What are the opening hours?

Monday 8am - 8pm Tuesday 8am - 8pm Wednesday 8am - 8pm Thursday 8am - 8pm Friday 8am - 6pm Saturday 10am - 4pm

EnCompass Background Screening Solutions, 3578 E. Hartsel Drive, 233, Colorado Springs, CO (2026)

01/30/2026

𝗛𝗼𝘄 𝗠𝘂𝗰𝗵 𝗦𝗵𝗼𝘂𝗹𝗱 𝗮 𝗕𝗮𝘀𝗶𝗰 𝗕𝗮𝗰𝗸𝗴𝗿𝗼𝘂𝗻𝗱 𝗖𝗵𝗲𝗰𝗸 𝗖𝗼𝘀𝘁?
Typical Price Range (2026)
A basic background check generally costs:
💲 $20 – $50 per person
Pricing depends on:
Jurisdiction searched (local vs. multi-county vs. national)
Turnaround time
Compliance safeguards

Type of organization (employer, nonprofit, landlord)
⚠️ 𝙍𝙚𝙙 𝙛𝙡𝙖𝙜: 𝘽𝙖𝙘𝙠𝙜𝙧𝙤𝙪𝙣𝙙 𝙘𝙝𝙚𝙘𝙠𝙨 𝙪𝙣𝙙𝙚𝙧 ~$𝟭𝟱 𝙖𝙧𝙚 𝙤𝙛𝙩𝙚𝙣 𝙙𝙖𝙩𝙖𝙗𝙖𝙨𝙚-𝙤𝙣𝙡𝙮 𝙨𝙚𝙖𝙧𝙘𝙝𝙚𝙨 𝙩𝙝𝙖𝙩 𝙢𝙖𝙮 𝙗𝙚 𝙤𝙪𝙩𝙙𝙖𝙩𝙚𝙙, 𝙞𝙣𝙘𝙤𝙢𝙥𝙡𝙚𝙩𝙚, 𝙤𝙧 𝙣𝙤𝙣-𝙘𝙤𝙢𝙥𝙡𝙞𝙖𝙣𝙩.

What a Basic Background Check Should Include
A compliant basic background check should answer three core questions:
Is this the right person?
Are there legally reportable records that matter for the role or housing?
Was the information gathered and used lawfully?

✅ Core Components
1️⃣ Identity Verification
Purpose: Confirm the individual is who they say they are.
Includes:
Full name & known aliases
Date of birth match
Address history
SSN trace (employers only; not credit)
👉 This step determines where to search and prevents false matches.

2️⃣ Criminal Record Search (Jurisdiction-Based)
Purpose: Identify relevant, legally reportable criminal history.
Should include:
County or state criminal court searches based on address history
Clear distinction between:
Arrests vs. convictions
Open vs. closed cases
Up-to-date court records (not just databases)
⚠️ Best practice: County-level searches, not “instant national databases” alone.

3️⃣ S*x Offender Registry Search
Purpose: Safety and duty of care.
Includes:
National and state registries
Especially critical for:
Child-facing roles
Housing
Nonprofits
Volunteers

4️⃣ Compliance & Disclosure Safeguards
Purpose: Protect the organization from legal exposure.
A proper basic check includes:
FCRA-compliant disclosures & authorizations
Adverse action process (if needed)
Record retention controls
Candidate rights notifications
𝙏𝙝𝙞𝙨 𝙞𝙨 𝙬𝙝𝙚𝙧𝙚 𝙢𝙖𝙣𝙮 𝙡𝙤𝙬-𝙘𝙤𝙨𝙩 𝙥𝙧𝙤𝙫𝙞𝙙𝙚𝙧𝙨 𝙘𝙪𝙩 𝙘𝙤𝙧𝙣𝙚𝙧𝙨.

What a Basic Background Check Should NOT Automatically Include
These are often add-ons, not “basic”:
❌ Credit report (role- and state-dependent)
❌ Employment verification
❌ Education verification
❌ Drug screening
❌ Motor vehicle record (MVR)
❌ Social media searches
𝘐𝘯𝘤𝘭𝘶𝘥𝘪𝘯𝘨 𝘵𝘩𝘦𝘴𝘦 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 𝘳𝘰𝘭𝘦-𝘣𝘢𝘴𝘦𝘥 𝘫𝘶𝘴𝘵𝘪𝘧𝘪𝘤𝘢𝘵𝘪𝘰𝘯 𝘤𝘢𝘯 𝘤𝘳𝘦𝘢𝘵𝘦 𝘭𝘦𝘨𝘢𝘭 𝘳𝘪𝘴𝘬.

