The practice of conducting background checks on employees and applicants continues to attract class action suits, and representations and warranties insurers are investigating employment background check practices.
The First Circuit affirmed the order of the district court entering summary judgment in favor of RentGrow, Inc. and dismissing Plaintiff’s complaint alleging that RentGrow willfully violated the Fair Credit Reporting Act.
As a busy HR manager, things have been going well for you lately. Your company is hiring for numerous positions, so you’re conducting daily interviews and encountering qualified candidates who would be a great fit for the company.
Reporting guidelines for public records, according to PBSA Accreditation, require a minimum of two identifiers. To turn the clears and get every record you care about, time is the enemy. The FCRA requires that:
Navigating the vast world of FCRA compliance can be overwhelming and confusing at times to say the least, not to mention the high stakes of noncompliance.
When a report contains information that is inaccurate, outdated or incomplete, the applicant has the right to dispute the record, which allows our researchers to confirm the information was accurate as reported or correct the record on the report.
Employers and HR professionals should make sure they comply with the Fair Credit Reporting Act when conducting background checks. The Fair Credit Reporting Act or FCRA, regulates not only credit background checks but also checking criminal records and driving records.
We’re almost halfway through 2018, and the HR compliance landscape isn’t getting any less cluttered. The Ban-the-Box movement, now fully ignited, continues to sweep through state legislatures like wildfire, and it’s looking like salary history inquiry bans aren’t far behind.
An applicant has filed suit in Georgia claiming Starbucks violated his rights under the Fair Credit Reporting Act (FCRA).
Navigating the vast world of FCRA compliance can be overwhelming and confusing at times to say the least, not to mention the high stakes of noncompliance.
