A civil records search uncovers legal disputes filed in civil court-separate from criminal offenses-typically involving disagreements between individuals, companies, or organizations. These records are retrieved from county or federal courts and can reveal important insights into a candidate’s legal history.
Civil cases often include:
Personal injury claims
Contract disputes
Financial disagreements
Tax liens or property disputes
Allegations of fraud
Harassment or discrimination suits
1. Federal Civil Court Search
This level of search targets cases filed in U.S. District Courts. These often involve violations of federal statutes or constitutional rights. Federal civil cases may include lawsuits against government agencies, corporate entities, or individuals seeking damages or court-ordered actions such as injunctions.
2. Upper-Level Civil Court (State-Level)
Upper-level or general jurisdiction courts handle high-value claims or complex legal issues. This includes divorce settlements, business disputes, and lawsuits involving significant financial damages. These cases are more serious than small claims but don’t rise to the federal level.
3. Lower-Level Civil Court (Small Claims)
Lower-level civil court records typically reflect small-scale legal matters, often valued under $5,000. Common examples include landlord/tenant disputes, minor financial claims, and simple contract disagreements.
A civil records background check generally provides the following details:
Type of court (federal, state, or small claims)
Case or file number
Filing date
Names of both plaintiff and defendant
Nature of the lawsuit (cause of action)
Outcome or judgment
Civil background checks are especially useful when hiring for roles that involve financial responsibility, asset management, or access to sensitive company information. This includes positions in:
Management or executive roles
Finance or accounting departments
Legal or compliance teams
Customer-facing roles involving contractual agreements
Reviewing civil litigation history can also shed light on prior issues such as workplace harassment, discrimination claims, or property damage-factors that can influence hiring decisions in high-risk positions.
Civil records checks must comply with the Fair Credit Reporting Act (FCRA). To stay compliant:
1. Notify the candidate in writing that a background check will be conducted.
2. Obtain written consent before beginning the search.
3. If adverse action is taken based on the results, provide the applicant with a copy of the report and an opportunity to dispute inaccurate information.
Failing to follow FCRA procedures can result in legal consequences, including fines and lawsuits.
Civil background checks provide a broader perspective on a candidate’s history-beyond just criminal records. For roles involving trust, money, or leadership, they help you minimize risk and make informed hiring decisions with confidence.