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Keeping Your HR Department Out of the Courtroom by Maintaining New Hire
Compliance
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1. Summary of Rights
2. Notification
3. Authorization
4. Pre-Adverse Action
5. Adverse Action
Your Requirements Under the Fair Credit Reporting Act
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Section 604 (b) 2: Disclosure to CandidateWritten Authorization from Candidate
The Fair Credit Reporting Act
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Section 604 (b) 3: Conditions on use for adverse action-Letter-Copy of Background Report-Summary of Rights
The Fair Credit Reporting Act
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Failed to:1.Provide a copy of the report to their candidate2.Provide a Pre-Adverse Action Letter3.Provide Written Disclosure of Adverse Action 4.Confirm criminal history found in a database search.
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Failed to:1.Provide candidate’s rights under the FCRA2.Provide a clear stand-alone document3.Provide a Pre-Adverse Action Letter
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Summary of Rights Under the Fair Credit Reporting Act
Must be provided to the candidate prior to the background check.
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Disclosure of the Background Check
The Disclosure must be separate from the Authorization Form
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Authorization of the Background Check
Companies must receivewritten authorization prior to conducting a background check.
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Pre-Adverse Action Letter
Must provide the candidate a reasonable amount of time to dispute information contained in the report.
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Adverse Action Letter
Must provide a copy of the report and the candidate’s rights.
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Ban the BoxMaking it easier for job seekers with a criminal past
• Removal of check box• No signs of slowing down• Creating new headaches• Delays hiring process
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Bills are given names…
• Right to Work• Equal Employment for All• Fair Chance
• Adherence to Title VII
Complications for employers
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No two versions are the same
Often conflicting/overlapping with…• Anti-discrimination laws• FCRA• Other laws
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Hidden Factors
• Hurting small businesses• Standards that differ from federal guidance• Limitations on types of records employers
consider
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Impact on Employers
-Companies doing business in multiple states-Hiring with insufficient information-Employers may choose to do less screening…out of fear
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Alternative Policies for Employers
• Tax Credit Programs• Certificates of Rehabilitation• Expansion of Expungement Opportunities
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Who’s banning the box?
Currently 13 states and more than 60 cities and counties now have ‘ban-the-box’ laws…
…and others are expected to follow
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Use of Credit Checks……for employment purposes
• Applicant’s integrity/responsibility• Position of financial trust• Handling money and other property
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More than just Financial Information
• Bankruptcies/Liens/Judgments• Identity & Age• Employer & Residence• OFAC
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Word of Caution
• Not appropriate for every job• Many states/cities passing legislation• Consult legal counsel
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Who is limiting?CaliforniaColoradoConnecticutHawaiiIllinoisNevadaOregonVermont
Washington
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• Dedicated Account Manager• Faster Turnaround Times• ATS Integrations• Customized Packages• FCRA-Compliant Solutions• 33+ Years of Experience