Employer vs. Landlord vs. Nonprofit Differences
Use Case Basic Check Focus
Employer Identity + criminal (job-related)
Landlord Identity + lawful criminal (credit rules vary by state)
Nonprofit/Volunteer Identity + criminal + s*x offender

01/26/2026

𝗖𝗼𝗹𝗼𝗿𝗮𝗱𝗼 𝟮𝟬𝟮𝟲 𝗟𝗮𝘄𝘀: 𝗪𝗵𝗮𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀 𝗳𝗼𝗿 𝗥𝗲𝗻𝘁𝗲𝗿𝘀, 𝗟𝗮𝗻𝗱𝗹𝗼𝗿𝗱𝘀 & 𝗦𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝗣𝗿𝗼𝘃𝗶𝗱𝗲𝗿𝘀
B𝗶𝗴 𝗣𝗶𝗰𝘁𝘂𝗿𝗲

Starting January 2026, 19 new Colorado laws will take effect. Two areas stand out for housing providers and screening professionals:

𝗖𝗵𝗮𝗻𝗴𝗲𝘀 𝘁𝗼 𝘁𝗲𝗻𝗮𝗻𝘁 𝘀𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝗿𝘂𝗹𝗲𝘀
Expanded support for mental health access
Not every law affects housing, but House Bill 25-1236 directly impacts how landlords evaluate prospective tenants.

𝗞𝗲𝘆 𝗟𝗮𝘄 𝗜𝗺𝗽𝗮𝗰𝘁𝗶𝗻𝗴 𝗥𝗲𝗻𝘁𝗲𝗿𝘀 & 𝗧𝗲𝗻𝗮𝗻𝘁 𝗦𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴
HB25-1236 – Residential Tenant Screening Reform
This law updates Colorado’s definition of a “portable tenant screening report.”
What Changes in 2026

𝗨𝗻𝗱𝗲𝗿 𝘁𝗵𝗲 𝗻𝗲𝘄 𝗹𝗮𝘄:
Applicants cannot be required to disclose:
Credit score
Credit history
Past negative credit events

Credit information is effectively removed from consideration when a tenant provides a qualifying portable tenant screening report.

𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗠𝗮𝘁𝘁𝗲𝗿𝘀
Renters with past financial hardships gain fairer access to housing
Landlords must adjust screening policies
Screening providers must ensure reports and workflows remain compliant
This is a clear continuation of the “fair chance housing” trend—similar in spirit to Ban the Box laws for employment.

𝗪𝗵𝗮𝘁 𝗟𝗮𝗻𝗱𝗹𝗼𝗿𝗱𝘀 & 𝗣𝗿𝗼𝗽𝗲𝗿𝘁𝘆 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗦𝗵𝗼𝘂𝗹𝗱 𝗗𝗼 𝗡𝗼𝘄
✅ Compliance Checklist for 2026
Before January 2026, landlords should:
Review current tenant screening criteria
Update application language referencing credit scores or credit history
Train staff on what can and cannot be considered
Confirm screening vendors support Colorado-compliant portable reports

𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗺𝗮𝗸𝗶𝗻𝗴 𝗰𝗿𝗶𝘁𝗲𝗿𝗶𝗮 𝘁𝗵𝗮𝘁 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻:
Rental history (where allowed)
Income verification
Lawful criminal screening (if applicable)
Identity verification
⚠️ Failure to adjust policies could increase fair housing risk.

01/23/2026

𝗪𝗵𝗮𝘁 𝗔𝗿𝗲 𝗬𝗼𝘂𝗿 𝗗𝗿𝘂𝗴 𝗦𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝗢𝗽𝘁𝗶𝗼𝗻𝘀 𝗮𝘀 𝗮𝗻 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗶𝗻 𝗮 𝗦𝗼𝗰𝗶𝗲𝘁𝘆 𝗪𝗵𝗲𝗿𝗲 𝗠𝗮𝗿𝗶𝗷𝘂𝗮𝗻𝗮 𝗜𝘀 𝗟𝗲𝗴𝗮𝗹?

