Because of this, it is reasonable for the FTC to assume that employers may be using these mobile
apps for employment screening purposes which would then require the CRAs to meet several obligations:
You see, the use of these databases, when solely relied
upon for employment screening purposes, are not considered best practices and are not thorough, complete or updated with any regularity — if updated at all.
Running a quick background check on the blind date you've been set up with might be a good way (or not, remember it's going to be a database search) to use the latest mobile background screening apps, but the FTC fears employers might be using these
apps for employment screening purposes — and that could very easily violate the Fair Credit Reporting Act.
For example, one of the nation's largest banks recently faced a class action lawsuit alleging «unauthorized and improper use of consumer reports»
for employment screening purposes.
From this case, there are three simple reminders here for employers who rely on criminal records
for employment screening purposes:
and never used as a sole source or primary probe for criminal records
for employment screening purposes.