Background Checks
NCS makes navigating Missouri background checks easier! Whether you work in agriculture, aerospace, transportation equipment, chemicals, financial services, electrical equipment, manufacturing or a different industry, background checks are a critical part of the hiring process.
Accessing Criminal Records
In Missouri, it is legal for private and public employers to conduct inquiries about an applicant’s criminal history as part of the pre-employment background screening process; this includes reviewing conviction records. NCS makes reading reports easy. Our criminal background checks report convictions and serious pending cases that belong to your applicant.
Employers are prohibited from asking about or considering arrest records that have been expunged, pertain to charges that have been dropped or dismissed, or did not lead to conviction. Employers may not access sealed records or require candidates to disclose expunged charges. Employers must inform candidates that they are not obligated to share information regarding expunged charges.
Under Missouri’s expungement law, individuals convicted of many felonies and misdemeanors may petition the court in the county of conviction for expungement:
- Felony convictions: 3-year waiting period after sentence completion and fine payment
- Misdemeanor convictions: 1-year waiting period after sentence completion and fine payment
If successful, the record is sealed and cannot be reported. The applicant may legally state they do not have a criminal conviction.
Missouri
Criminal History
NCS offers comprehensive and affordable screening services. Select a featured package or bundle it with other services.
Recommended Packages
- Essential
- Enhanced
- Expanded
- National Quick Check + Single State (Missouri)
- Motor Vehicle Reports
- Employment Credit Reports
- Education Verification
- Employment Verification
- And much more
Volunteer and Tenant screening packages are available.
We now offer Continuous Monitoring to track new arrests, pending cases, and convictions after hire. Employers who consider arrest records must follow EEOC and anti-discrimination guidelines from the FCRA and Title VII. Disqualification based on conviction must be relevant to the job and documented throughout the hiring process.
See our Services & Pricing page for details.
What May Be Reported on a Record
- Charge
- Charge degree (e.g., misdemeanor or felony)
- Charge date
- Filing date
- Disposition
- Disposition date
- County where the offense took place
- Sentence
How Many Years Records Go Back
National Crime Search reports all convictions within 7 years.
Drug Screening
Employees can easily schedule drug screens at a nearby site that fits their schedule. DOT testing and random testing are also available.
Electronic Form I-9 & E-Verify Management
NCS simplifies compliance with an intuitive system that guides, stores, and submits Form I-9s and delivers instant E-Verify results.
Ban the Box Policies – Missouri
Missouri’s statewide ban-the-box policy applies to executive branch agencies, prohibiting criminal history questions on job applications unless the conviction disqualifies the applicant by law.
Local laws:
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Kansas City: Applies to employers with 6+ employees. Criminal history questions are delayed until the interview. Convictions must be directly related to job duties to be considered.
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St. Louis: Applies to employers with 10+ employees. Criminal history may only be discussed after interviews unless all final candidates are background checked. Hiring decisions based on convictions must relate to job responsibilities.
Navigate State Background Checks and Compliance with NCS
Enjoy a fast, compliant, and informed hiring process with National Crime Search.
Contact us today to discover how our solutions can integrate with your HR systems and ensure hiring confidence and legal compliance.