Ma*****na may be legal in many states—but that doesn’t mean employers have lost the right to maintain a safe, productive, and drug-free workplace.

This is one of the most common questions employers ask today:
“If ma*****na is legal, can we still drug test?”

The short answer: Yes—but how you test, what you test for, and how you use the results matters more than ever.

Ma*****na Laws vs. Workplace Safety
State ma*****na laws focus on criminal legality, not workplace standards. Employers are still responsible for:
Workplace safety
Productivity
Duty of care to customers, patients, tenants, or the public
Compliance with federal regulations (where applicable)

In many states, employers may still prohibit impairment at work, even if off-duty ma*****na use is legal.

Common Drug Screening Options for Employers
1️⃣ Urine Drug Testing
Most widely used and cost-effective
Detects ma*****na (THC) and other substances
Indicates recent use, not current impairment
Often used for pre-employment and random testing
Best for: General workforce screening and consistency
2️⃣ Oral Fluid (Saliva) Testing
Detects very recent drug use
Shorter detection window than urine
Less invasive and harder to adulterate
Best for: Reasonable suspicion and post-incident testing
3️⃣ Hair Testing
Long detection window (up to 90 days)

01/21/2026

𝗛𝗼𝘄 𝘁𝗼 𝗥𝗲𝗱𝘂𝗰𝗲 𝗬𝗼𝘂𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗲𝘃𝗼𝗹𝘃𝗶𝗻𝗴 𝗗𝗼𝗼𝗿 𝗕𝗲𝗳𝗼𝗿𝗲 𝗗𝗮𝘆 𝗢𝗻𝗲 𝗶𝗻 𝟮𝟬𝟮𝟲!

If you feel like you’re constantly rehiring for the same position, the problem usually isn’t effort—it’s fit.

Most employee turnover happens early, often within the first 90 days. And in many cases, it has nothing to do with work ethic or attitude. The role simply didn’t match the candidate’s skills, working style, or expectations.

That’s where pre-hire assessments and skills testing come in.
Background checks tell you who someone is.

Assessments and skills tests help tell you how they’ll perform.
Resumes and interviews are limited. Candidates can interview well and still struggle once the real work begins.

Pre-hire assessments add a layer of objectivity by evaluating communication style, reliability, adaptability, and problem-solving—traits that directly impact retention.

Skills testing answers an equally important question: Can the candidate actually do the job?

Whether it’s technical ability, accuracy, attention to detail, or job-specific knowledge, skills tests reduce guesswork and help set realistic expectations on both sides.

When employers use these tools correctly, they:
Hire more intentionally
Reduce early-stage turnover
Shorten onboarding and training time
Improve manager confidence and team stability

The key is alignment. Not every role needs the same assessment, and the best hiring programs tailor tools to the position. When assessments are job-related, consistent, and legally compliant, they support fair hiring decisions while protecting your organization.
Reducing turnover isn’t about hiring faster—it’s about hiring smarter.

At EnCompass Background Screening Solutions, we help employers integrate pre-hire assessments, skills testing, and background screening into one streamlined, compliant process—so your next hire is positioned to stay, succeed, and grow.

01/19/2026

𝟮𝟬𝟮𝟲 𝗙𝗮𝗶𝗿 𝗖𝗵𝗮𝗻𝗰𝗲 𝗛𝗶𝗿𝗶𝗻𝗴: 𝗕𝗮𝗰𝗸𝗴𝗿𝗼𝘂𝗻𝗱 𝗖𝗵𝗲𝗰𝗸 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗨𝗽𝗱𝗮𝘁𝗲

W𝗵𝘆 This Matters
Many employers encounter this moment: a conditional offer is out, a background check is complete, and something in the report raises concern. What happens next is no longer just a judgment call—it’s a regulated process with legal, reputational, and human consequences.

Fair chance hiring laws continue to expand in 2026, moving beyond “Ban the Box” toward documented, individualized decision-making.
What Is Fair Chance Hiring?

Fair chance hiring is designed to ensure candidates are not automatically disqualified based solely on criminal history.
“Ban the Box” laws removed criminal history questions from initial applications, requiring employers to evaluate qualifications first. Today, fair chance laws go further by regulating how criminal history is evaluated later in the process.

What’s Changed
In many states and cities:
Background checks must occur after interviews or a conditional offer
Employers must perform an individualized assessment
Candidates must receive written notice and time to respond
Decisions must remain open until the process is complete
States like California and New York already require these steps, and more jurisdictions are following.

