HR Luncheon Event: What Employers Need to Know About Background Checks, Drug Screening and E-Verify / Form I-9 Compliance

Learn from the experts: Join A-Check Global & AppleOne Employment Services for a Special Complimentary Luncheon Presentation Thursday December 4th at A-Check’s headquarters in Riverside, CA. Attendees will earn 2.0 (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. View Event Flyer (PDF) Continue reading “HR Luncheon Event: What Employers Need to Know About Background Checks, Drug Screening and E-Verify / Form I-9 Compliance”

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FCRA Compliance More Important Now than Ever For U.S. Employers

Large Law Firms in the United States specializing in class action claims have discovered a lucrative revenue stream – Employers that violate the Fair Credit Reporting Act (FCRA), the federal legislation that outlines the process for obtaining and utilizing consumer reports.

There have been an estimated 27 such class action lawsuits in 2014 – close to 40 over the last three years – regarding violations of the FCRA. The majority of these lawsuits are attributed to failures in two important steps in the process – Authorization and Adverse Action. Continue reading “FCRA Compliance More Important Now than Ever For U.S. Employers”

HR Impact Webinar Series – Compliant Background Screening Process: Best Practices For U.S. Employers

HR Impact Webinar Series – Compliant Background Screening Process: Best Practices For U.S. Employers

Webinar Info:

Recorded: Thursday, October 30th, 2014
Duration: 1 hour plus 15 minutes Q&A

View Recording of Webinar and Q&A Session

Download documents featured in the webinar below:

Continue reading “HR Impact Webinar Series – Compliant Background Screening Process: Best Practices For U.S. Employers”

Public Records vs Private Data – Critical Information for Compliant Employee Screening Practices

Lights… Camera…. Action!  Now playing in a courthouse near you, a lawsuit against an employer or background check company for a consumer reporting violation involving the rights of an applicant or even more catastrophic, a class of applicants.

Consumer Reporting is now on the radar of three major federal agencies, The Federal Trade Commission (FTC), the Consumer Financial Protection Bureau (CFPB), and the Equal Employment Opportunity Commission (EEOC) in addition to the approximate 1.2 million attorneys practicing in the United States.

With so much focus on regulatory compliance in consumer reporting, can your organization afford not to implement a fully-compliant screening process considering all rules and regulations including HR Law, Federal Consumer Law, State Consumer Law, and Agency Guidance?

Nearly all organizations that utilize pre-employment screening in their hiring process are familiar with the requirements of proper disclosure, authorization, and the process to utilize when administering an adverse communication.

However, some organizations, in their haste to locate the background screening company that provides the fastest and cheapest information, fail to consider the accuracy and completeness of the information which makes the fastest and cheapest background information also the riskiest to use in your hiring process.

There is nothing wrong with seeking the fastest results at the most reasonable price however it is important to know the difference between public records reported directly from the source and aggregated data reported directly from a database.

The Federal Fair Credit Report (FCRA) in §613 outlines a choice between two processes that a Consumer Reporting Agency (CRA) must utilize when reporting aggregated data (criminal record databases) to the end-user.

The first method is to provide any and all adverse information to the applicant at the same time as providing it to the end-user to ensure the applicant has the opportunity to dispute inaccurate information.

The challenge in this process is ensuring the applicant receives the information in a timely manner, which leads most CRAs to apply the second process afforded by the FCRA. To comply with FCRA §607 by ensuring “maximum possible accuracy” and §613 to check all aggregated (database) adverse information against the current public record, A-Check only reports public information directly from the most current public record.

It is important you understand A-Check does utilize several different criminal record and sex offender registry databases but only in the capacity of a criminal records locator search.

A-Check utilizes databases to extend the geographical scope of our research. However, when records are located by using databases, all information is compared to the current public record to ensure that only accurate, up-to-date information is reported to our end-users.

Should you have any questions regarding this or any other process, please feel free to email compliance@acheckamerica.com for more information.