Monitoring - Washington has recently passed amendments to its Fair Chance Act (https://lawfilesext.leg.wa.gov/biennium/2025-26/Pdf/Bills/Session%20Laws/House/1747.SL.pdf?q=20250506133525) (FCA) to expand protections for applicants and employees. For employers with 15 or more employees, the amended law goes into effect July 1, 2026. For employers with less than 15 employees, it goes into effect January 1, 2027.
Amendment Details:
Here is a high-level overview of the FCA’s changes. We encourage your organization to review the law in full with qualified legal counsel as we cannot provide legal advice.
Definitions:
- Creates new definitions for adult conviction record as well as arrest record.
- Other definitions have been added for juvenile conviction record, legitimate business reason, and tangible adverse employment action (which includes rescinding the offer, or for employees, terminating, suspending, disciplining, etc.).
Criminal background check timing:
- Any inquiry into criminal history and the criminal background check itself may only be conducted after extending a conditional offer.
Adverse Action:
- Employers may not take adverse action based on an applicant’s or employee’s arrest record or juvenile conviction record. This prohibition does not apply to an adult arrest record where the individual is out on bail or released on their own personal recognizance pending trial.
- Asurint does not report juvenile conviction records as a standard.
- Prior to taking adverse action, the employer must determine they have a legitimate business reason for taking such action. This includes consideration of several factors, such as the seriousness of the conviction; number and types of convictions; time elapsed since the conviction (excluding periods of incarceration); any verifiable information related to the individual’s rehabilitation, good conduct, work experience, education and training as provided by the individual; the specific duties and responsibilities of the position; and the place and manner in which the position will be performed.
- Prior to taking adverse action, the employer must notify the individual, identify the record at issue, and hold the position open for at least two business days to allow the individual to correct or explain the record, or provide information about the individual’s rehabilitation, good conduct, work experience, education, and training.
- If the employer takes adverse action following this time period, the employer must provide a written decision to the individual, including specific documentation as to its reasoning and assessment of the factors.
- Please note that the two-day period is not necessarily the waiting period between your letters, but how long you need to keep the position open.
* If an individual discloses criminal history voluntarily, the employer must inform them of the requirements of the law as well as provide the attorney general’s fair chance act guide for employers and job applicants.
Asurint Changes:
The FCA impacts the adverse action process. Effective immediately, if enabled with Asurint's adverse action product, the below highlights important changes to this process.
Adverse Action Process Steps:
- When prompted for the “specific reason” when submitting the pre-adverse action letter request, clients will have the option to free text when selecting “Other” or select one offense from the list (populated from the offenses on the report). Clients may only choose one of these options for PAA.
Automated filing:
- We are disabling functionality for all Washington zip codes that allow the final adverse action letter to be automatically sent after the waiting period expires. You must go into the system and manually send the final adverse action letter (when applicable).
- You will receive a system-generated email notification (sent to the user and/or a specified email address) when the waiting period has expired.
Assessment form:
- The FCA requires an individualized assessment form to be provided with the final adverse action letter. The system will prompt you to upload the form when you initiate each letter. Please consult with qualified legal counsel as to what form should be used.
The above changes in functionality will apply when: (i) the candidate’s current submitted address is in Washington, (ii) the job location is specified as being in Washington, and (iii) the user (client address) placing the order is in Washington.
Please contact Asurint's Compliance team at compliance@asurint.com if you have any questions regarding these changes.
May 20, 2026 - 17:03 EDT
Amendment Details:
Here is a high-level overview of the FCA’s changes. We encourage your organization to review the law in full with qualified legal counsel as we cannot provide legal advice.
Definitions:
- Creates new definitions for adult conviction record as well as arrest record.
- Other definitions have been added for juvenile conviction record, legitimate business reason, and tangible adverse employment action (which includes rescinding the offer, or for employees, terminating, suspending, disciplining, etc.).
Criminal background check timing:
- Any inquiry into criminal history and the criminal background check itself may only be conducted after extending a conditional offer.
Adverse Action:
- Employers may not take adverse action based on an applicant’s or employee’s arrest record or juvenile conviction record. This prohibition does not apply to an adult arrest record where the individual is out on bail or released on their own personal recognizance pending trial.
- Asurint does not report juvenile conviction records as a standard.
- Prior to taking adverse action, the employer must determine they have a legitimate business reason for taking such action. This includes consideration of several factors, such as the seriousness of the conviction; number and types of convictions; time elapsed since the conviction (excluding periods of incarceration); any verifiable information related to the individual’s rehabilitation, good conduct, work experience, education and training as provided by the individual; the specific duties and responsibilities of the position; and the place and manner in which the position will be performed.
- Prior to taking adverse action, the employer must notify the individual, identify the record at issue, and hold the position open for at least two business days to allow the individual to correct or explain the record, or provide information about the individual’s rehabilitation, good conduct, work experience, education, and training.
- If the employer takes adverse action following this time period, the employer must provide a written decision to the individual, including specific documentation as to its reasoning and assessment of the factors.
- Please note that the two-day period is not necessarily the waiting period between your letters, but how long you need to keep the position open.
* If an individual discloses criminal history voluntarily, the employer must inform them of the requirements of the law as well as provide the attorney general’s fair chance act guide for employers and job applicants.
Asurint Changes:
The FCA impacts the adverse action process. Effective immediately, if enabled with Asurint's adverse action product, the below highlights important changes to this process.
