Background Check Findings & Employee Discrepancies | BackgroundCheckCentral.com



Background Check Central
42815 Garfield Rd
Clinton Township, MI 48038
(888) 817-8282
[email protected]

Beyond the Legal Considerations for background checks of negligent hiring, you will likely find that applicants who are turned down or have offers rescinded as a results of a background check may be resentful.
To help you and the applicant understand to process completely, legal consideration and set reasonable expectations about the process and potential outcomes, the following specific procedures are required:

• The applicant or employee MUST sign a release authorizing you and your agent (the background screening company) to obtain a background check used for evaluating the applicant for hire or promotion/transfer. The authorization must be in a separated document, not part another document, or form.

• You should also be aware that the employee or applicant is entitled to receive a copy of the background check report. They can question the information contained in the report and ask where the information was derived from.

• There are limitations on what types of information you can consider when making a hiring decision. Prior workers compensation claims, health information and lifestyle information should no and often cannot be used when making a hiring decision.

Background Check Reports or “Consumer Reports”
Employee background check reports, also known as “consumer reports”, may contain information that contradicts the information presented by the applicant or negative information the applicant failed to disclose. Sometimes the discrepancies are minor, like the dates of employment that are off by a few days. Other times, they are serious, like an undisclosed criminal conviction.
Faced with discrepancy, the employer must determine its importance and whether it impacts the hiring or promotion decision. The applicant/ employee may have a sound reason for the discrepancy.

If the employer decides to take, “adverse action” such as denying an applicant, there are two additional steps that should be taken.
The first step is to examine the employee background check against other background checks, and hiring decisions, to evaluate whether the criteria being used results in a “disparate impact” against groups protected under state or federal civil right laws.
The second step is to give the applicant or employee a pre-adverse action disclosure that includes a copy of the individual’s background check and a copy of “A Summary of Your Right Under the Fair Credit Reporting Act”, a document prescribed by the Federal Trade Commission. The “pre-adverse action” disclosure gives the applicant a chance to review the information any point out any errors, they need to be corrected and the applicant reconsidered.

Background Check Central is comprised of licensed private investigators, who offer complete pre-employment screenings and current employee screenings, ranging from a basic overview to a comprehensive background investigation.

Background Check Central
42815 Garfield Rd
Clinton Township, MI 48038
(888) 817-8282
[email protected]

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