FCRA Background Checks
Employment FCRA Background Checks
We have access to multiple national and state databases, including county court records. All of our information searches meet or exceed Fair Credit Report Act (FCRA) standards for employment service records.
- Criminal records (including predatory offenses)
- Motor vehicle reports
- Licensing and credentials
- Social security verification
- Education verification
- Address verification
- Employment Verifications and OFAC Reports
When making personnel decisions – including hiring, retention, promotion, and reassignment – employers sometimes want to consider the backgrounds of applicants and employees. For example, some employers might try to find out about the person’s work history, education, criminal record, financial history, medical history, or use of social media. Except for certain restrictions related to medical and genetic information (see below), it’s not illegal for an employer to ask questions about an applicant’s or employee’s background, or to require a background check.
However, any time you use an applicant’s or employee’s background information to make an employment decision, regardless of how you got the information, you must comply with federal laws that protect applicants and employees from discrimination. That includes discrimination based on race, color, national origin, sex, or religion; disability; genetic information (including family medical history); and age (40 or older). These laws are enforced by the Equal Employment Opportunity Commission (EEOC).
In addition, when you run background checks through a company in the business of compiling background information, you must comply with the Fair Credit Reporting Act (FCRA). The Federal Trade Commission (FTC) enforces the FCRA. This publication explains how to comply with both the federal nondiscrimination laws and the FCRA. It’s also a good idea to review the laws of your state and municipality regarding background reports or information because some states and municipalities regulate the use of that information for employment purposes.
DISA can assist your company with compliant FCRA searches on your applicants and employees.
Access to a vast network of official databases to verify:
- Education, employment, licensing & credentials
- Address, social security
- Criminal and predatory offenses
- Driving record
DISA utilizes a non-biased computerized selection program that can protect your company from claims of bias when selecting employees randomly for drug screening. Random Testing = deterrent for on the job drug abuse.