Compliance with the Federal
Fair Credit Reporting Act
When performing background checks on potential
employees, it is essential that you, as the employer, follow the Federal
Fair Credit Reporting Act (FCRA). Failure to comply with these regulations
may result in a civil lawsuit or even criminal prosecution.
We at Courthouse Concepts are here to guide you
through the process and help you stay compliant with state and federal
regulations. We are accredited experts in the field of screening services,
including pre-employment screening, drug screening, tenant screening, and
on-boarding; and our resources are available to you throughout the
Here are a few necessary forms to remain compliant
with the FCRA:
This is a form signed by the applicant prior to
running a background check. It has to be a separate form submitted with the
application and authorizes the employer to obtain a consumer report.
If you are not hiring someone based on his/her
consumer report (background check), then a pre-adverse action letter
has to be sent to the applicant with a copy of the report and the summary
of rights under the Fair Credit Reporting Act.
You can obtain this and other useful forms directly
from our site, along with the report and summary of
rights. Visit http://www.courthouseconcepts.net/forms
If you are one of our website users, the pre-adverse
letter, summary of rights and a copy of the report can be sent with a click
of a button.
This is to be sent within five (5) working days
after the pre-adverse is sent, giving the applicant five (5) days to call
and dispute anything he/she thinks is not accurate. If the applicant
disputes his/her consumer report, CourtHouse Concepts is tasked with
re-verification of the initial report.
During this process, no action should be taken. If no dispute is made, the adverse action
letter should be sent, It is also recommended to again send the report and
the summary of rights.
For more information on these forms and other
screening resources, visit our website at www.courthouse