Nearly 150 class-action lawsuits citing employment screening violations have been successfully brought against employers or firms that provide background-check reports. (Photo: iStock)
Employers listen up: If you want to review a job candidate's credit history, criminal records and other personal information on a background-check report, you must first obtain written consent from the candidate, per the employment provisions of the Fair Credit Reporting Act.
And if you find something you don't like that causes you to think twice about hiring that person, you must first give them time to dispute any inaccuracies in the report.
Or else you might get slapped with a lawsuit, and quite possibly a class-action lawsuit – just like these employers did in Good Jobs First's Violation Tracker, billed as the first wide-ranging database of corporate crime and misconduct that now includes such cases.
Continue Reading for Free
Register and gain access to:
- Breaking benefits news and analysis, on-site and via our newsletters and custom alerts
- Educational webcasts, white papers, and ebooks from industry thought leaders
- Critical converage of the property casualty insurance and financial advisory markets on our other ALM sites, PropertyCasualty360 and ThinkAdvisor
Already have an account? Sign In Now
© 2024 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
Katie Kuehner-Hebert
Katie Kuehner-Hebert is a freelance writer based in Running Springs, Calif. She has more than three decades of journalism experience, with particular expertise in employee benefits and other human resource topics.
