Although the FCRA (Fair Credit Reporting Act – the federal law that regulates employee screening) has not changed, case law evolves over time. Further, predatory plaintiff attorneys seek to exploit recent (and other) case law rulings that help them file new class action law suits for technical violations of FCRA.
The FCRA has always required a clear and conspicuous D&A, whose sole purpose is the background check, separate and distinct from other documents – including particularly the general employment application. However, additional state-mandated disclosures, when included in the D&A, were historically viewed as being compliant. This Ninth Circuit Court ruling may change that. Thus, it is advisable to review your D&A. Specific state-mandated disclosures should be placed in a separate and distinct document. Even if your business is not subject to the Ninth Circuit Court, the conservative approach would be to detach state disclosures from the federal D&A, as the Ninth Court often leads the path that other courts will follow.
Rudy Troisi, L.P.I., President and CEO, Reliable Background Screening
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“The fact that Reliable had been in business for 30 years was reassuring. Their extremely responsive, beyond the call of duty type customer service is a rarity these days.”
Steven Bailey
Founder and Managing Director
Four years ago, Steven Bailey became the Founder and Managing Director of Age Safe America, LLC. One of his first assignments was to find a background screening company to screen their members. Age Safe America is a national membership, training and advocacy organization.
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