The problem with the BG checks is that the information in them is really useless- for existing employees. It's called discrimination. If you fire an employee because of a BG check, the employee has good grounds to file a discrimination lawsuit. Especially if the employee has been working for you for years. I understand that the order mills are looking to weeds out anyone with a record of violence or theft, but in Alabama, the law states you cannot discriminate:
There are specific questions that an interviewer may or may not ask during interviews with a prospective employee. In Alabama, an interviewer may not ask you questions pertaining to your marital status, including whether you plan to get married, your arrest record or your sexual orientation. The law also prohibits interviewers from asking you whether you have or plan to have children.
Nonetheless, the law allows an interviewer to ask you questions pertaining to a personal characteristic that may hinder your ability to perform the duties of a position successfully. These may include, but are not limited to, your eligibility to work in the United States and your ability to perform the duties of the position with, or without, reasonable accommodation. An employer may also ask you if you have ever been convicted of a crime.
Read more: http://www.ehow.com/list_6637117_pre...#ixzz2t1R9e5ZN
But not what crime you were convicted of, pre-employment. Then after you have hired an employee, laws protect that employee from being fired because of a criminal history. If that crime does not hinder the ability to peform the job being applied for or being performed...be careful.
Best you do the research before making any decisions.