CBI is a division of the Colorado Department of Public Safety and is the central repository of the criminal history arrest records for the State of Colorado only.
The computerized criminal history (CCH) database contains detailed information on arrest records provided by Colorado law enforcement agencies. Arrests that are not supported by fingerprints will not be included in this database. Additionally, warrant information, sealed records, and juvenile records are not available to the public.
- Felonies and misdemeanors court cases are updated daily
- Turnaround time is 24 hours or less
- Price $20.00 + Repository Fee
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Employment Screening Laws in Colorado
The State of Colorado employs the recommended rules and regulations standard policies of the hiring guidelines established by the Fair Credit Report Act (FCRA). Colorado observes a seven-year restriction when processing FCRA criminal searches for employment screening. The seven-year limitation applies to the most recent date entry on the case docket.
Colorado HB 1025
Prohibits state agencies and licensing agencies from performing a background check until the agency determines that the applicant is a finalist for the position or the applicant receives a conditional offer. In determining whether a conviction disqualifies an applicant from employment or licensing, the agency must consider (1) the nature of the conviction; (2) the direct relationship of the conviction to the job; (3) rehabilitation and good conduct; and (4) the time elapsed since the conviction. The law further prevents agencies from using arrests not leading to a conviction in deciding whether to deny or withdraw an offer. An agency may not disqualify an applicant based on an expunged, sealed, or pardoned conviction or charges dismissed pursuant to a deferred judgment unless the agency first considers the four factors listed above. This law does not apply when a statute bars licensing based on convictions nor to certain public safety or correction-related jobs. With some exceptions, the law prohibits agencies from issuing job advertisements that include blanket bans stating that a person with a criminal record may not apply.
The new law (Colo. Rev. Stat. § 8-2-130) applies to most jobs with private employers, except for positions for which the employer is prohibited by law from hiring someone with a specific conviction history or required by law to conduct a background check as well as positions designated by the employer as participating in a government program to encourage the employment of people with records. The new law bars employers from stating in a job advertisement or on an application form that a person with a record may not apply as well as from inquiring into or requiring disclosure of an applicant’s record on an initial application. An employer may, however, obtain a “publicly available criminal background report” at any time. Enforcement of the law is delegated to the Colorado Department of Labor and Employment, which may receive and investigate complaints, issue regulations, and impose civil penalties. Complaints must be received within one year from the alleged violation, and the allowable civil penalties increase for subsequent violations. The law takes full effect on a staggered schedule, requiring employers with eleven or more employees to ban the box beginning September 1, 2019 and all other employers to do so starting September 1, 2021.
The executive order applies to city
- Background check after a conditional offer of employment
- Incorporates EEOC criteria in individualized assessment
On July 25, 2016, the mayor amended Executive Order No. 135 “The Use of Background Checks in Hiring and Employment Decisions,” adding Section 3.1.1, which prohibits conviction history inquiries until the applicant has been extended a conditional offer of employment (with certain exceptions). Even before the July 2016 update, Sections 3.1.7 and 3.1.8 of Executive Order No. 135 already limited agency consideration of arrests and required agencies to consider (i) the nature of the conviction, (ii) existence of a “strong correlation” between the conviction and job sought, (iii) the number of convictions, (iv) the recentness of convictions, and (v) any evidence of rehabilitation.
Source: National Employment Law Project
Disclaimer: While this information only serves as guidance, it is strongly recommended to always check with your legal counsel before proceeding as new laws may emerge after the date of this article.
Colorado Criminal History Report
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Name: Doe, Mary K | Type: Defendant 1
Date: 02/25/1978 Gender: Female | Race: Caucasian
Charge: Criminal Mischief-under $500 Disposition: Guilty Type of Crime: M2 (Class 2 Misdemeanor) Comments Charge Details
Disposition: Dismissed by DA | Type of Crime: M3 (Class 3 Misdemeanor) Comments Charge Details
Charge: Harassment-obscene Language/gesture
Disposition: Dismissed by DA Type of Crime: M3 (Class 3 Misdemeanor) Comments Charge Details
Charge: Drug Paraphernalia-possess Disposition: Dism by DA Type of Crime: PO2 (Class 2 Petty Offense) Comments Charge Details
List of Colorado Criminal Courts