What to Know About Background Checks for Plumbing Businesses

Background checks for plumbing businesses help reduce risk, protect customers, and support a reliable hiring process. The plumbing industry sends people into homes and job sites, so a clear, repeatable background check and license verification process is the safest path for any plumbing company.

At Sapphire Check, we provide employment background checks built for organizations that hire plumbers, techs, drivers, supervisors, and office staff. Our services cover criminal background check searches, MVR reports, drug test programs, identity verification, employment and education verification, and license checks with a state’s licensing board. We support compliance, fast turnaround, and accurate results across most states and other states where you operate.

Why Background Checks Matter in Plumbing

Plumbing contractors work inside homes, facilities, and sensitive areas where security and safety matter. A structured background check helps a plumbing business reduce exposure to theft, property damage, and driving incidents, while also protecting employees who share trucks, warehouses, and tools. When a company follows consistent practices, it protects its reputation, gives customers peace of mind, and sets a clear standard for every job.

A background check program also lowers legal issues. Clear documentation shows how you determine job-related risk using criminal records, MVR history, and license status. When a plumbing company follows a written process and keeps proof on file, it shows compliance with the law and reduces future trouble from negligent hiring claims.

What to Include in a Plumbing Background Check

Start with identity checks to match the person to the right records. An SSN trace and address history help locate county criminal records under all known names. Add a criminal background check that covers a national database, county courts where the person lived, and the sex offender registry. For many roles, include federal courts when work touches government sites or higher-risk projects.

Add MVR reports for anyone who drives a company vehicle or carries parts and equipment. Review accidents, suspensions, DUIs, and patterns that raise risk. Pair MVR with a drug test where your operations, contracts, or customer policies require it. A 5-panel or 10-panel program is common. Many states and customers also ask for pre-employment background checks, such as prior employment, education, and professional references, to confirm plumbing experience and reliable work history.

License and Credential Checks You Should Run

Check the plumber’s license with the state’s licensing board. Confirm the license status, expiration date, any restrictions, and any discipline. Do the same for a plumbing contractor’s license if your company or a supervisor holds one. If the role needs endorsements such as backflow testing or gas fitting, capture a copy and verify with the licensing board.

Match the stage of the plumbing career to the right credential. For an apprentice or new hire with a journeyman license, collect proof of hours and exam completion. For a master plumber, verify the current license class and any business permissions tied to a contractor’s license. Repeat these checks at renewal and keep records in your HR files.

State Licensing Requirements and How to Verify

Most states require a licensing process with several steps. Programs can include a high school diploma or GED, technical education, supervised plumbing experience, an application form, fees, and a passing score on a state exam. Many states also require a background check, insurance, and bonding before issuing a license. Other states use local boards or city-level rules, so always contact the proper licensing board to verify what applies to your company.

Keep a simple workflow. Look up the license on the state site, save a PDF or screenshot, and record the renewal date. Track continuing education where states require it and add a reminder to stay updated with the latest industry standards. This routine helps a plumbing business maintain compliance across locations and reduces risk when you hire in new markets.

Role-based Screening for a Plumbing Company

Field technicians who enter homes and sites need a full package. Run identity, a criminal background check, county court searches, MVR if they drive, a drug test if your policy requires it, employment verification for recent roles, and a plumber license check. For warehouse or office roles with no driving, you can focus on identity, criminal records, and past employment, and add credit only if the job handles purchasing or payments.

If you’re looking for a reliable way to match screening depth to each role, we offer turnkey packages for teams that enter homes, drive company vehicles, and handle inventory. These cover identity and criminal background checks, MVR and drug test programs, and license verification with your state’s licensing board, built for fast turnaround and clear compliance steps. See our Background Check for Plumbing Companies page to choose a package that fits your hiring process.

Drivers and DOT-covered roles need close review. Include MVR, drug and alcohol testing where the law applies, and medical cards. Supervisors and estimators who open and close jobs or handle access and inventory often need a higher level review, such as county and federal court checks and proof of a plumbing contractor’s license, where they sign permits or supervise work.

A Compliant Workflow for Employment Background Checks

Compliance keeps hiring consistent and reduces legal issues. Give candidates a standalone disclosure and get written authorization before you order a report. Keep the form separate from the application form. Limit checks to the job you are filling and follow the same process for every person in that job.

According to Federal Trade Commission guidance, when a company uses a third party to run a background check, it must give a stand-alone written disclosure and get written permission; before taking any adverse action, it must send a pre-adverse notice with a copy of the report and the FCRA Summary of Rights; and if the decision stands, it must send a final adverse action notice with the screening company’s contact information and the candidate’s right to dispute inaccuracies.

