No one likes to get rejected, whether it’s a relationship, job, or loan. Unlike a relationship, businesses are required to let an applicant know why they were rejected. Thanks to the Fair Credit Reporting Act (FCRA), there are laws put into place to make sure applicants are informed of their rights.
The Importance of Being FCRA Compliant and Sending Adverse Action Letters
If a company decides not to hire an applicant due to their background check, regardless of the reason, the company is obligated to notify the applicant. FCRA guidelines mandate that the company must send the applicant a Pre-Decision Letter notifying them of the potential for adverse action based upon information uncovered during the pre-employment screening. Adverse action is a denial of employment or any other decision for employment purposes that adversely affects any current or prospective employee, according to the FCRA.
What is a Pre-Decision Letter?
A pre-adverse action letter is a notice to the applicant that the company might not hire them due to information uncovered during their background check. This initial mailing must also include a copy of their background check and a Consumer Rights Letter. Keep in mind that this letter is not the final decision notice.
According to the FCRA, if a criminal background report contains information which “in whole or in part” may cause you to take any adverse action, including rejecting that candidate for employment, denying a promotion, or terminating a current employee, then you must provide a copy of the report to the applicant and the CFPB’s summary of rights prior to making your decision final.
It’s suggested that you wait 4-5 business days after you mail a copy of the report and the summary of rights, before contacting the applicant with your final decision. By sending a Pre-Decision letter, this allows time for the applicant to address or dispute any incorrect information before the company makes their final decision.
What is an Adverse Action Letter?
It is a final notice that informs the applicant the company decided to either not to hire them, cancel their offer of employment, or terminate their employment. This letter needs to include a copy of their background check and a Consumer Rights Letter.
Failure to follow the above proper procedure could lead to litigation.
SELECTiON.COM® stays up-to-date on all FCRA regulations and provides the tools to keep you compliant with the click of a button via our proprietary web portal, Fastrax Select®. We offer pre-populated Pre-Decision and Adverse Action Letters free of charge on your custom dashboard, or by checking a box, our clients can choose to have our in-house staff do the mailings for them.
If you don’t know what the Summary of Rights or Adverse Action forms are, not to worry, we have you covered! Not only are these forms available on the Fastrax Select® website, but we can also turn on a feature for your account that will allow you to have us send the forms for you, with just the check of a box.
Contact us today to see how SELECTiON.COM® can improve your background check process.
Founded in 1991, SELECTiON.COM® is one of the Nation’s leading providers of pre-employment background screening services. We offer the largest network of in-house researchers, the fastest turnaround on criminal background checks and drug screening, and unsurpassed customer service. Our web application, FASTRAX Select™, allows employers to verify an applicant’s background check information quickly and accurately from the convenience of a personal computer. Average turnaround time on criminal background searches is 2 business days. Thousands of employers nationwide rely on SELECTiON.COM® to help them make smart hiring decisions.