This document outlines the federal and state legal standards an employer must follow when requesting a consumer credit report or a background investigation on an employee or potential employee.
Chico California Employer's Summary of FCRA Investigation Reports
Category:
State:
California
City:
Chico
Control #:
CA-JM-0001
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Word
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FAQ
The FCRA For ?Employment Purposes? Employers are required to both disclose their intention to obtain a consumer report and obtain written consent from applicants or current employees prior to requesting a consumer report.
Investigative consumer reports are reports credit agencies prepare about someone's character, general reputation, personal characteristics or mode of living that are obtained through personal interviews with such people as neighbors, friends and associates and reviewing records and public records, including but not
In general, when employers use a third party to conduct background checks on applicants or employees, the federal Fair Credit Reporting Act (FCRA) will apply. The FCRA governs how employers obtain and handle consumer reports, which include standard background checks.
An investigative consumer report offers insight employers use to gain a better understanding of a person's character through interviews. These are often in the form of personal and/or professional references. When deciding which might be best, ask what information are you trying to gain.
The FCRA regulates the collection, distribution and use of consumer information, which includes Consumer Reports, also known as employment background checks. Background checks can contain information from a variety of sources, including credit reports, employment verifications and criminal record searches.
Employment background checks also are known as consumer reports. They can include information from a variety of sources, including credit reports and criminal records.
California Civil Code Section 1786.2 defines an ?investigative consumer report? as ?a consumer report in which information on a consumer's character, general reputation, personal characteristics, or mode of living is obtained through any means.
Issuers of credit cards. Employers. Generally, the FCRA does not apply to commercial transactions, including those involving agricultural credit. It does not give any federal agency authority to issue rules or regulations having the force and effect of law.
Compliance with the FCRA is the responsibility of both the employer and the background screening company. Employers must make sure they disclose that they are going to conduct a background check and get written authorization.
Hundreds of companies provide employment background checks and qualify as consumer reporting agencies. Employment reports often include credit checks, criminal background checks, public records?such as bankruptcy filings and other court documents?and information related to your employment history.
