Preemployment Screening and Testing: North Carolina
Federal law and guidance on this subject should be reviewed together with this section.
Author: Jessica Sussman
Summary
- Employers are not prohibited from requesting an applicant's arrest or conviction records during preemployment screening, but should proceed with caution. However, employers that choose to do so should proceed with caution. See Arrest and Conviction Records.
- Applicants for certain types of positions must undergo a criminal background check as a condition of employment. See Mandatory Background Checks.
- North Carolina goes beyond federal law in making E-Verify compliance mandatory for most employers. See E-Verify.
- North Carolina employers that conduct drug testing on applicants must comply with certain procedural requirements. See Drug Testing.
- Employers in North Carolina may not require an applicant or employee to submit to HIV testing unless it is part of an annual medical examination. See AIDS/HIV Testing.
- Employers should be aware of certain steps to take during the preemployment screening process in order to avoid or better defend against negligent hiring claims in the future. See Negligent Hiring.
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