Maricopa County delays change to preemployment verification; board requests random-audit language
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Summary
The Board of Supervisors continued action on a proposed revision to the county—s preemployment background investigations policy after supervisors raised concerns about removing mandatory employment verifications and asked staff to return with language for random checks and a December follow-up.
Maricopa County supervisors on May 7 asked staff to return with written language and delayed consideration of a proposed revision to the county—s preemployment background investigations policy that would make employment verifications optional for most hires.
Human Resources Director Emily Parrish told the board the proposed change would not eliminate criminal-history checks, which remain mandatory, but would make routine employment verification optional to save costs and reduce hiring delays. Parrish said employment-verification fees have risen from about $13.60 in 2020 to $95.92 per check and that only about two cases per year are flagged through the employment-verification process. Deputy Director Darien Ellison added that the large cost increase reflects fees charged by third-party employment-verification services such as The Work Number and not the county—s background-check vendor.
Supervisor Lesko opposed the change, saying applicants sometimes lie about work history and that mandatory verification is a basic safeguard. Supervisor Stewart and others pressed staff on whether the change would apply to public-safety or law-enforcement hiring; staff said the sheriff—s office runs its own hiring processes and that the policy applies to county personnel processes outside those separate practices. Several supervisors asked whether the county had negotiated price reductions with vendors; HR said the county contracts with AccuSource for background checks but that the employment-verification fees are charged by other firms and passed through to the county.
Madam Vice Chair and other supervisors proposed adding a written, random-audit requirement and notifying applicants that some employment verifications will be performed as a deterrent to misrepresentation. HR agreed to review legal constraints and return with language. The board voted unanimously to continue consideration of the policy revision to the May 21 meeting and asked staff for a December status update on effects if the policy were adopted.
