If your organization works with coaches, referees, scorekeepers, lifeguards, or volunteers who are under 18, you've likely noticed that their background check results look different from adult checks. This article explains why, what those reports can and cannot tell you, and how to build a screening policy that keeps your participants safe.
Why minor checks almost always come back clear
In nearly every U.S. state, juvenile court records are sealed by law. They are not part of the public record and are not accessible to consumer reporting agencies, including Ankored's screening partners (Yardstik, JDP, and NCSI).
This means a background check on someone under 18 will almost always come back clear, even if a juvenile record exists. This is not a gap in Ankored's background check screening partner. It is a function of state and federal law designed to protect minors as they transition into adulthood.
A note on age thresholds: most states set the age of majority at 18, but a few are different (Alabama and Nebraska at 19, Mississippi at 21). When in doubt about a specific state, consult your legal counsel.
What won't appear on a minor's report
Juvenile court records, whether dismissed, adjudicated, or sealed
Adjudicated misdemeanors (in most states, these are not treated as criminal convictions for minors)
Credit history (most individuals under 18 cannot establish credit)
Records that have been expunged
What may still appear
Felony charges that were transferred to adult court (such as certain violent offenses or weapons charges)
Sex offender registry matches, if applicable
Motor vehicle records, if the individual is licensed and your package includes an MVR check
Prior employment or education history, with proper consent
Why a clear report isn't the full picture
A clear background check on a minor does not carry the same weight as a clear check on an adult, because the underlying records are not searchable. Treating a minor's background check as a sufficient safety measure on its own can create a false sense of security.
How to screen minor staff and volunteers safely
Because traditional background checks have limited value for minors, we recommend a layered safeguarding approach for any staff or volunteers under 18:
Abuse prevention training. Require all minor staff to complete certified abuse prevention training before they begin working with participants. Programs such as Ankored's Trusted Coach, SafeSport, Players Health, or Abuse Prevention Systems are widely accepted. This creates a baseline of education on appropriate boundaries, warning signs, and reporting procedures.
Signed safeguarding policy and code of conduct. Have minor staff review and sign a clear code of conduct that covers expected behaviors, one-on-one interaction rules, social media and electronic communication boundaries, physical contact policies, mandatory reporting, transportation rules, and consequences for violations.
Enhanced supervision. Minor staff should always operate under direct adult oversight. This may include coaching in pairs with an adult present, a mentorship model with experienced adult coaches, and a firm rule that minors are never alone with participants.
Reference checks. Collect two to three references from adults in supervisory roles, such as teachers, previous volunteer coordinators, or other youth program leaders. This provides character and reliability insight that the background check cannot.
Parental or guardian consent. Require written parental or guardian consent for any minor serving in a staff or volunteer role, including acknowledgment of your organization's safeguarding requirements.
Re-run a full background check when the individual turns 18, and update their role permissions accordingly.
Document your minor staff policy in writing and apply it consistently across your organization.
Verify age at hire. If you're not sure how old a staff member is, ask before running a check so you can apply the right policy.
This approach reflects current best practices in youth sports safety and gives your organization a defensible position if questions arise from parents, your board, or insurance carriers.
Recommended documentation
To create a defensible record of due diligence, keep documentation of:
Training completion certificates tracked in Ankored
Signed policy and code of conduct acknowledgments stored and tracked in Ankored
Reference check tracked and stored in Ankored
Supervision protocols and compliance records
Any incidents or concerns that arise
Frequently asked questions
Don't we need to run background checks on everyone for safety?
Comprehensive safeguarding is essential, but background checks on minors are legally limited and typically return no information. The measures above (training, policies, supervision, references) provide more meaningful protection because they're proactive and create accountability, rather than relying on criminal history that won't be accessible.
Does our insurance require background checks on all coaches?
We recommend verifying requirements directly with your insurance carrier. Many carriers recognize the legal limitations of minor background checks and accept alternative safeguarding measures for individuals under 18. Documenting your full screening protocol may satisfy their requirements.
What if a minor staff member has a history we don't know about?
This is why enhanced supervision is critical. Minor staff should never be alone with participants and should always be under adult oversight. Combined with reference checks and abuse prevention training, this creates multiple layers of protection.
Important note
This article is provided for general informational purposes only and does not constitute legal advice or guidance. Laws governing background checks, juvenile records, and minor employment vary by state and change over time. Each organization is solely responsible for its own screening policies, compliance with applicable laws, and decisions about hiring, supervision, and participant safety. We recommend consulting with qualified legal counsel and your insurance carrier when developing or updating your minor staff policy.
Ankored provides software tools to help organizations track compliance requirements but does not assume responsibility or liability for your organization's compliance with federal, state, or local laws.
Questions?
If you have questions about background checks for a specific role, or want help building a minor staff policy for your organization, reach out to [email protected].