Intuit Background Screening Standards

For Contingent Workers and Service Providers (Global)

Background

These are the minimum requirements for all workers engaged to perform services for Intuit, or who have access to Intuit facilities, systems, or data, are expected to be screened in compliance with these requirements prior to the commencement of work. These standards outline how to meet Intuit’s screening requirements.

Agencies and Service Providers are expected to comply with all applicable federal, state, and local laws and regulations, including but not limited to the Fair Credit Reporting Act (“FCRA”), as well as any state laws that incorporate or expand upon the FCRA, in conducting background screenings. This obligation also includes all applicable international requirements imposed in the local jurisdiction. The foregoing includes any and all applicable “ban the box laws” regarding criminal background checks. If any conflicts in this document are identified, the applicable laws and regulations take precedence.

Applicability

Background screenings must be conducted for all workers who are engaged to perform services for Intuit, commensurate with their level of access to Intuit’s facilities, systems, and/or data. This requirement applies to direct contingent workers, service providers, and subcontractors.

Screening Expiration & Re-Screening

Intuit considers a pre-employment background screening report valid for six months from the date of completion. Any break in service following those six months will require a new background screening prior to re-joining the company as a returning worker.

All new workers should have a background screening report completed by their employer (Agency or Service Provider) prior to the start of their placement at Intuit or commencement of services for Intuit.

Identity & Work Authorization

Verification of Identity

Verify the identity of the worker to ensure they are who they claim to be in an effort to prevent fraud, identity theft, and ensure compliance with all applicable laws and regulations. As part of this process, all Agencies and Service Providers must perform a digital identity verification on all workers. To complete the digital identity verification process, a worker will need to provide a government-issued ID document, complete a video screening with facial recognition, and allow for information to be reviewed by their employer/background screening company. Agencies and Services Providers should further perform appropriate publicly available research as part of this process.

Global Sanctions & Enforcement

Verify that the worker is not listed on any major Global Sanctions and Enforcement list, indicating they are not a prohibited or restricted party. The Global Sanctions and Enforcement Check searches a comprehensive global list of government entities and sanctions to check if a worker is listed as a known prohibited or restricted party. The Global Sanctions and Enforcement Check covers regulations and sanctions lists from around the globe, including applicable country-specific sanction lists, law and regulatory enforcement (Asia-Pacific, Europe, North America, United Kingdom), and lists of debarred parties and high-profile persons.

Sanctions lists must include at a minimum, but are not limited to:

• Terrorist Watchlist
• Federal Financial Institutions Enforcement List
• Bureau of Industry and Security (BIS) Denied Persons List
• Federal Deposit Insurance Corporation (FDIC) Enforcement Decisions and Orders
• System for Award Management (SAM) Excluded Parties List
• Applicable local requirements (e.g. imposed by the E.U. within its jurisdiction).
• Office of Foreign Assets Control (OFAC) Specially Designated Nationals (SDN) and Blocked Persons List
• Office of Foreign Assets Control (OFAC) Non-SDN Consolidated Sanctions List
• Consolidated Canadian Autonomous Sanctions List
• UK HM Treasury Sanctions List
• EU Consolidated List
• Australia Department of Foreign Affairs and Trade Consolidated List
• Israel Ministry of Finance List
• Israel Ministry of Defense – Terrorism List
• Ministry of Home Affairs of India List

Criminal Felony & Misdemeanor

Conduct detailed criminal history searches, where permitted and in accordance with applicable law, to identify convictions (felonies, misdemeanors, or equivalent) or pending charges by searching judicial or police department records corresponding to the worker’s name, DOB (where permitted), address history, and all levels of criminal data reporting as indicated in the below screening requirements. Criminal histories should be evaluated only after a conditional job offer has been made and on a case-by-case basis consistent with Intuit’s risk assessment guidelines for placement and in accordance with applicable law.   

Education

For positions where specific educational qualifications are a stated requirement for the role, verify the worker has achieved claimed qualifications including the highest degree, field of study, and dates of attendance. This verification should typically be conducted through a reputable background screening company or direct confirmation with the educational institution.

Employment

Verify the last/current employment including company, position, dates of service and eligibility for rehire.

Adjudicating Findings

Agencies and Service Providers are expected to adjudicate background investigation findings for applicability of placement at Intuit on a case-by-case basis using a risk analysis that may include the nature of the work, the nature of the finding, relevance to the work, and any additional information provided by the worker or screening service.

When in doubt as to the appropriateness of placing workers at Intuit, the Agency or Service Providers should use their best judgment based on Intuit’s values and principles.

Use of Subcontractors

For all subcontractors performing services that involve access to Intuit's systems, data, or premises, Agencies and Service Providers will ensure appropriate background screening is conducted. The scope of such screening will be commensurate with the sensitivity of the work and consistent with Intuit's background screening requirements. Agencies and Service Providers shall provide attestation of compliance upon request. 

Maintaining Records of Screening Results  

Agencies and Service Providers will maintain adequate records of screening, results and adjudication decisions for the length of worker assignment at Intuit plus 1 year and provide summary data to Intuit upon request.

Version 1- August 2025