{"id":506486,"date":"2021-10-08T15:00:00","date_gmt":"2021-10-08T09:30:00","guid":{"rendered":"https:\/\/www.springworks.in\/blog\/?p=506486"},"modified":"2025-08-06T17:11:42","modified_gmt":"2025-08-06T11:41:42","slug":"disposition-vs-sentence","status":"publish","type":"post","link":"https:\/\/blog.springworks.in\/disposition-vs-sentence\/","title":{"rendered":"What&#8217;s the Difference Between Disposition and Sentencing?"},"content":{"rendered":"\n<p><em>Did you know that the cost of hiring a single employee is $4,425, as per the Society for Human Resource Management? And that one in three Americans has a criminal record that will show up during an employment background check?&nbsp;<\/em><\/p>\n\n\n\n<p>While conducting criminal background checks are a critical component for many companies, they are not as easy as it once was. In an age of increased litigation and legislation, information overload, and the sources of this information, many employers struggle with its vocabulary.&nbsp;<\/p>\n\n\n\n<p>What is disposition vs. sentence or convicted vs. non-convicted? What to consider while <a href=\"https:\/\/www.springworks.in\/blog\/how-to-reduce-bias-in-hiring-process\/\">making a hiring decision<\/a>?<\/p>\n\n\n\n<p>Adding to this struggle, the laws that govern these background checks exist in an often surprising state of flux. Hence, in the context of criminal background checks, we must talk about:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Factors companies should consider<\/li>\n\n\n\n<li>Their awareness of key terms\u00a0<\/li>\n\n\n\n<li>Their response to any adverse findings<\/li>\n<\/ul>\n\n\n\n<p>Let\u2019s begin with the vocabulary.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_77 counter-hierarchy ez-toc-counter ez-toc-light-blue ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/disposition-vs-sentence\/#Disposition_vs_Sentence\" >Disposition vs. Sentence<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/disposition-vs-sentence\/#How_Can_an_Employer_Conduct_a_Criminal_Background_Check\" >How Can an Employer Conduct a Criminal Background Check?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/disposition-vs-sentence\/#What_Must_an_Employer_Expect_to_Receive_in_the_Criminal_Records\" >What Must an Employer Expect to Receive in the Criminal Records?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/disposition-vs-sentence\/#What_are_the_Governing_Laws_on_Employers_Use_of_these_Criminal_Records\" >What are the Governing Laws on Employers\u2019 Use of these Criminal Records?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/disposition-vs-sentence\/#Final_Words\" >Final Words<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\" id=\"h-disposition-vs-sentence\"><span class=\"ez-toc-section\" id=\"Disposition_vs_Sentence\"><\/span>Disposition vs. Sentence<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p><strong>What is a disposition<\/strong>? And <strong>what is sentencing<\/strong>?<\/p>\n\n\n\n<p>Disposition is the outcome of a misdemeanor that leads to a person\u2019s arrest or prosecution. In contrast, sentencing is the punishment for a person who is found guilty or pleads guilty. Hence, any criminal disposition may lead to sentencing, but the reverse doesn\u2019t apply.<\/p>\n\n\n\n<p>Let us first understand the probable outcomes of a disposition on background check, other than the one which leads to sentencing.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Acquitted<\/strong>: A person found not guilty by a court of law in a criminal trial.<\/li>\n\n\n\n<li><strong>Dismissed<\/strong>: The charge against a person doesn\u2019t go forward as either the court or prosecutor has decided to terminate the case.<\/li>\n\n\n\n<li><strong>Charges dropped<\/strong>: When the prosecutor declines to pursue the case.<\/li>\n\n\n\n<li><strong>Sealed<\/strong>: When the court has restricted public access to all or some of the record\u2019s content.\u00a0<\/li>\n\n\n\n<li><strong>Expunged<\/strong>: It refers to the deletion of non-conviction information (such as arrest data).<\/li>\n\n\n\n<li><strong>Pending<\/strong>: It indicates the case is still under investigation or prosecution.<\/li>\n\n\n\n<li><strong>Deferred Prosecution<\/strong>: When the court delays prosecution pending the successful completion of a probation program<\/li>\n<\/ul>\n\n\n\n<p>A person is known to be \u2018convicted\u2019 if they have pleaded or been found guilty by a court of law. A conviction will lead to sentencing; here\u2019s the related vocabulary that you must know.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Determinate Sentence<\/strong> refers to a fixed sentence period of 10 years.<\/li>\n\n\n\n<li><strong>General Sentence<\/strong> is a combined punishment for all offenses that a person commits.<\/li>\n\n\n\n<li>In <strong>Indeterminate Sentence<\/strong>, the duration of confinement can be anywhere between 10 to 20 years.<\/li>\n\n\n\n<li><strong>Intermittent Sentence<\/strong> contains periods of freedom wherein the defendant can attend office\/school during the day.<\/li>\n\n\n\n<li><strong>Suspended Sentence<\/strong> refers to the postponement of punishment pending the successful completion of a probation period and\/or a treatment program.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-can-an-employer-conduct-a-criminal-background-check\"><span class=\"ez-toc-section\" id=\"How_Can_an_Employer_Conduct_a_Criminal_Background_Check\"><\/span>How Can an Employer Conduct a Criminal Background Check?