Fingerprints for Job Applications: Legalities, Costs, and Best Practices

When embarking on a new job, especially one within an after-school company, you might come across a requirement to provide fingerprints. This can often lead to the question of whether you should be compensated for such expenses and if it's legal for the employer to make you pay out of pocket. Here’s what you need to know.

Legal and Common Practices

The practice of fingerprinting for employment is not uncommon but the responsibility for covering the cost can vary. Generally, employers are expected to pay for any background checks, including fingerprinting, that they request. However, there are exceptions and situations where you might face some costs.

One way to approach this is by asking for reimbursement. If the employer does not agree to this, another option is to claim the expense as a business expense on your tax return. This can provide some financial relief in the long run. If you cannot afford to pay and the job is essential, it might be best to accept the expense in return for employment.

Employment Law Considerations

It is important to note that employment law is highly localized. What is legal in one region might not be in another. Therefore, seeking legal advice from a professional familiar with the local and national laws is highly recommended, especially if the cost is significant or you have concerns about the legitimacy of the practice.

Consider obtaining a job offer in writing that clearly outlines the requirements and the terms of employment, including the expectation for fingerprinting. The offer should also state that if you are not hired, you will be informed of why your fingerprints prevented you from getting the job. This can provide some level of protection and transparency.

Uncommon but Acceptable Practices

While fingerprinting for employment is not a common practice for small, reputable employers, it is not unheard of. Larger companies or those in certain industries (such as healthcare, finance, or law enforcement) might frequently request this step. If you find yourself in this situation, consider whether the job is truly desired and if the costs are manageable.

However, be wary of any scenarios where the employer expects you to bear the entire cost of fingerprinting. It is generally unacceptable for an employer to request fingerprinting and then not cover the costs. This can be a sign of a potential scam, such as an identity theft scheme. Always verify the legitimacy of the company and the validity of the requirement.

Protecting Your Rights

Ultimately, whether you decide to provide fingerprints and pay for the cost is a personal choice. However, there are steps you can take to protect your rights and interests.

First, ask the employer if the fingerprinting is a standard practice and if it is negotiable. Pertinent industries or companies often cover these costs as part of their HR processes. If not, consider whether it is worth the expense.

Another step involves conducting thorough research on the fingerprinting company. Choose a reputable service provider, verify all findings, and keep a copy of the results. This can help protect you in case of any disputes or issues down the line.

The best approach is to stay well-informed and seek legal advice when necessary. By doing so, you can make an educated decision that aligns with your financial and professional goals.