Continuous Monitoring - FAQ

Continuous criminal record monitoring is an ongoing service that alerts employers when a current employee is newly involved in reportable criminal activity. Instead of relying only on a pre-hire background check—which can become outdated the moment someone starts work—continuous monitoring scans newly established criminal court records and sex offender registrations all across the U.S. If a new record appears that meets your company's criteria, you'll receive a timely notification so you can review and respond appropriately. This helps organizations reduce risk, maintain safer workplaces, and stay informed with far less manual effort.

Periodic rechecks only show you a snapshot at the moment you run them. Anything that happens between those scheduled checks can go completely unnoticed for months—or even years. Continuous monitoring closes that gap. Instead of waiting for the next annual or biannual re-screen, you receive near-real-time alerts when a new, reportable criminal court record appears. That means you can respond promptly to issues that may impact safety, compliance, or trust in your organization. In short: Periodic rechecks = delayed visibility. Continuous monitoring = immediate awareness. Both have value, but continuous monitoring provides the ongoing protection that periodic checks cannot match.

MyHireHR securely monitors newly established criminal court records and sex-offender registrations nationwide. When a record that matches your employee roster appears, our system validates the information and sends you an alert. You decide how to review or act on the notification—no disruption to your day-to-day workflow.

We monitor newly established criminal court records and sex offender registrations across all 50 states. This includes charges, filings, and other reportable events that may be relevant to your organization's safety or compliance requirements. This includes: Local, State and Federal Courts for Felony, Non-Felony Jailable, and Misdemeanor records; All 50 State Sex Offender Registries; Law Enforcement Records of Arrests and Incarcerations; All across the United States — >98% of population covered.

You'll receive a notification as soon as a validated, reportable record is identified. Alerts are typically delivered within 24 hours of the record becoming publicly available.

Arrest-only and incarceration-only monitoring track a very narrow slice of activity—typically jail bookings or incarceration data. These sources can be incomplete, delayed, or unavailable in many jurisdictions, and they often miss events that never result in a booking. MyHireHR's continuous monitoring goes much deeper. Rather than relying solely on arrest data, we also monitor newly established criminal court records and sex-offender registrations nationwide. This captures reportable events filed directly with the courts—such as charges, filings, and other actionable records—that may never involve an arrest or jail stay. The result: broader coverage, more accurate information, and stronger risk protection than arrest-only monitoring can provide. And having the court record eliminates the need for further research (and cost) to find out what happened.

Arrest- and jail-based monitoring captures only events that involve a booking or incarceration. Many criminal cases never go through that process. Examples of records commonly missed include: Direct-filed criminal charges (when prosecutors file charges without a physical arrest); Summons-based cases where an individual receives a citation to appear in court instead of being taken into custody; Court orders such as Restraining Orders; Bench warrants issued by a judge for failure to appear or comply with a court order; Court-initiated probation violations that don't involve a new arrest; Pre-trial filings such as criminal complaints and indictments that originate from investigations; Deferred or diverted cases where a charge is filed in court but the person is not booked into jail; Updates to ongoing cases such as newly added charges or enhancements; Sex offender registration violations that may be handled directly through the courts. These types of court records are often action-worthy for employers, yet they typically fall completely outside arrest-only or incarceration-only systems.

Yes. Continuous monitoring requires proper FCRA authorization and disclosure. MyHireHR provides compliant documentation and guidance to help ensure your process is simple, transparent, and defensible.

No—continuous monitoring is designed to complement pre-hire background checks, not replace them. You still benefit from an initial comprehensive screen, and monitoring keeps you informed about new activity after employment begins.

Any organization that values safety, trust, and compliance can benefit. We commonly support: Youth-serving organizations and clubs; Staffing firms; Healthcare and caregiving; Transportation; Retail and hospitality; Financial services; Property management; Businesses with large or distributed workforces.

Pricing is simple and budget-friendly. In most cases, it's a low, per-employee monthly fee and includes nationwide coverage. Billing is monthly to allow for regular roster size fluctuations and seasonality. This allows you to even monitor short term associates while they are representing your organization.

Absolutely. Our team is here to help you understand what an alert means and how it fits within your policies. We don't tell you what action to take, but we provide clarity, context, and optional verification services when needed.

Getting started is quick. MyHireHR will help you with an electronic order form, upload your employee roster, collect the required authorizations, and activate monitoring. Most organizations are fully set up in minutes—not days.