chicago #31 blue jersey

chicago #31 blue jersey -

You are a responsible employer, you have a background screening program in place to protect yourself against negligent hiring lawsuits and ensure that you are hiring the right individuals. You are aware that you need to stay in compliance with the FCRA and get release forms signed by your applicants before running a background check on them. What you may not know is that there a rules in chicago #31 blue jersey place to protect the rights of the applicant when rejecting them due to something found on their background check.

When you decide not to hire an applicant based on the results of a background check this is called an Adverse Action. The FCRA, (Fair Credit Reporting Act) has steps in place to protect an applicant against unfair adverse action. As an employer, when you decide not to hire an individual based on their background check you must provide them with a copy of their background check along with an Adverse Action Letter. There are three primary goals of the Adverse Action Letter.? The Adverse Action Letter provides your applicant with notice of your decision, gives the name and contact information of the pre-employment screening background screening company you used to conduct the background check and lets the applicant know they have the right to dispute the records found in the background check if they wish to do so by contacting the background screening company and asking them to rerun the check. ?The Adverse Action Letter will also provide the applicant with a list of their rights under the Fair Credit Reporting Act and explains the process if they wish to go ahead and dispute any inaccurate information.

The chicago #31 blue jersey Adverse Action Letter is an important step in the process of declining an applicant and ensures that you are in compliance with the FCRA. It is the applicant’s right to have the opportunity to dispute any inaccurate information. If the applicant should go ahead and dispute records found on their background check and an inaccuracy is found, you as the employer must look at the new background check with a “fresh set of eyes” and consider the applicant for the position based on the new information.

Your background screening company should offer an Adverse Action Letter that you can use when declining applicants based on their background check results. They chicago #31 blue jersey should also help you with the dispute process and answer any question you may have regarding complying with the applicants rights under the FCRA.