Requirements vary by contract type, agency, and program sensitivity. Most federal contracts require at minimum criminal background checks, drug-free workplace compliance under FAR Part 26, and screening against SAM.gov debarment and excluded parties lists. Contracts involving sensitive or classified information may require additional suitability determinations, security investigations, and fingerprinting. Every GCheck package includes biometric identity verification through Verified Entry® before any check begins.

SAM.gov debarment and exclusion screening checks whether individuals or entities are listed in the federal System for Award Management as debarred, suspended, or otherwise excluded from receiving federal contracts or benefits. Federal contractors are required to verify that employees and subcontractors performing work on federal awards are not on excluded parties lists. GCheck’s global watchlist and sanctions screening covers SAM.gov exclusions alongside OFAC, FBI, and international enforcement databases.

FAR Part 26 requires contractors receiving federal awards of $100,000 or more to maintain a drug-free workplace program that includes a written policy, employee notification, and ongoing compliance. Some contracts and agencies require drug testing in addition to a written policy. GCheck supports pre-employment and ongoing drug testing programs with certified collection and SAMHSA-certified lab analysis, along with random screening management for contractors with drug testing obligations.

Security clearance investigations require investigators to verify an applicant’s employment history, education credentials, and other background elements over extended lookback periods. GCheck’s employment verification and education verification services provide documented records that support investigation accuracy and completeness. Fingerprinting services are available for programs requiring biometric-based federal repository checks. Consistent, documented pre-employment screening also reduces discrepancies that flag during investigation review.

Government contractors that participate in veteran hiring preference programs, veteran set-aside contracts, or military experience requirements must verify that claimed military service is accurate. Unverified claims allow fraudulent candidates to access preferences and positions they are not entitled to, compromising program integrity. GCheck’s military service verification confirms branch, dates of service, rank, specialty, and discharge status through authoritative Department of Defense and National Archives sources.

Yes. Government contractors are private-sector employers and the FCRA applies to all background checks they conduct through consumer reporting agencies. This includes pre-employment checks, periodic rescreening, and checks run to support security investigations. Contractors must obtain proper written authorization, provide required disclosures, and follow pre-adverse and adverse action procedures before taking any negative employment action based on a background check report.