Adverse Action Process Steps:
- When prompted for the “specific reason” when submitting the pre-adverse action letter request, clients will have the option to free text when selecting “Other” or select one offense from the list (populated from the offenses on the report). Clients may only choose one of these options for PAA.
Automated filing:
- We are disabling functionality for all Washington zip codes that allow the final adverse action letter to be automatically sent after the waiting period expires. You must go into the system and manually send the final adverse action letter (when applicable).
- You will receive a system-generated email notification (sent to the user and/or a specified email address) when the waiting period has expired.
Assessment form:
- The FCA requires an individualized assessment form to be provided with the final adverse action letter. The system will prompt you to upload the form when you initiate each letter. Please consult with qualified legal counsel as to what form should be used.
The above changes in functionality will apply when: (i) the candidate’s current submitted address is in Washington, (ii) the job location is specified as being in Washington, and (iii) the user (client address) placing the order is in Washington.
Please contact Asurint's Compliance team at compliance@asurint.com if you have any questions regarding these changes.
May 20, 2026 - 17:03 EDT
Update - The Clayton, Georgia website is now operational. Please continue to expect delays, as these searches are clerk-assisted and experiencing higher than usual volumes. We will continue to monitor and provide updates.
May 18, 2026 - 10:30 EDT
May 18, 2026 - 10:30 EDT
Monitoring - Please expect delays in Clayton, Georgia, as their website is currently down. We will continue to monitor the situation and provide updates.
Apr 22, 2026 - 17:58 EDT
Apr 22, 2026 - 17:58 EDT
Update - Please continue to expect delays in Arizona, primarily in; Maricopa. These searches are clerk-assisted and currently experiencing higher than usual volumes, which is contributing to slower turnaround times.
May 18, 2026 - 10:30 EDT
May 18, 2026 - 10:30 EDT
Monitoring - Please expect potential delays in Arizona, primarily in; Maricopa. These searches are clerk-assisted and currently experiencing higher than usual volumes, which is contributing to slower turnaround times. We are actively monitoring the situation and will continue to provide updates.
Mar 17, 2026 - 15:29 EDT
Mar 17, 2026 - 15:29 EDT
Monitoring - As of January 1, 2026, and without prior notice, address information was removed from South Carolina’s public court case search system, leaving only name and year of birth as identifiers. This change has an industry wide impact and is not unique to Asurint.
The update stems from a 2024 law (SB0126) that allows individuals in law enforcement to request removal of identifying information from public records. In response, the Supreme Court directed the AOC’s IT team to remove address information across all cases statewide.
At this time, most South Carolina lower courts are unable to provide a second identifier. As a result, clerk assistance is no longer reliably available across the majority of counties.
To help mitigate delays and maintain timely results, Asurint will continue to automatically utilize the South Carolina SLED (law enforcement) check, when necessary, to corroborate a potential record. The SLED product carries a $26 fee, which will be applied only when this additional verification is required.
For further questions or to discuss options, please contact our Client Support Team at support@asurint.com, via live chat, or by calling 1-800-906-1674.
May 18, 2026 - 10:30 EDT
The update stems from a 2024 law (SB0126) that allows individuals in law enforcement to request removal of identifying information from public records. In response, the Supreme Court directed the AOC’s IT team to remove address information across all cases statewide.
At this time, most South Carolina lower courts are unable to provide a second identifier. As a result, clerk assistance is no longer reliably available across the majority of counties.
To help mitigate delays and maintain timely results, Asurint will continue to automatically utilize the South Carolina SLED (law enforcement) check, when necessary, to corroborate a potential record. The SLED product carries a $26 fee, which will be applied only when this additional verification is required.
For further questions or to discuss options, please contact our Client Support Team at support@asurint.com, via live chat, or by calling 1-800-906-1674.
May 18, 2026 - 10:30 EDT
Identified - The Social Security Administration has published a revised CBSV Form (Form SSA-89, 05-2025). Please start using the revised form immediately when this product is requested. While the form has been revised, the requirements of the form have not changed including needing a handwritten signature.
The updated form is available here: https://www.ssa.gov/forms/ssa-89.pdf
The revised form must be used by April 30, 2026. Starting on that date, Asurint will reject all non-compliant forms.
Note: If you currently use Asurint’s CBSV mail delivery services, the forms will automatically be updated by April 30, 2026.
If you have any questions, please feel free to email the Asurint Internal Audits team at internalaudits@asurint.com.
Mar 30, 2026 - 17:08 EDT
The updated form is available here: https://www.ssa.gov/forms/ssa-89.pdf
The revised form must be used by April 30, 2026. Starting on that date, Asurint will reject all non-compliant forms.
Note: If you currently use Asurint’s CBSV mail delivery services, the forms will automatically be updated by April 30, 2026.
If you have any questions, please feel free to email the Asurint Internal Audits team at internalaudits@asurint.com.
Mar 30, 2026 - 17:08 EDT
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Scheduled Maintenance
May 2026 IQ Screen Platform Maintenance May 28, 2026 21:00-23:00 EDT
We want to make you aware that this May 28th from 9:00 PM - 11:00 PM EST, the Asurint team will be performing our scheduled monthly maintenance. You may experience intermittent service outages during this time while we make enhancements to our platform to better serve you.
Posted on May 05, 2026 - 09:28 EDT
Posted on May 05, 2026 - 09:28 EDT