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.
Under the FCRA, you’re typically free to conduct employment background checks and use the information only if you have a clear business interest, such as hiring, firing, reassigning or promoting someone. But first, you must receive the person’s written permission before obtaining the report. If you then decide to act on it by rejecting an applicant or firing a worker, you must tell that person in writing that you based the decision partly on the background check.
Let True Hire do the work. We are sure to adhere to the laws that FCRA has set out for us. We will take the stress off your company and present a 100% complaint background check.
- Our background checks are compliant
- Our background checks benefit the employer and the employee
- You can dispute your background check at any time
There are legal consequences for employers who fail to get an applicant’s permission before requesting a consumer report or who fail to provide pre-adverse action disclosures and adverse action notices to unsuccessful job applicants. The FCRA allows individuals to sue employers for damages in federal court and in addition, the Federal Trade Commission, other federal agencies and the states may sue employers for noncompliance.
Stephanie Froelich, the CEO of True Hire attended the FTC conference this December, on a panel. Froelich and other attorneys, business moguls, and industry leaders discussed the dispute process. Our team are highly trained investigatory professionals with the skills needed to complete the highest regulated of background checks.