3 Minnesota Background Check Laws That Are Crucial to Your Hiring Process

This article will review 3 Minnesota state laws that are important to know before running a background check. We’ll discuss what these laws are and how you can follow them.

How does this law affect employers ready to run a background check?

Some background checks can get pretty technical so it’s important to make sure your provider is meeting these requirements. This will save you legal trouble if an applicant disputes the accuracy of the information from their background report.

The Minnesota Human rights act is a state law that prohibits discrimination in Minnesota. This law ensures that people are not discriminated against based on personal characteristics such as a person’s race or sex. Below is a list of the different classes protected under this act:

As you can see, the list of protected classes is comprehensive, and every applicant falls into one of these categories. What does this mean for you as an employer?

And you also shouldn’t base employment decisions on race, either. For example, when deciding who to promote within your company the most important factors should be qualifications, education, experience, or whatever else applies to how well they can perform their job.

The same rules apply to when you’re running a background check on a potential applicant. To ensure that you’re legally compliant and protected, it’s important to make fair hiring decisions that are not based on personal characteristics like race or sex.

This means that employers cannot have anything on the application form that asks about criminal history, including a “check here if you’ve ever been convicted of a crime” type box.

In addition, employers can’t run background checks as part of the application process. Because of this, some employers share which criminal offenses will disqualify a candidate early in the hiring process. It’s a good idea to be specific about which factors you’ll be looking at. That way you don’t scare away potential employees who might have applied otherwise.

For example, if you are hiring for a position at a bank you’d be more concerned with records that include theft or fraud. As a best practice employers should let applicants know on the application that convictions for these types of crimes will disqualify them. This helps you stay transparent and avoid having to restart the hiring process later on.

Every business has to comply with federal hiring laws, but it’s just as important to understand your specific state laws to stay compliant. Keeping up to date with new laws and figuring out how they will affect your hiring decisions is a great way to start.

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