The FCRA imposes very specific disclosure requirements, particularly with employee screening, both upon the employer and upon the consumer reporting agency. Not following the specific requirements might get you, as an employer, into legal trouble.
There is not only the initial employee disclosure and authorization form that is required. Should an adverse action be taken (e.g., to fire, or to not hire the individual), based upon the results of the consumer report, the employer must also provide a “PreAdverse Action Notice” and then should wait at least five business days, and then provide the “Adverse Action Notice.”
To help ensure that your applicants are provided with their rights under the Fair Credit Reporting Act, it is important to use a background screening company that is also a consumer reporting agency. Click here to learn more about those requirements, or click on the magnifying glass below.
Rudy Troisi, President
Reliable Background Screening
