Infomart Background Check

Infomart Background Checks

An Infomart background check is a thorough examination to ensure that the details contained within a given record match the report itself. This is the service offered by the firm, which is one of the largest companies in the same field. The Infomart company gives an employer the opportunity to make a good hiring decision. They are comprised of other work that entails collecting information, processing and analyzing it, and then ensuring that the data is true.

InfoMart criminal background check. This part of the process involves searching national, state, and local databases to find out if there was ever any criminal activity by a candidate, which might include anything from felonies to misdemeanors and any pending cases. The goal is to be able to identify any criminal activity that may impact the qualifications of the candidate for some of the positions.

Employment Verification. It is here that the authenticity of the applicant’s employment history is confirmed. This stage checks job titles, dates of employment, and, if possible, the reason for leaving and any performance issues through contacting previous employers.

Education Verification. Here, there is verification of the authenticity of education obtained. This checks for the degree certificates, diploma, and other forms of qualifications presented by the applicant.

Specialized Checks. There may be specific checks that the individual and the job position take into account. Examples are a check on a driving record when applying for a driving position, a credit history review in the case of financial roles, and a professional license review in the case of special positions.

Infomart Background Check Status

Whether it is an employer or an applicant, understanding the status of a background check is critical for planning and being prepared for any unforeseen circumstances. Below is what usually happens during the process of running a background check and how the status may be communicated:


Status: Submitted/Initiated
Description: The background check process commences as soon as the applicant is provided with all requisite consent and information and the employer submits a request to Infomart.
Action Required: To the candidate, nothing. He/she is to ensure all submitted information is accurate and complete.

In Progress

Status: Processing
Description: Infomart is conducting the background check, gathering data through various sources of criminal records, employment history, and education verification.
Action Required: The candidate may be asked for additional information or clearance.

Additional Information Required

Status: Additional Information Needed
Description: Infomart needs the applicant to provide the additional information or documentation required to continue the background check since some information was not provided or the information provided was not satisfactory.
Action Required: The applicant should provide the requested information promptly to avoid delays.


Status: Under Review
Description: All required information has been collected for this background check, so it is subjected to a final review for accuracy and completeness.
Action Required: No immediate action required from the applicant; however, it is good to be prepared for any possible inquiries or the next steps.


Status: Completed
Description: The background check has finally come out, and the employer could review the report.
Action Required: The applicant waits for the employer’s decision. It might be beneficial to follow up with the employer for updates or feedback.

Possible Outcomes

Clear: When the results of the background check indicate that no prohibited information was found, and the applicant meets the employer’s criteria.

Consider: There may be some findings that need discussion between the applicant and employer.

Disqualified: The discovery of information that does not fit the employer’s requirements for employment.

How Long Does InfoMart Background Check Take: Detailed Overview of the Duration

With Infomart, like other providers of background checks, the duration usually lies between 2 to 4 weeks. The below are some of the key factors that will influence this timeline:

  • Complexity of Check: Complex checks, which include multiple jurisdictions, international records, and several check types—including criminal, employment, education, etc.—can only be completed within a reasonable time frame.
  • Response Time from External Sources: Time taken to get confirmation from courts, education establishments, or previous employers on requested verifications is one of the most determining factors.
  • Correctness of Information Provided: In case the provided details of the applicant are incorrect or want to maintain their privacy in such a way that delays to the reports from background check providers, need to be filled in the gaps at some stage in the course of time.
  • Volume of Checks Being Processed: The background check process may take longer than expected if there is a huge wave of hiring in a certain organization.

How Far Back Does Infomart Background Check Go?

Generally, criminal convictions can be reported indefinitely unless state laws impose a limit. Most states follow the seven-year rule established by the Fair Credit Reporting Act (FCRA) for reporting criminal convictions, but this may vary. Some states allow reporting convictions regardless of how old, especially for positions with some salary threshold or the significant responsibility involved.

Credit Reports

Under the FCRA, credit reports will typically not include any accounts placed for collection more than seven years ago. Bankruptcies will be reported for 10 years, and unpaid tax liens will stay open-ended.

Employment History

There’s no federal law on the look-back period to employment history, so the employer’s requirements determine what usually happens. Most employers verify the last 7-10 years’ worth of an applicant’s employment history.

Education Verification

As with employment history, there is no statutory limit to verifying the educational credentials, and verifications generally entail evaluating all of the claims by an applicant, regardless of when the degree was awarded.

Legal and Regulatory Issues

State Laws: Some states have special laws that restrict the look-back period for certain types of information. For example, California, New York, and Texas have rules that state how far employers can back into an applicant’s criminal history.

Salary Cap Exceptions: The FCRA exception to the seven-year rule pertains to jobs with annual salaries of $75,000 or greater. In these cases, the employers can access some information that can be over seven years old.

Sensitive Posts: Jobs carrying a responsibility of being able to work with vulnerable populations, significant financial responsibility, or national security can have a greater reach for employment background checks.

Practical Limitations

The practical ability to retrieve older records can be limited. Over time, records get expunged, archived, or otherwise get harder to find, and hence this also naturally limits the effective look-back period for a background check.

Client Specifications: The depth of the background check usually is a function of the client requesting it. The depth of such a background check may be only limited or specified by the internal policies of clients or other prospects for employment.

Lawsuit Against InfoMart:

Inaccuracies in Reports: One of the most common reasons for lawsuits against background check companies is reporting incorrect information. For instance, it may mix up criminal records with wrong people, old information, or incorrect employment or education history. Such incorrectness can lead to a job applicant not being hired.

Failure to Comply with the Fair Credit Reporting Act (FCRA): According to the FCRA, background check companies must adhere to specific practices with regard to accuracy, notification, and enabling individuals to dispute and correct incorrect information. Failure to adhere to the same has been the basis for lawsuits.

Privacy Violation: Accusations of a violation of personal information use are also possible in lawsuits against companies that carry out background checks.

Repercussions in Case of Lawsuits:

  • Settlements: Most of the lawsuits against background check companies are settled by paying damages to the affected individuals, with the companies denying liability to avoid being taken to court.
  • Changes in Practice: An instance of a suit can make the company rectify the practices whereby there is compliance with the law and accuracy in the investigation is eminent.
  • Setting Legal Precedents: A highly recognized case can set legal precedents affecting the whole industry of background check and their methods of operation.

Implications for Employers and Job Applicants:

  • Employers: Have to ensure they hire services that offer checks reasonably reliable and compliant with all the applicable laws and regulations to avoid being partakers of lawsuits themselves.
  • Job Applicants: Should know about the rights they have in laws like the FCRA, including getting informed when a background check is being used to reach out to him for a job; also, to access the information reported about them and having the right to correct such incorrect information.

Facing challenges in your background check? Our law firm specializes in helping people navigate the complexities of disputing inaccuracies and protect your rights. If you’ve encountered issues that are standing in the way of employment or other opportunities, do not hesitate to get in touch. Contact us today for a consultation, and let our experienced team advocate for you. With our combined efforts, we can work toward a resolution that truly reflects your true history and qualifications.


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