Make use of FreePeopleScan.com and start with an virtually instant scan. Work with a premier supplier of background records for people through the United States Of America.
Consumer Reports Background Check Companies
As such, under the law, employers and consumer reporting agencies are required to provide job applicants and employees the Summary of Your Rights Under the Fair Credit Reporting Act before the employer takes any adverse employment action as a result a background check. The Notice to Users of Consumer Reports defines the responsibilities of employers under FCRA in much greater detail: The complete text of the Fair Credit Reporting Act is available at State Laws There are also state laws that apply when conducting background checks on employees and employment applicants. Hundreds of companies provide employment background checks and qualify as consumer reporting agencies Employment reports often include credit checks, criminal background checks, public records - such as bankruptcy filings and other court documents - and information related to your employment history. On May 10, 2016, the Federal Trade Commission (FTC) released a new publication related to background checks and the Fair Credit Reporting Act (FCRA) titled What Employment Background Screening Companies Need to Know About the Fair Credit Reporting Act.1 As the name suggests, the publication surveys the obligations that consumer reporting agencies (background check companies or CRAs) have under the FCRA when compiling employment-purposed consumer reports (background reports).The FTC first addresses the question, When is an employment background screening company a ‘consumer reporting agency'?” The answer, according to the FTC, is that a business may be a CRA if it provides information about people to employers for use in hiring or other employment decisions,” and specifically provides information to employers bearing on a consumer's credit worthiness, credit standing, credit capacity, character, general reputation, personal characteristics, or mode of living.” Although somewhat self-evident, this description illustrates that when employers conduct their own background inquiries, they are not consumer reporting agencies and their inquiries are not subject to the FCRA. Employers that use consumer reporting agencies to conduct background checks should be absolutely sure the provider operates in a compliant manner, particularly regarding the Fair Credit Reporting Act (FCRA). The Fair Credit Reporting Act (FCRA) applies to companies that sell or provide these background screening reports if such a report meets the FCRA's definition of a consumer report.” A consumer report is a report which serves as a factor in determining a person's eligibility for employment, credit, insurance, housing, or other purposes and includes information bearing on an individual's credit worthiness, credit standing, credit capacity, character, general reputation, personal characteristics, or mode of living.
First, if your organization works with a third-party background screening company and they provide you with your background check reports, you are covered by the federal Fair Credit Reporting Act (15 U.S.C. § 1681 et seq.) in addition to analog state consumer protection statutes. The new guidance, issued May 10, 2016, is aimed specifically at background-screening companies—consumer reporting agencies subject to the FCRA—but the guidance will also be of interest to any employer that engages a third party to conduct background checks on employees or applicants. Generally speaking, before an employer may obtain a consumer report (aka a background check report”)—which may include criminal or credit history, from a third-party background check company (consumer reporting agency” or CRA”)—the employer must make a clear and conspicuous written disclosure to the individual, in a document that consists solely” of the disclosure, that a background check may be done.
After the waiting period, the employer is required to provide a post-adverse action notice to the individual, which includes the name and contact information of the consumer reporting agency that provided the background check on which the adverse employment decision was based; a statement advising the individual that the consumer reporting agency did not make the adverse employment decision and therefore cannot provide any reasons why the adverse action was taken; and notification that the applicant or employee is entitled to receive a free copy of the background check or consumer report on which the adverse action was based within a 60-day period.
https://www.american.edu/policies/upload/Background-Check-Forms-August-2013.pdf
https://hr.ucmerced.edu/files/page/documents/request_for_background_investigation.pdf
reputable background check company
intelius background check reviewbackground check services for small businesses
list of background check companies
best background check free
best background check for dating
No comments:
Post a Comment