Sentences with phrase «uses background screening reports»

If your company uses background screening reports to make hiring decisions, here are some steps the FCRA requires you to take:

Language that claims to release a company from liability for conducting, obtaining or using the background screening report.

Below are several links to laws and guidelines relevant to obtaining and using background screening reports.

Don't include language that claims to release you from liability for conducting, obtaining, or using the background screening report.

Not exact matches

Sterling Talent Solutions surveyed 500 + U.S. based employers regarding their use of employment background checks for our just released, 2017 Background Screening Trends and Best Practicbackground checks for our just released, 2017 Background Screening Trends and Best PracticBackground Screening Trends and Best Practices Report.

The 2017 Background Screening Trends & Best Practices Report took the pulse of how companies are using background screening as part of their hirinBackground Screening Trends & Best Practices Report took the pulse of how companies are using background screening as part of their hiringScreening Trends & Best Practices Report took the pulse of how companies are using background screening as part of their hirinbackground screening as part of their hiringscreening as part of their hiring process.

Once background screening reports are released to its clients, Sterling Talent Solutions does not know how the information will be used.

If the report was not ordered from ESR, the Consent and Disclosure forms that an applicant must sign prior to a background report being requested should provide you with the name of the background screening firm used by the employer to prepare the report.

When an employer obtains a background check from a Consumer Reporting Agency (background screening company, for example) there are certain obligations that must be fulfilled related to consumer / applicant consent, providing copies of reports and summary of rights, and appropriate use of the report.

Employers routinely use credit reports — for financially sensitive positions and alongside other background screening measures — to assess a candidate's financial responsibility and potential risk.

State and federal regulatory and legislative changes to an employer's legal use of credit report, criminal record, and social media background checks present another threat to your background screening program.

We continue to believe that employers ought to avoid a DIY approach to social media background screening and instead rely on a professional background screening company to apply standard procedures rigorously and report only information that is safe to use in the hiring process.

The foundation of a background screening program, screening policies clearly state the purpose of the program, types of checks to be conducted at various levels of the organization, the methodology, and the company standards for handling and use of the resulting reports.

When employers use background screening companies (consumer reporting agencies) for employee background checks (including credit reports, employment verifications, criminal records screening, driving records, and more) to hire new employees and evaluate existing employees for promotion, reassignment, and retention, they are bound by FCRA regulations.

The law applies any time an organization uses a third - party Credit Reporting Agency (CRA)-- aka background screening company — to provide a background report to help decide to accept or reject a job candidate.

The FCRA is enforced by the Federal Trade Association and applies to companies who use third party consumer reporting agencies (background screening companies) to perform their employment background checks.

If you use a background screening company (a Consumer Reporting Agency), the Fair Credit Reporting Act (FCRA) requires you to inform the applicant.

Hirewise can also use our pre employment screening background check services to look deeper into other areas of a job applicant's life, including past Workers Compensation claims, credit history, DMV reports, green card verification, military service records, and more.

Consumers have the right to know what is in their consumer file and must be told if the information in their credit report or another type of consumer file (such as background screening) has been used against you to deny an application for credit, insurance or employment.

In March the EEOC and the FTC published «Background Checks: What Employers Need to Know» regarding the use of background screening reports in the employmenBackground Checks: What Employers Need to Know» regarding the use of background screening reports in the employmenbackground screening reports in the employment context.

If you decide to obtain an applicant's credit history during the employment background screening process, the following «two do's» can help you stay compliant with regulations and get the most out of using credit reports in the hiring process.

In other words, if you are using a report provided by Proforma Screening Solutions or another background screening company and decide not to hire, promote, or retain the individual who was the subject of the background check, the Fair Credit Reporting Act (FCRA) stipulates that the subject of the report be notified in writing that the information in the background check may lead to adversScreening Solutions or another background screening company and decide not to hire, promote, or retain the individual who was the subject of the background check, the Fair Credit Reporting Act (FCRA) stipulates that the subject of the report be notified in writing that the information in the background check may lead to adversscreening company and decide not to hire, promote, or retain the individual who was the subject of the background check, the Fair Credit Reporting Act (FCRA) stipulates that the subject of the report be notified in writing that the information in the background check may lead to adverse action.

Each of these suits involves a complex web of legal issues and accusations — one involving an alleged failure to follow adverse action notification protocol that resulted in an expunged criminal record being used against a prospective employee; another revolves around the alleged misuse of background screening disclosure and authorization forms and reporting of background information that is not legal for a background check company to report (resulting in adverse action against a hopeful applicant); and the third was news of a $ 18.6 M settlement over the use of unverified criminal database research.

With these principles in mind, design your hiring process to start a fully compliant 3 - step FCRA adverse action process the moment you choose to use background reports produced by a third - party background screening agency.

This question is relevant when employers use information in a consumer report collected by a third - party Consumer Reporting Agency, like a background screening company, to take adverse action against an employee or applicant.

Submit search requests on - the - go while using your smartphone device, track work - in - progress, and securely view, retrieve, and archive completed background checks, drug testing, and physical exam reports through Employers Choice Screening's easy ‐ to ‐ use online service.

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.

Before you take an adverse action: You must give the applicant a copy of the background screening report you are using, plus a copy of their rights under the FCRA law (linked above).

By using both our criminal background check services and drug testing services, you can receive all your employment screening needs in one place receiving one simple report.

