Obtain consent from applicants and employees before running FCRA-compliant employment checks.
Acquire consent from volunteers before running FCRA-compliant employment checks.
Get consent from applicants and employees with contractor status before running FCRA-compliant employment checks.
Provide candidates the option to dispute any discrepancies on their background report.
Obtain consent from applicants and employees before running Drug Screening.
Obtain all necessary information from your candidate offline to run an FCRA compliant employment checks.
Employers must provide an FCRA-compliant, pre-adverse action notice to any candidates or employees who do not qualify for the job due to information found in a background report.
Employers must provide an FCRA-compliant, adverse action notice to any candidates or employees you choose to deny employment or terminate to communicate the final hiring decision.
Understand your company’s legal obligations as a user of consumer reports.
Employers must provide job applicants and employees this document to explain their rights under the FCRA.
Use these six steps to create compliant employment screening policies for your business.
What to do if you decide not to hire a candidate after a background check.
What you must know about legal differences between employment and personal credit checks.
Learn tips to mitigate the risk of employment-screening lawsuits from our FCRA attorney.
Everything you need to screen with trust, safety, and fairness in mind.
Advanced, customized solutions to help on-demand companies reduce risk.
The layperson’s guide to the drugs employers screen for – and why.
Meet the unique FCRA compliance requirements as outlined by your state.
Working to improve and standardize economic opportunity.
Industry best practices for credit reporting agencies.
Regular updates to the FCRA and other employment laws.
HR and employment law resources by topic, industry, and company size.
Updated news feed of hiring related articles and information.
2012 guidance on the use of arrest and conviction records in employment.