission (FTC) that protects consumer privacy by regulating the information consumer reporting agencies (CRAs) can provide in employment background checks.

Under the FCRA, certain criminal, civil, and credit information is subject to reporting restrictions. Protected information includes arrests without convictions, civil lawsuits, liens, judgments, accounts in collection, and bankruptcies.

CRAs may report other relevant information about a candidate’s history. Nebraska employers partnering with a CRA for background checks must comply with FCRA requirements. This includes providing applicants with notice of the screening, obtaining written consent and following proper procedures if negative information is discovered.

The FTC also provides guidance on handling adverse information. Employers must follow the required adverse action process and inform applicants of their FCRA rights before taking any employment action based on background check results.

Title VII of the Civil Rights Act of 1964

Title VII is a federal law enforced by the Equal Employment Opportunity Commission (EEOC) that protects applicants from discrimination based on race, color, sex, religion, or national origin. The EEOC provides guidance to employers on how to consider conviction records uncovered during background checks.

Under EEOC guidelines, employers must assess each criminal record on a case-by-case basis, considering its relevance to the position, before making any adverse employment decisions.

Ban-the-Box Law

Under Nebraska Revised Statute § 48-202, public employers are prohibited from inquiring about an applicant’s criminal history until the applicant has been determined to meet the minimum qualifications for the position.

Workplace Privacy Act

Under Nebraska Revised Statute § 48-3503, employers are prohibited from requesting or requiring applicants or employees to provide user names, passwords, or other access to their social media accounts.  Employers may not ask individuals to log into their accounts in their presence or to add the employer to their contact list.