Free Guide to Quest Diagnostics and Background Checks

Understanding Quest Diagnostics and Background Check Services

Quest Diagnostics is one of the largest clinical laboratory networks in the United States, operating over 2,000 patient service centers across all 50 states. While Quest is primarily known for medical testing services like blood work and drug screening, many employers use Quest's services to conduct background checks as part of their hiring process. This guide provides information about how Quest Diagnostics operates in the background check space and what to expect if an employer sends you there for screening.

Background checks through Quest typically involve several components. Quest may collect information about your criminal history, employment history, education verification, and sometimes medical records or driving history, depending on what the employer requests. Quest partners with various third-party data providers and public records databases to gather this information. The company has been in operation since 1967 and processes millions of background checks annually for employers across industries ranging from healthcare to retail to financial services.

It's important to understand that Quest Diagnostics operates as a third-party screening provider. This means the employer initiates the background check process and Quest conducts the investigation on their behalf. The employer makes the final hiring decisions based on the results. Quest's role is to collect information, verify facts, and present findings to the employer according to legal requirements and company policies.

According to the Society for Human Resource Management, approximately 76% of employers conduct criminal background checks on all job candidates. Quest Diagnostics handles a significant portion of these checks across the country. Understanding how this process works can help you know what information Quest may review and what you can do if you believe information in a background check report is inaccurate.

Practical Takeaway: Quest Diagnostics is a major third-party company that employers hire to investigate candidates' backgrounds. Knowing this distinction helps you understand that Quest is following employer instructions, not making hiring decisions independently.

How Background Check Reports Work and What They Contain

When an employer orders a background check through Quest, the report typically includes several categories of information. A standard background check report generally contains criminal history records from county, state, and federal databases. Quest searches public records to identify arrests, convictions, and sometimes charges that were dismissed. The timeframe covered varies but typically includes the past 7-10 years, though some serious felonies may appear longer.

Employment history verification is another common component. Quest contacts your previous employers to confirm dates of employment, job title, and sometimes reasons for leaving. Some employers provide this information readily; others have policies limiting what they disclose. If an employer cannot be reached or doesn't respond to verification requests, Quest typically notes this in the report rather than making assumptions.

Education verification involves confirming that you attended the school or program you listed and received the degree or credential you claimed. Quest contacts educational institutions directly to verify this information. Many people don't realize that some employers find discrepancies in education claims, with studies suggesting that 30-40% of resumes contain some form of educational misrepresentation.

Other common report elements include Motor Vehicle Records (MVR) checks for positions involving driving, credit checks for certain financial positions, and reference checks where Quest may contact people you've listed as references. Some reports include sex offender registry checks and professional license verification for positions requiring specific credentials.

The background check report itself is typically 5-15 pages long depending on what was found. It presents findings in an organized format showing what was verified, what could not be verified, and any discrepancies or concerns identified. The report includes dates, sources of information, and specific records reviewed.

Practical Takeaway: Background check reports compile information from multiple sources including court records, previous employers, schools, and databases. Understanding what sections might appear in your report helps you anticipate what information will be reviewed.

Your Rights When a Background Check is Ordered

Under the Fair Credit Reporting Act (FCRA), which is a federal law passed in 1970, you have specific rights when a third-party company like Quest conducts a background check on you. The FCRA applies to background checks because they are considered "consumer reports." This law sets requirements for how background check companies must operate and what rights you maintain throughout the process.

One of your primary rights is the right to disclosure. Before an employer orders a background check from Quest, the employer must provide you with a clear written notice informing you that a background check will be conducted. This notice must be separate from other documents and clearly highlight the background check. You cannot waive your right to receive this notice. If you're applying for a job and the employer mentions a background check in fine print within an employment application, that may not meet FCRA requirements for proper disclosure.

You also have the right to know what information is in the report about you. If the background check contains information that could negatively impact your employment opportunity, Quest must provide you with a copy of the report and a document called the "Summary of Your Rights Under the Fair Credit Reporting Act" before the employer takes any adverse action against you based on that report. This is sometimes called a "pre-adverse action" notice. This gives you the opportunity to review what Quest found and dispute any inaccuracies before the employer makes a final decision.

The right to dispute is another critical protection. If you believe information in the background check report is inaccurate or incomplete, you can contact Quest and request an investigation. Quest must investigate your dispute within 30 days and correct any errors. Common errors include records for someone with a similar name, outdated information that should have been removed, or employment dates that don't match your records. Quest must provide you with the results of their investigation.

You also have the right to know if the background check results will be used in an adverse way. If the employer decides not to hire you, not to promote you, or to terminate your employment based partly or entirely on information in a background check report, the employer must provide you with notice of this decision and information about how to contact Quest to dispute the findings.

Practical Takeaway: The Fair Credit Reporting Act gives you the right to know about background checks before they happen, to see what they say about you, and to dispute any information you believe is wrong.

Steps to Take if You Find Errors in Your Background Check Report

If you receive a copy of a background check report and notice information that appears incorrect, you can take specific steps to address it. The first step is to carefully review everything in the report and identify exactly what is wrong or unclear. Don't assume minor details don't matter—even incorrect dates of employment, misspelled names, or wrong addresses can sometimes affect hiring decisions. Make notes about what you want to dispute with specific page numbers and sections.

Next, contact Quest Diagnostics directly to initiate a dispute. Quest provides dispute contact information with every background check report they send to you. You can typically dispute findings by mail, phone, or online. When you contact Quest, be specific about what information you're disputing. For example, don't just say "this employment date is wrong"—instead explain that you worked from January 2019 to June 2021, and the report shows January 2018 to June 2021. Provide your reasoning and any documentation you have.

Quest is required by federal law to investigate your dispute within 30 days. They will contact the source of the information—whether that's a court, employer, school, or database—and ask them to verify or correct the information. If the source confirms that Quest's original information was wrong, Quest must update the report. If the source confirms the original information, Quest will report that they completed their investigation and that the information remains unchanged, though they may add your version of events to the report.

During the investigation process, you can also contact the source of the disputed information directly. If you're disputing employment dates, contact your former employer's HR department with your personnel file or records showing the correct dates. If you're disputing criminal record information, you may need to contact the courthouse where the case was handled. Getting confirmation from these sources and providing it to Quest can strengthen your dispute.

Keep copies of everything related to your dispute including the original background check report, your written dispute letter, any documentation you send to Quest, and any responses you receive. If Quest doesn't correct the error after their investigation, you have the right to ask that a statement explaining your position be included in the report whenever it's sent to employers in the future.

Practical Takeaway: Review background check reports carefully, document any errors with specific details, and formally contact Quest to dispute inaccuracies. Keep records of your dispute process for future reference.

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