Bethpage Federal Credit Union: Company Profile & Background Check FAQs

Bethpage Federal Credit Union traces its history back more than 80 years to its founding in the early 1940s as a credit union serving employees of Grumman, the Long Island aircraft manufacturer. It became Bethpage Aircraft Federal Credit Union in 1948 and adopted the Bethpage Federal Credit Union name in 1974. On March 3, 2025, marking the next chapter in what the organization described as its 83-year history, Bethpage officially rebranded as FourLeaf Federal Credit Union, with new signage unveiled at its headquarters and branches across Long Island, Queens, and New Jersey.

The credit union remains headquartered in Bethpage, New York, and has been reported to serve more than 480,000 members with over 13 billion dollars in assets, ranking as the sixteenth largest credit union in the nation according to the organization. As a federally chartered, member-owned financial cooperative, it is open to people nationwide who open a small membership savings account, and it participates in a shared network that gives members access to tens of thousands of surcharge-free ATMs and thousands of shared branches across the United States.

The organization offers checking and savings accounts, mortgages and home equity products, auto loans, credit cards, business banking, and investment services, delivered through its branch network and a digital banking platform. Typical roles include tellers and member service representatives, branch managers, loan officers and underwriters, call center agents, and corporate professionals in compliance, risk, IT, marketing, and finance. The credit union is also known locally for community programs, including the annual air show at Jones Beach that carries its name.

Company culture and employee programs:

FourLeaf has been recognized as a Certified Great Place to Work and a Glassdoor best place to work among small and midsize companies, according to the organization. Employees participate in community initiatives through its charitable giving, financial literacy, and volunteer programs. Training typically covers banking regulations, member privacy, and security procedures. Benefits and schedules vary by role and location, so candidates should confirm specifics with a recruiter during hiring.

Yes. Employers in the banking and credit union industry, including Bethpage (now FourLeaf), are legally permitted to conduct pre-employment background checks when they comply with federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires candidate consent, disclosure, and a fair adverse action process. Federally insured credit unions also operate under federal rules that restrict employing individuals convicted of certain crimes involving dishonesty or breach of trust, which makes screening a regulatory expectation in this industry.

Bethpage is generally reported to conduct background checks as part of its hiring process, consistent with standard practice across financial institutions. Employees handle member deposits, loan files, and sensitive personal and financial data, so screening is a routine step. The exact components of the Bethpage background check may vary by role and location, and candidates should review the disclosure forms they receive with a conditional offer.

While steps vary by department, the hiring process typically begins with an online application through the credit union's careers site. Candidates who advance usually complete a phone screen with a recruiter, followed by one or more interviews with the hiring manager, and branch candidates may interview with branch leadership. Candidates who receive a conditional offer are generally asked to consent to a background check, which for financial roles may include a credit review, before a start date is confirmed.

Timing depends on the searches ordered, the responsiveness of courts and past employers, and how many jurisdictions appear in a candidate's history. Many background checks are completed within a few business days, while reports with multiple county searches or detailed verifications can take longer. For a closer look at what affects timing, see this guide to background check turnaround times.

Each employer selects the screenings that fit each role. For a financial institution like Bethpage, a background check may include some or all of the following:

Candidates should read their consent forms to understand which searches apply to the position they are pursuing.

Lookback periods depend on the search type and applicable law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, though exceptions apply for certain higher-salary positions, which can be relevant in financial services. Convictions can often be reported further back where state law allows, and New York applies its own rules on the use of criminal history. Candidates with multi-state histories may see different windows within a single report.

Bethpage does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case within the limits of banking regulations. Federal rules restrict federally insured credit unions from employing individuals convicted of certain crimes involving dishonesty or breach of trust without regulatory consent, so eligibility can depend heavily on the nature of the offense. New York also requires individualized assessment of criminal records, and many jurisdictions have "ban-the-box" laws limiting when criminal history can be discussed. Candidates should answer application questions honestly and be prepared to provide context.

Candidates are typically asked to sign a written consent and disclosure form before screening begins. Applicants should be ready to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, plus employment and education details where verifications apply. Roles involving lending or investments may require additional license or registration information. Accurate details help the check search the right jurisdictions and keep hiring on schedule.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information, including both criminal history and employment credit reports. Employers must obtain written consent before ordering a report, and if they plan to take adverse action based on the results, they must provide a copy of the report and a summary of rights and give the candidate an opportunity to dispute inaccuracies. For a deeper overview, read this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Bethpage may see and helps you identify potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters and hiring managers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.