What's the Bottom Line?
The bottom line is that hiring decision makers can use pre-employment background screening designed to screen out applicants who would be unsuitable for certain positions, because they have demonstrated, through criminal behavior, that they are untrustworthy, violent, or otherwise unacceptable. An employment screening policy should be legally defensible, if challenged, as long as it complies with state statutes governing the rehabilitation of criminal offenders. All municipalities have a responsibility to their citizens that the people they are entrusting to protect their resources do not have job-related convictions that could impose harm to the resources of the organization or to the general public. Using pre-employment screening as a tool to reduce an organization's exposure to theft, workplace violence, and negligent hiring lawsuits is an important part of any comprehensive selection process.
Recruiting and hiring tools such as online employment applications and job boards seamlessly connected with your company's site.
Tip: FCRA searches are not available at initial signup. Business validation required prior to enabling access.
- FCRA aka FACTA
- DPPA Act of 1994
- GLB (Public Records)
- Disability Act
- Dept of Labor
- Equal Employ Commission
- Social Security Administration
- Federal Trade Commission
- Department of Labor Employment Law Guide
- An Overview of the Law and Your Liability
- Developing Screening Policies and Procedures
- Investigating Non-Employees
- Investigating Job Applicants
- Pre-Employment Testing
- An Overview of the FCRA and Its Amendments
- Consumer Report Obligations
- Investigating Current Employees
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Helpful user tips provided in every step of the process.
Please Read: If you are using public records based due diligence search results to make an employment hiring decision, please follow FCRA Guidelines.