Case in point: What if you rely on information about a different person with the same name? Or suppose you uncover a photo of someone with a disability. Could you be hit with a discrimination lawsuit if you do not hire that person?

There is no absolute legal protection but here are three suggestions that make sense.

1. Make sure you have researched the right person. If in the decision-making process you rely on the information you found, give the job candidate an opportunity to confirm or deny it.

2. Handle searches consistently. Use the same process for all ranks of employees. Do not discriminate on the basis of gender, race, age, name, or nationality and ethnicity.

3. Finally, if you are unsure of your legal position after conducting a search, contact an attorney.

This is one of those instances when it’s far better to be safe than sorry.