Collect Criminal Disclosures Compliantly
Criminal history self disclosure workflows allow candidates to voluntarily report convictions when legal requirements or organizational policies mandate collection at specific hiring stages through structured forms with defined scope and timing.
Launch Disclosure Workflow
WHY IT'S BETTER
Self disclosure enables transparency while respecting ban the box laws, timing restrictions, and scope limitations that govern when and how criminal history questions are permitted during hiring processes that vary by jurisdiction and role.
Jurisdiction specific controls ensure disclosure collection occurs only where legally permitted, preventing the violations that occur when prohibited questions reach candidates in states or roles where disclosure is restricted.
Predefined review criteria eliminate the subjective judgment that creates disparate treatment, with standardized evaluation ensuring consistent handling across all candidates who submit disclosure information.
Complete disclosure records including consent forms, candidate submissions, and reviewer assessments create the documentation that proves lawful collection and fair evaluation when disclosure handling is challenged.
Workflow controls restrict disclosure collection to roles and locations where it’s legally permitted, preventing the violations that occur when prohibited questions reach candidates.
A Simple Criminal History Disclosure Workflow
Disclosures collected with clear consent and structured review to support lawful, consistent evaluation that respects candidate rights and legal restrictions.
Invite Candidate to Disclose
Candidates receive a disclosure request that clearly explains what information is being collected, how it will be used, and the legal basis for collection aligned to role requirements and jurisdictional rules.
Candidate Submits Disclosure
Disclosure information is submitted securely by candidates through protected channels that ensure confidentiality while collecting the conviction details, circumstances, and timeframes that structured review requires.
Review Disclosure Responses
HR or compliance teams review disclosures using predefined criteria that assess relevance, recency, and relationship to job duties while documenting evaluation rationale that supports consistent decision making.
Document Disclosure Outcomes
Disclosure outcomes are recorded with consent documentation, candidate submissions, reviewer assessments, and decision rationale that create complete audit trails for EEOC responses and internal compliance reviews.
Fair Disclosure Handling with Compliance for Good™
Structured disclosure handling balances transparency with the legal restrictions that govern when and how criminal history
can be collected during hiring processes that vary by jurisdiction and role.
Trust & Compliance
Consent based workflows and structured documentation support lawful disclosure handling. Review processes are consistent and auditable. Compliance exposure is reduced.
Criminal history self-disclosure allows candidates to voluntarily report convictions when legal requirements or organizational policies mandate collection at specific hiring stages. Structured forms with defined scope and timing ensure disclosures are requested lawfully and reviewed consistently. GCheck’s disclosure workflows balance transparency with the legal restrictions that govern when and how criminal history can be collected.
Disclosure requirements depend on state and local ban-the-box laws, role-specific regulations, and organizational policies that dictate when criminal history questions are permitted. Requesting disclosures at the wrong hiring stage or for prohibited roles triggers compliance violations and penalties. GCheck’s jurisdiction-aware workflows ensure disclosure requests only occur when legally permitted and at the appropriate timing.
Self-disclosure is compliant when used only where legally permitted, with proper consent, timing controls, and consistent review standards that respect jurisdictional restrictions. Generic disclosure practices violate ban-the-box laws and scope limitations that vary by location and role. GCheck’s compliant workflows ensure every disclosure request adheres to applicable legal requirements that protect both candidates and your organization.
HR and compliance teams review disclosures using predefined, role-appropriate criteria that assess relevance and apply consistent standards across all candidates. Documented review decisions with supporting rationale demonstrate fair evaluation that withstands EEOC scrutiny and candidate disputes. GCheck’s structured review process eliminates the ad hoc judgment calls that create discrimination exposure and inconsistent outcomes.
Outcomes are documented with consent records, candidate submissions, reviewer assessments, and decision rationale that create a complete audit trail for each disclosure. Retained documentation supports adverse action processes, EEOC responses, and internal audits that examine disclosure handling. GCheck’s comprehensive records demonstrate that every disclosure was collected lawfully and reviewed consistently.
Yes, documented candidate authorization is legally required before collecting criminal history disclosures, ensuring ethical information gathering and FCRA compliance. Consent forms must clearly explain what information is requested and how it will be used in hiring decisions. GCheck’s authorization workflow captures timestamped consent that demonstrates lawful disclosure collection.
Start compliant criminal history self disclosure workflows to support transparency and legal alignment.
Collect and review disclosures consistently across hiring programs.