The document is a joint effort and covers items that employers should consider before implementing a background screening policy, how information included in a background report may be used by employers, and how employers should dispose of background reports.

The Fair Credit Reporting Act (FCRA) applies in situations where employers use a consumer reporting agency (background screening company) to obtain background checks for employment - related Reporting Act (FCRA) applies in situations where employers use a consumer reporting agency (background screening company) to obtain background checks for employment - related reporting agency (background screening company) to obtain background checks for employment - related purposes.

SmartStart will not use your information to conduct a background screening investigation and create a report unless SmartStart's client has provided a certification required by the FCRA and any other applicable law.

Fair Credit Reporting Act (FCRA): Administered by the Federal Trade Commission, this regulation governs how you can use background information supplied by a third party (like a background screening agency) to evaluate a candidate.

The real value of using Sarma Background Screening is you receive an objective, fair and competent pre-employment report that discloses facts not otherwise verifiable or known.

The trends include: Number 1: Controversy over Whether Employers Using Credit Reports for Employment Screening is Discriminatory Increases Number 2: Questions about Criminal Records of Job Applicants Become More Difficult for Employers to Ask Number 3: Employers Discover Fast and Cheap Online Background Checks Using Criminal Databases Not Always Accurate or Legal Number 4: Background Checks of Temporary Workers Cause for Concern for Employers as Hiring Increases Number 5: International Background Screening More Necessary Due to Mobility of Workers in Global Economy Number 6: Using Social Network Sites Such as Facebook to Screen Job Candidates Increases Legal Risk for Employers Number 7: More Workplace Violence Prevention Education Helps Protect Employers and Employees Number 8: Increased Privacy Concerns Over Offshoring of Personally Identifiable Information (PII) Number 9: E-Verify and I - 9 Audits Help Government Find Employers with Illegal Workers Number 10: New Accreditation Standards Help Employers Select Background Screening Firms

George J. Ramos Jr., founder of Employers Choice Screening explains, «Users in any part of the world can securely view, retrieve, and archive background reports anytime using our innovative, user - friendly system.

FCRA compliant background check services and State Compliant background screening are both required for any background report used in the pre employment consideration process.

A CRA includes companies like Trak - 1 that provide background screening services or any kind of report that relates to the general characteristics, and CRAs are governed by the FCRA, as are the end users that use Trak - 1 services.

An applicant can either ask the HR department directly or if it knows which background check company the prospective employer uses, it can ask the screening firm if a report was prepared.

Sterling Talent Solutions» Background Screening Trends & Best Practices Report 2017 - 2018 provides a snapshot of the U.S. employment landscape and reveals key insights on screening practices, priorities and challenges, gathered from more than 500 U.S. - based employers on their use of backgrouBackground Screening Trends & Best Practices Report 2017 - 2018 provides a snapshot of the U.S. employment landscape and reveals key insights on screening practices, priorities and challenges, gathered from more than 500 U.S. - based employers on their use of backgrounScreening Trends & Best Practices Report 2017 - 2018 provides a snapshot of the U.S. employment landscape and reveals key insights on screening practices, priorities and challenges, gathered from more than 500 U.S. - based employers on their use of backgrounscreening practices, priorities and challenges, gathered from more than 500 U.S. - based employers on their use of backgroundbackground checks.

As reported earlier on the ESR News, the EEOC held a public meeting at agency headquarters in Washington, D.C. in October 2016 that focused on how «big data» — the use of algorithms, data scraping of the internet, and other means of evaluating thousands of pieces of information about an individual — is used during background screening to make hiring and employment decisions.

The Fair Credit Reporting Act (FCRA) was enacted October 26, 1970 to regulate how employers use public record information (i.e. court records, driving records, verification, etc.) on background screening reports.

An employment background screening company that provides consumer reports to companies nationwide will pay $ 2.6 million to settle Federal Trade Commission charges that it violated the Fair Credit Reporting Act by failing to use reasonable procedures to assure the maximum possible accuracy of information it provided, failing to give consumers copies of their reports, and failing to reinvestigate consumer disputes, as required by law.

This session will review the top ten trends and best practices for 2011 when it comes to background checks and safe hiring, including the use of social networking sites, the EEOC approach to the use of criminal records and credit reports, international background screening, resume fraud, dealing with temporary workers, privacy and off shoring of personal data, and tools to protect against workplace violence.

Background screening mistakes can be costly for employers from knowing when to use credit reports to what to do after a background check report with a criBackground screening mistakes can be costly for employers from knowing when to use credit reports to what to do after a background check report with a cribackground check report with a criminal hit.

We discuss the use of social metworking sites, the EEOC approach to the use of criminal records and credit reports, international background screening, resume fraud, dealing with temporary workers, privacy and off shoring of personal data, and tools to protect against workplace violence.

The Fair Credit Reporting Act was enacted October 26, 1970 and regulates how employers use public record information (i.e. court records, driving records, verifications etc.) on background screening reports.

The facts showed that the college utilized the services of a background screening firm (called a Consumer Reporting Agency or CRA) to conduct a background check, including a check for criminal records, and the CRA in turn used other researchers.

Along with the federal Fair Credit Reporting Act (FCRA), he says there are background screening laws for all 50 states and Equal Employment Opportunity Commission (EEOC) guidance on using criminal records.

USE A QUALIFIED CRA TO CONDUCT RECORD CHECKS — All background screening firms (Consumer Reporting Agencies or CRAs) are not equal.