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The document outlines the process for conducting a Name Based Canadian Criminal Record Verification for employment at CDI College. It details the required identification, consent for personal information disclosure, and the candidate's declaration regarding any criminal offenses. The form must be completed accurately and submitted along with legible copies of identification to myBackCheck.com.
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You can give your consent for background checks by signing a consent form provided by the potential employer or organization. This can be done electronically or in person, depending on the instructions provided. Make sure to carefully read and understand the form before providing your consent.
A background check waiver is a legal document that a candidate signs to give explicit permission to a potential employer or a third-party background screening firm, such as Barada Associates, to conduct a comprehensive review of their personal, educational, and professional history.
What Is the Employee Background Fairness Act? The Employee Background Fairness Act modifies the Illinois Human Rights Act to help establish fair hiring practices. Under this law, employers can no longer disqualify job applicants based solely on their conviction records, with some exceptions.
Illinois SB 1480 Governor J.B. Pritzker signed Senate Bill 1480 on March 23, 2021. This law amended the Illinois Human Rights Act by adding section 103.1. This law was immediately effective and placed restrictions on the use of conviction records when employers make employment decisions.
On March 23, 2021, Governor J.B. Pritzker signed HB 3056 into law, which is known as the Employee Background Fairness Act (EBFA). This law limits the ability of employers to disqualify applicants based on their convictions unless specific exceptions apply and the employer completes the required process.

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I the undersigned, authorize this information to be obtained either in writing or via telephone in connection with my application. Any person, firm or organization providing information or records in ance with this authorization is released from any and all claims of liability for compliance.
An employer or employment agency may not inquire about or into, consider, or require disclosure of the criminal record or criminal history of an applicant until the applicant has been determined qualified for the position and notified that the applicant has been selected for an interview by the employer or employment
Here are some common disqualifying offenses: Felonies and Misdemeanors Serious crimes such as assault, theft, or drug-related offenses. Identity Theft Any involvement in stealing or misusing personal information.

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