Consumer reporting agency criminal background check

Background Research gives a wide variety of data services suited to fulfill many needs. From looking into the neighbor to looking up ourself to see if there may be anything to be concerned about. This background check data source are known market leaders for public record information, criminal investigations, telephone and address reports, social websites information, and a lot more. The goal is to enable the individual with the facts they require to help to make quick & wise judgements.

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When people are looking to rent a house or apartment, the most important “screening” isn’t on the windows of the prospective new place. It’s the tenant background screening that goes on behind the scenes, the results of which can make the difference between home sweet home and homeless. The FTC announced a record-setting $3 million settlement with Texas-based RealPage, Inc., a consumer reporting agency (CRA) that offers tenant background screening services. According to the complaint, the company violated the Fair Credit Reporting Act’s requirement that CRAs follow reasonable procedures to assure maximum possible accuracy. The FTC alleges that the company’s failure to honor that key FCRA provision caused major problems for consumers unfortunate enough to have names or birthdates similar to people with criminal records.

https://www.ftc.gov/news-events/blogs/business-blog/2018/10/3-million-fcra-settlement-puts-tenant-background-screening

A company is a “consumer reporting agency” under the law if it assembles and evaluates consumer report information for the purpose of providing those reports to third parties. Reports include information that relate to a person’s character, reputation, or personal characteristics. Typically, they’re used — or are expected to be used — for employment, housing, credit, or the like. That’s what triggers a company’s obligations under the FCRA. But a business that uses consumer reports for employment purposes has to comply with the FCRA, too. Failing to implement any of the accuracy, dispute, or other safeguards required by the law could harm people’s reputations and employment prospects.

https://www.ftc.gov/news-events/blogs/business-blog/2013/01/background-screening-reports-fcra-just-saying-youre-not

The FCRA disclosure and notice process can be confusing and difficult to administer. However, many employers don’t realize the costly implications of seemingly minor violations of the FCRA until it is too late. If you use any kind of background, credit, driving, or criminal reports to inform your employment decisions, you should review your policies and procedures to make sure your company is not unwittingly exposing itself to an FCRA class action lawsuit.

https://www.fisherphillips.com/resources-newsletters-article-fair-credit-reporting-act-obligations

Reporting agencies may provide background check documents only to organizations outlining a specific "permissible purpose" such as hiring, promotion, retention or reassignment, all of which fall under the umbrella of employment. OPENonline's resource page spells out the obligations businesses have when conducting employment background checks: Employers must certify permissible purpose to their background screening company upon requesting a report. Reporting agencies are required to provide employers with FCRA guidelines to inform them of their obligations under federal law.

https://www.openonline.com/Resources/News/News-Article-View/permissible-purpose-and-background-checks

Conducting a background check on a prospective employee (or volunteer, in some cases) might seem impersonal and unpleasant. However, it's an everyday fact of the recruitment and hiring process. This is especially true for nonprofits, who tend to be held to a high standard of accountability given their service to the public — and in particular to vulnerable populations. The term "background check" can be somewhat misleading. It's not one particular thing, but rather a series of checks and reports that originate from different sources — and may be conducted only with the prospective employee's consent. Privacy laws come into play, too, typically limiting background checks to reports on criminal history, credit and past employment and education.

https://www.missionbox.com/article/196/background-checks-what-nonprofits-must-know