What an Individualized Assessment Must Consider
Employers are expected to evaluate:
The nature of the offense
How long ago it occurred
Its relevance to the specific job
Evidence of rehabilitation or mitigating circumstances
Blanket “no record” policies create unnecessary risk and are increasingly difficult to defend.

Why Employers Should Act Now
Fair chance hiring reduces compliance risk
It supports consistent, defensible decisions
It expands the talent pool
It aligns with EEOC guidance and evolving state laws
Even where not legally required yet, these practices are quickly becoming the standard.

01/16/2026

🗽 New York State Bans the Use of Credit Checks in the Employment Context
Effective Date: November 8, 2021
(Still in force for 2026 compliance)
What Changed?
New York State law prohibits employers from requesting or using consumer credit history when making employment decisions for most positions. This includes:
Hiring
Promotion
Compensation
Discipline
Termination
The law applies to both public and private employers in New York State.
🚫 What Employers May NOT Do
Employers generally may not:
Request a credit report
Ask credit-related questions
Use credit history in employment decisions
Rely on credit information obtained from a third party
✅ Limited Exceptions (Very Narrow)
Credit checks may still be allowed only for specific roles, such as:
Certain law enforcement positions
Jobs requiring bonding
Positions with fiduciary responsibility involving substantial assets
Roles where credit history is legally required by federal or state law
⚠️ These exceptions are strictly interpreted and should be reviewed with legal counsel before use.
📌 What This Means for Employers
Credit checks should not be part of your standard background screening process in NY
Employment applications and screening packages must be reviewed for compliance
Violations may result in complaints, fines, and legal exposure
🔍 Best Practice Recommendation
Employers should focus on legally permissible screening tools, such as:
Criminal background checks (where allowed)
Employment and education verification
Profess

01/14/2026

𝟮𝟮 𝗠𝗼𝗻𝘁𝗴𝗼𝗺𝗲𝗿𝘆 𝗖𝗼. 𝗣𝘂𝗯𝗹𝗶𝗰 𝗦𝗰𝗵𝗼𝗼𝗹𝘀 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗳𝗹𝗮𝗴𝗴𝗲𝗱 𝗶𝗻 𝗯𝗮𝗰𝗸𝗴𝗿𝗼𝘂𝗻𝗱 𝗿𝗲𝘀𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀.

Twenty-two Montgomery County, Maryland Public Schools (MCPS) employees were flagged—two with disqualifying criminal charges and 20 with Child Protective Services findings—during a recent rescreening to clear a backlog of nearly 10,600 background checks for school-based staff, MCPS told Bethesda Today on Friday.

According to Maryland law, there are 14 disqualifying criminal offenses that would impact employment eligibility. The offenses range from assault to child s*xual abuse. "Indicated findings" by Child Protective Services (CPS) means there is "credible evidence which has not been satisfactorily refuted" that child abuse or neglect occurred, but this is not equivalent to being convicted of a crime, according to Maryland regulations and the Montgomery County inspector general’s office.

If current employees are found with one of the criminal offenses, due process and disciplinary proceedings must be followed, according to MCPS staff. If there are "indicated findings" on the CPS checks, the findings are sent to the MCPS Department of Compliance and Investigations for review.

01/07/2026

Changes in Philadelphia
Philadelphia has amended its Fair Criminal Record Screening Standards Ordinance, commonly known as the Ban-the-Box law. These updates significantly expand who is covered, clarify how criminal history may be considered, and strengthen notice and enforcement requirements. The changes go into effect January 6, 2026, and employers with operations in Philadelphia should review hiring and screening practices to ensure compliance.

