When was the last time you audited your onboarding processes to confirm FCRA compliance during background screening. Broken down to the basics, FCRA compliance can be easily implemented. Avoid FCRA errors with just a few simple steps. The most common issues that land employers in hot water includes:
- Failing to obtain the applicant’s written authorization prior to conducting the background check.
- The authorization must be a standalone document and separate from the rest of the employment application.
- Failing to provide a copy of a Summary of Your Rights Under the FCRA to the applicant
- Failing to implement a pre-adverse action and adverse action process. When information obtained in a background investigation results in whole or in part in the rescinding of a job offer, FCRA compliance requires these actions. Additionally, you must supply a copy of the report to the candidate and offer an opportunity to dispute the findings.
If your company has not implemented the previous practices, it is time for a review. TABB will work with you to ensure that an FCRA compliance is in effect and help your company avoid the potential for litigation. Is your background investigation process compliant?
TABB INC. implemented a proactive approach to FCRA compliance that includes specific processes and procedures to protect the rights of candidates who apply for employment. The links below provide additional information about the candidate’s rights and the employer’s obligations under the FCRA.
Contact us for an FCRA checkup and visit- https://tabb.net/fcra-for-employers/
TABB INC. has compiled a comprehensive State Rules Registry available to clients from within their account with us. This service is designed to help Human Resources comply with the ever changing state laws affecting the onboarding process that go beyond the Fair Credit Reporting Act (FCRA). Our goal is to present these restrictions, suggested practices, practical tips, and ongoing notifications in an easy to use format.