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Firstly, the employer must understand the basis of a criminal background check. This screening depends on a variety of factors, such as<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The company\u2019s parent industry\u00a0<\/li>\n\n\n\n<li>The job role\u00a0\u00a0<\/li>\n\n\n\n<li>Their hiring goals<\/li>\n\n\n\n<li>Applicable laws and regulations<\/li>\n<\/ul>\n\n\n\n<p>Once these are aligned, an employer must explore ways in which to obtain the required information. The most common sources:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>State court records<\/li>\n\n\n\n<li>Nationwide private database searches for criminal records<\/li>\n\n\n\n<li>Federal court records<\/li>\n\n\n\n<li>County court records<\/li>\n\n\n\n<li>Sex offender registries<\/li>\n<\/ul>\n\n\n\n<p>Rules of fetching these databases differ from state to state, a company might need to submit a warrant and apt documentation to obtain the records. Hence, having a trusted partner to assist during this process will be more efficient in streamlining the process.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-must-an-employer-expect-to-receive-in-the-criminal-records\"><span class=\"ez-toc-section\" id=\"What_Must_an_Employer_Expect_to_Receive_in_the_Criminal_Records\"><\/span>What Must an Employer Expect to Receive in the Criminal Records?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>When <a href=\"https:\/\/us.springverify.com\/\">fetching criminal records of a potential or current employee<\/a>, an employer can see the following types of information:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Date and type of offense<\/li>\n\n\n\n<li>The severity of the offense<\/li>\n\n\n\n<li>Disposition and its date<\/li>\n\n\n\n<li>Details of Sentence<\/li>\n<\/ul>\n\n\n\n<p>Under the Fair Credit Reporting Act (FCRA), a non-conviction in a criminal record appears on a <a href=\"https:\/\/www.springworks.in\/blog\/employee-background-check-guide\/\">background check<\/a> for up to seven years. But the outcome of interaction with the court is vital to understand for an employer. In case of conviction, you can access information age unless restricted by state or local statute.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-are-the-governing-laws-on-employers-use-of-these-criminal-records\"><span class=\"ez-toc-section\" id=\"What_are_the_Governing_Laws_on_Employers_Use_of_these_Criminal_Records\"><\/span>What are the Governing Laws on Employers\u2019 Use of these Criminal Records?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>With the enactment of the \u2018Ban the Box\u2019 legislation in a few states, companies cannot ask about a job applicant\u2019s criminal history at the initial stage of the job application. Moreover, depending on the specific law and jurisdiction, employers will not be permitted to <a href=\"https:\/\/www.springworks.in\/blog\/criminal-background-check\/\">conduct a job applicant\u2019s criminal background check<\/a> until they accept a contingent job offer.<\/p>\n\n\n\n<p>And even when an employer runs the background check, they must note that discovering any unfavorable information would still confine them. Thus, they can only leverage it limitedly as the basis for a hiring decision. Here is what the regulations say:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Suppose the criminal information you are analyzing for an applicant is for an arrest that did not ultimately result in a conviction. In that case, you may not necessarily be able to consider it.<\/li>\n\n\n\n<li>The Equal Employment Opportunity Commission (EEOC) restricts you from using any criminal history that you discover on a prejudicial ground.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-final-words\"><span class=\"ez-toc-section\" id=\"Final_Words\"><\/span>Final Words<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>It is always advisable to partner with a committed, well-versed, and capable vendor despite this information overload. The vendor can always assure you of a full-proof process of accessing, analyzing, or applying the information in a criminal background check.<\/p>\n\n\n\n<p class=\"has-text-align-center\"><strong><em>Talk to our experts for a quick demo on &#8216;How can EngageWith help you with employee on-the-spot recognition.&#8217;<\/em><\/strong><\/p>\n\n\n\n<div class=\"wp-block-buttons is-horizontal is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-499968f5 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-vivid-cyan-blue-background-color has-background wp-element-button\" href=\"https:\/\/calendly.com\/engagewith-demo\/demo?utm_source=EW-Blog&amp;utm_medium=fun-employee-award-ideas&amp;utm_campaign=EW-blog-conversion\"><strong>Schedule a Demo<\/strong><\/a><\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>While running a criminal background check, you will encounter a lot of jargon, like disposition vs. sentence. Learn more about them.<\/p>\n","protected":false},"author":3,"featured_media":506490,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[482],"tags":[],"class_list":["post-506486","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources","disable-dropcap","disable-2-columns"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.3 (Yoast SEO v26.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>What&#039;s the Difference Between Disposition and Sentencing? - Springworks Blog<\/title>\n<meta name=\"description\" content=\"While running a criminal background check, you will encounter a lot of jargon, like disposition vs. sentence. 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