Key Changes to Be Aware Of
Expanded Coverage: The law now applies broadly to employees, independent contractors, temporary workers, gig workers, and rideshare drivers.
Post-Offer Rule: Criminal history inquiries may be made only after a conditional offer of employment, promotion, or rehire.
Time-Based Limits:
Felonies may be considered if they occurred within the past 7 years
Misdemeanors may be considered if within the past 4 years
Summary offenses may not be considered
No Sealed or Expunged Records: If records appear in a background report, applicants must be provided the opportunity to show proof of sealing or expungement.
Individualized Assessment Required: Employment decisions cannot be based on blanket exclusions. Employers must evaluate factors such as the offense, job duties, rehabilitation, and work history.
Stronger Retaliation Protections: Adverse actions taken within 90 days of a protected activity may be presumed retaliatory.
Enhanced Enforcement & Penalties: The Philadelphia Commission on Human Relations (PCHR) will h

01/02/2026

Happy New Year! Are you confident your Pre-Hire Screening Program can meet the evolving challenges of 2026? With the new year on the horizon, it’s the perfect moment to evaluate your protocols and ensure comprehensive protection for your workforce, clientele, and reputation. Focus on these vital components:

1️⃣ Written Consent – Always request clear, written consent from applicants prior to screening. Outline what will be reviewed and the intended use of information—building trust and staying compliant with privacy laws.

2️⃣ Compliance & Training – Assign screenings only to trained professionals using approved methods. Keep current on FCRA, GDPR, and all applicable legal requirements to protect both your company and candidates.

3️⃣ Job-Relevant Focus – Filter out personal or protected information, focusing strictly on factors impacting job performance and safety.

4️⃣ Secure, Automated Tools – Choose modern, secure tools that highlight relevant issues, respect privacy, and ensure you follow best practices.

5️⃣ Shield your organization from future risks with a robust, ethical screening process. Let EnCompass Background Screening Solutions be your partner in hiring wisely and responsibly for 2026 and beyond.

Happy New Year! From The EnCompass Background Screening Solutions TEAM!
Your Disabled Navy Veteran Owned, Screening, Assessment & Skills Testing Partner.

Let us know how we can help you and your company.
📞 +1 719 377 7589
✉️ solutions@encompass.com
🌐 www.encompass

12/31/2025

Stepping into 2025, all of us at EnCompass Background Screening Solutions want to extend our heartfelt appreciation to those who make our journey meaningful—our hardworking team, cherished clients, reliable partners, and the entire EnCompass community.

Your steadfast trust inspires us to continue delivering honest advice and dependable service, supporting you in making hiring decisions that keep your business and your people safe.

Here’s to strengthening partnerships, growing together, and enjoying the peace of mind that comes with building successful, protected teams.

May the New Year bring you happiness, health, and prosperity!

Ready to build a safer, stronger workforce? Contact EnCompass today to discover how we can help you safeguard your business in 2025.

12/29/2025

🧬 Discover the Power of the Big Five (OCEAN) Personality Assessment
A Scientific Solution for Confident Hiring

Great hires go beyond the résumé—they’re about finding people who truly fit your team’s rhythm and values. EnCompass Background Screening Solutions includes the Big Five Personality Assessment in our pre-hire package, giving you actionable insights into every candidate’s potential and fit.

🧠 What Is the Big Five (OCEAN) Assessment?
The Big Five measures five core personality traits, each linked to workplace behaviors that matter:

🔹 **Openness to Experience**
Creative, adaptable, quick to embrace new ideas
vs.
Methodical, grounded, prefers established routines

🔹 **Conscientiousness**
Systematic, reliable, detail-focused
vs.
Flexible, easy-going, may need structured guidance

🔹 **Extraversion**
Dynamic, sociable, flourishes in group settings
vs.
Quiet, reflective, excels in focused roles

🔹 **Agreeableness**
Trustworthy, team-oriented, supportive
vs.
Straight-shooting, independent, critical thinker

🔹 **Neuroticism**
Gauges emotional steadiness and stress management
High = May need encouragement during high-pressure periods
Low = Unshakable, resilient

🔍 **How the Big Five Strengthens Your Hiring**
✅ Place candidates in roles where they’ll excel
✅ Minimize risk of turnover with better alignment
✅ Foster stronger, more harmonious teams
✅ Tailor onboarding to each individual’s strengths

🛠️ **Get the Full Picture**
The Big Five is part of a robust screening

12/25/2025

HAPPY HOLIDAYS!

Season’s Greetings from all of us at EnCompass Background Screening Solutions! To every business, non-profit organization, property manager, landlord, and professional we’re fortunate to meet, partner with, learn from —Merry Christmas and Happy Holidays.

We deeply appreciate your trust in us to help you foster safe, ethical workplaces and vibrant communities. Your commitment motivates our work every single day.

May your holiday season be filled with joy and tranquility, and may the New Year bring prosperity and success

EnCompass Background Screening Solutions

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