If a report raises a concern, use a pre-adverse action step before you make a final decision. Share a copy of the report and the federal rights notice, give time for a dispute, and review any corrections. If you decide not to hire, send an adverse action notice. This step-by-step process is simple, repeatable, and aligns with compliance. It also shows respect for the person while protecting your business.

From Job Post to Final Offer

Build your hiring process so candidates know what to expect. In the job post, list that the company uses a background check, any drug test program, and any license checks tied to the job. On the application form, collect the legal name, past names, and locations lived to help your screening vendor match records. Keep forms plain and short to cut errors.

During screening, keep candidates aware of their status and next steps. Use mobile consent and clear instructions for drug test locations. When results arrive, document the decision and save proof of checks, license verification, and continuing education where required. A clean process shortens time to hire and supports steady staffing for repair services and projects.

Training, Continuing Education, and Rechecks

Plumbing changes over time as codes update and new materials and methods show up on job sites. Many states require continuing education to maintain a license, and most states publish updates through a state licensing board or code site. Keep a calendar to record dates and capture certificates so your company always has proof.

Set a policy for rechecks. Many plumbing companies run an annual MVR for drivers and a periodic criminal background check for field roles. Rechecks help you stay aware of new records and protect your customers and employees. A set schedule also treats people fairly because the same rule applies to each role.

Security, Data Handling, and Candidate Rights

Treat background check data as sensitive. Limit access to HR and managers who need it for a hiring decision. Store reports in a secure system with audit trails and retention rules. Do not email full reports where they can be forwarded. When you no longer need a record, follow your retention policy and delete it.

Make candidates aware of their rights. If a person disputes a report, start a reinvestigation and update records based on the results. Document the outcome and share updates with the candidate. Clear communication helps prevent confusion, protects people from record errors, and reinforces your commitment to fair practices.

Costs, Timelines, and What to Expect

Most companies want a fast and accurate process. Basic identity and database searches can return the same day. County court searches, license checks with a state site, and drug test results can add time. Share realistic timelines with hiring managers so they can plan start dates and schedule training.

Costs vary by package and by location. Some county courts charge access fees, and many drug test labs use market-based pricing. The right mix depends on the job and risk. A field tech who drives and enters homes needs more checks than a part-time warehouse clerk. A simple matrix helps you determine the right package by role and location.

Common Mistakes that Lead to Risk

Skipping license verification is a common gap. A person may claim a plumber’s license or a plumbing contractor’s license that is expired or restricted. Always verify with the state’s licensing board and save proof. Failing to recheck the MVR for drivers is another gap. Driving risk changes over time, and unchecked records can lead to a crash, higher insurance costs, and legal issues.

Another mistake is using a one-size package for every job. A master plumber who signs permits carries a different risk than a helper who does inventory. Match the scope of screening to the job, the state licensing requirements, and customer expectations. When your company writes these rules down and follows them, you reduce surprises and protect the business.

Simple Policy You Can Adopt Today

Put your policy in writing. List roles, required checks, recheck frequency, and who approves exceptions. Add steps for disclosure and consent, adverse action, license verification, continuing education, and record storage. Train managers so they follow the process for every hire.

Review the policy each year. Laws change, states require new forms, and customer contracts add new rules. Meet with HR, safety, and operations to update the policy, then communicate changes to everyone involved. This steady rhythm keeps your process reliable and protects your organization.

Conclusion

A structured plan for background checks for plumbing businesses protects customers, employees, and brand reputation. When you match checks to each role, verify every plumber license and contractor’s license, and follow a documented process for consent and adverse action, you lower risk and support safe operations. Pair criminal records and MVR results with strong training, continuing education, and simple record keeping. This steady approach keeps hiring fair, fast, and reliable across the plumbing industry.

Sapphire Check provides employment background checks and license verification tailored to your services and locations. We offer packages for plumbing contractors and growing teams, including criminal background check searches, MVR reports, drug test programs, and verification with your state’s licensing board. Contact us to build a screening process that fits your business.

FAQs

What is the most common background check for employment?

The most common background check for employment is an identity check plus a criminal background check that includes county court searches where the person lived.

What would cause a red flag on a background check?

Red flags include recent convictions related to the job, a suspended license for a driving role, failed drug test results, or a falsified work history.

How far do most employers go for background checks?

Most employers search county criminal records for the last seven years and add more years if allowed by state law and the job risk.

Do plumbers need a background check to get a license?

Many states require a background check during the licensing process, and state boards may also review insurance, bonding, and exam results.