|Consumer Rights Statement
||The Consumer Rights Statement is a mandatory piece of information if an adverse employment-related decision is made regarding an applicant based on information contained in a background check. The FCRA specifies that the Consumer Rights Statement and a copy of the Consumer Report (background check) be provided to the applicant prior to finalizing an adverse decision.
|FCRA Disclosure / Employment Inquiry Release
||This two page document must be signed by the applicant prior to requesting a background check. The first page, the FCRA Disclosure, meets all requirements for compliance and the 2nd page gathers virtually all information necessary to request a background check. These two pages are designed to work in conjunction with each other.
||The Employment History form is used in conjunction with the Employment Inquiry Release and / or your employment application. The Employment History form is designed for an applicant to provide the important data necessary to verify current or prior employment.
|DOT Driver Applicant
||The Department of Transportation (DOT) has specific requirements regarding drug / alcohol screening of applicants as well as ongoing requirements to maintain DOT certification. The DOT makes provisions for prior employers to release the previously mentioned results legally and without liability.
||California AB 655, effective 01/01/2002, has imposed requirements, over and above the Federal Fair Credit Reporting Act, for California employers who utilize consumer reports (background checks) in the pre-employment screening process. This Notice To California Applicants notifies applicants of the law and MUST be presented to the applicant within three (3) days from the time the background check is requested. It does not replace but is in addition to the Inquiry Release Form.
||California AB 655, effective 01/01/2002, places additional requirements on California employers. This overview will provide guidelines as to compliance.
|New York City Fair Chance Notice
||New York City’s new Fair Chance Act went into effect October 27, 2015. Among other requirements, the new NYC law mandates that an NYC employer must provide a written copy of their Article 23-A analysis to an applicant and provide at least three business days to respond (during which time the position must be held open for the applicant). The NYC Commission on Human Rights (“Commission) has published a “Fair Chance Notice” that employers can use to comply with this requirement. Employers can adapt this form to their preferred format provided that “the material substance – capturing the essence of the Article 23-A analysis – does not change.”
|Search America® Data Sources
||This is a list of all the sources included in our Search America® proprietary database.