Employers should be aware of their responsibilities when considering the use of employment screening background checks. Information concerning criminal records checks, employment driving histories and pre-employment drug screening are all regulated by various County and or City, State, and particularly Federal regulations concerning:
1. Properly obtaining applicants permission through the correct use of of disclosures and authorization forms.
2. Providing an applicant with a “Summary Of rights” which guides the applicant in the process of disputing incorrect information disclosed in a background check.
3. If an employer decides not to hire an applicant based on adverse information contained in a background check, the employer must follow the “preliminary notice of adverse action” and “notice of adverse action” procedures prescribed by law.
Conducting employment background checks and the use of the information contained therein is regulated by the Fair Credit Reporting Act (FCRA) and is enforced by various governmental agencies.
One of the best sources of information on this subject is the well written Federal document titled:
Our website site mapoffers extensive information on all aspects of employment screening and we are always glad to provide any assistance employers may need in determining which pre- employment background check services will meet their requirements.
Our Automated Employment Screening provides an applicant controlled process that allows FCRA compliant background check forms and releases to be completed online by the applicant.
We provide several short videos to easily acquaint you with the system.
This makes the background check process easy
Please Click Here for more information on our AES service.
Call Us now at 800-459-3034 and begin ordering instant driving records and background checks within minutes or:
A price list will be promptly e-mailed to you.
We Also Offer Pre-Employment Drug Screening.
FOR MORE INFORMATION CALL ANYTIME
Disclaimer None of the information contained in this web site should be construed as legal advice. All forms, policies, information and procedures should be reviewed by your legal counsel before being used in any way.
