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Create a Safe Work Environment
Creating a safe working environment should be a priority for everyone. We all want to feel safe wherever we are. Ensuring a safe and healthy workplace not only protects people from injury and illness but also increases morale, productivity and reduces employee turnover. Here at Aptos, promoting safety is our mission. We have put into place procedures to ensure that we are always verifying information at the source and providing our clients with the most up-to-date and accurate information while following the Federal Credit Reporting Act thoroughly.
Find Solutions that Work for Your Business
Knowing what services to order is important to keep you safe. Understanding the uniqueness of your industry is essential in order to choose the correct screening services for your company. Aptos offers pre-bundled packages as well as tailored services delivered fast, accurately and efficiently with live status tracking. Our team of experts has you covered!
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Not Sure Where to Start?
For your convenience, Aptos offers the most commonly used pre-bundled packages ready to go. If our pre-bundled packages do not meet your needs, no problem! Aptos Screening also offers a wide range of a la carte services to choose from so that you can create your customized package. We collaborate closely with you so that together we can build a suitable screening solution for your business.
Industries We Serve
Retail & Hospitality
It and Technology
Volunteer/ community based
Stay up-to-date with Industry Standards
Frequently Asked Questions
What is a dispute?
A dispute is any challenge or claim that information on the completed background check report is inaccurate or incomplete. The disputed item can pertain to criminal searches or verification results.
How do I dispute an item on my background check report?
You can request an investigation of information on your background check report via:
- Email: email@example.com Subject: Dispute/ Report ID
- Phone: (877) 374-7671 ext 3
- Fax: (727) 683- 6230 Attn: Compliance Dept
- Mail: By mailing your dispute letter to:
Aptos screening Incorporated
Attn: Compliance Department
4905 34th St S, #407
St Petersburg, FL 33711
Please include the following information with your dispute request:
- Full name
- Social Security Number (do not provide if sending via email)
- Daytime phone number
- Copy of driver license or photo ID (please ensure copy is clear and legible)
- Report ID
- Case Number
- Describe the specific incorrect information and the nature of your dispute
- Documents to support your dispute (if available)
- Your signature
How do I check on my investigation request?
You may contact our Compliance Team by emailing firstname.lastname@example.org or by calling (877) 374-7671 ext 3, Monday through Friday from 9:00 AM to 5:00 PM Eastern Standard Time to check on the status of your dispute. At the end of the investigation process, a representative from our organization will contact you regarding the results of your dispute.
How do I notify my potential employer of my dispute?
Aptos screening will notify your potential employer (the company who requested your background check) that you have initiated a dispute regarding information on your background check report. You may also contact them directly to make them aware of your dispute.
How does the dispute process work?
Aptos screening will investigate all the items in question by contacting the source of the disputed information. The investigation process is usually concluded within 30 days (but could take up to 45 days in some cases) from the date we received your dispute. When this process is complete, Aptos screening will notify you and the company who requested the background check of the investigation results and will provide an updated report if applicable.
Who do you contact to process my dispute?
Aptos screening will contact the source of the disputed information. For example, we will contact the appropriate Furnisher of Information if your dispute pertains to a criminal search.
What if I submit more than one dispute at the same time?
We will investigate all the items in question during the same time period. At the end of the investigation, you and your potential employer will be notified of the results.
Can someone else file a dispute on my behalf?
We strongly recommend that you file your own dispute. However, your attorney or potential employer may, with your written authorization, file a dispute on your behalf. We will contact you directly if additional information is needed to initiate the investigation. If your dispute is submitted by anyone other than yourself, we will need you to provide us with a letter stating that you authorize us to discuss your dispute with the person of your choice.
What is an Adverse Action?
An Adverse Action is a negative employment action resulting from the information provided on the background check report. Examples include but are not limited to rejecting an applicant, not promoting an employee, and not retaining an employee.
Who makes the final hiring Decision?
The final hiring decision is made by the end user (potential employer). Aptos Screening has no involvement in that decision making process and its only responsibility is to provide the background check report.
What does the Adverse Action process consist of?
As per FCRA guidelines the adverse action process consists of 2 parts: the pre-adverse action letter and adverse action letter.
Pre-Adverse Action: A “Pre-Adverse Action Letter” along with the documents listed below must be sent to the applicant prior to them being informed of the adverse action reason through the “Adverse Action Letter”. This is to give the applicant a chance to dispute the results in case of identity theft or any claims that information on the completed background check report is inaccurate or incomplete.
The applicant must be provided:
- A summary of your [the applicant’s] rights under the FCRA
- A copy of the applicant’s background check (free of charge)
- A Pre-Adverse Action Letter
- Your company’s background check use policy (if you have one)
Adverse Action Notice: After following the pre-adverse action steps, a reasonable amount of time (we suggest at least 1 week) should be given to the applicant prior to providing the “Adverse Action Letter”. The Adverse Action Letter will explain to the applicant the reason why his job application is being denied.
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New CareerBuilder Study Debunks Major Myths Around Background Checks for Employers and Job Seekers
Myths for Job Seekers
Myth 1: If I estimate my months and years of employment at each employer, that's good enough.
Reality: 1 in 8 workers who currently have resumes (13 percent) say they estimate employment dates on their current resume. What they may not realize is their resume will get flagged as inaccurate and may cause an otherwise unnecessary delay in the hiring process or possible removal from the running. From employment to graduation and everything in between, make sure dates are accurate.
Myth 2: Most employers don't even conduct background checks.
Reality: The majority of employers (72 percent) say they do for every new employee before they’re hired. More than half (55 percent) drug test candidates.
Myth 3: If they conduct background checks, employers typically only look at where I worked.
Reality: In addition to locations of employment, employers check on everything from schooling, locations lived and criminal records to driving records and many other public information sources based on the position type the person is being considered for.
Forty-six percent of workers say they really don’t know what information employers are checking for when conducting background checks, which can put them at a disadvantage.
Myth 4: It's not important to tell people I'm putting them down as a reference.
Reality: It’s a professional courtesy to ask people’s permission to use them as a reference, so they know to expect a call sometimes in the future. If your references respond with surprise and confusion when a potential employer contacts them, it gives the impression that you are unprofessional or disorganized.
Myths for Employers
Myth 1: Background checks aren't always necessary.
Reality: Eighteen percent of employers said they made a bad hire because they didn’t conduct a background check. Given that one bad hire can cost a company $17,000 on average, this can be an expensive misstep.
Myth 2: All background check systems are created equal.
Reality: Twenty-nine percent of employers made a bad hire because they received bad information about the candidate. 1 in 7 employers (15 percent) have run into litigation for not hiring someone because of what was found in a background check. Make sure your provider keeps up with compliance standards, is National Association of Professional Background Screeners (NAPBS now known as PBSA) Accredited, and makes sure the candidate is informed and supported.
Myth 3: My background check system provides a good experience for candidates.
Reality: Sixty-five percent of employers have never tested out their system themselves to see what the candidate experience is like. Not only is it important for employers to experience the process first hand, it’s important to seek direct feedback from candidates.
Myth 4: Background checks typically take 1 to 2 weeks.
Reality: The longer the background check, the higher the risk of losing the candidate because you couldn’t verify information fast enough and they moved on to another employer. Typically, background checks should return in less than five business days, but on average checks take 24 – 72 business hours to complete.
Myth LIST SOURCE: CareerBuilder