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Criminal background check authorization
Criminal background check authorization
Background Analysis delivers a broad range of data services suited to fulfill numerous needs. From looking into the next door neighbor to learning about ourselves to find out whether there exists anything to give consideration to. The background check data sources are popular frontrunners for public records, arrest investigations, telephone and home address information, social network info, and much more. The mission is to empower the individual with the knowledge they require to help to make speedy & smart decisions.
Simply Click Here or Check out FreePeopleScan.com to begin your on the spot scan right away!
Finding a job is not a cakewalk—it takes time. You searched for a job you love on Monster, applied, went through rounds of interviews, and finally, you got an offer—kudos! But before you can start your new job, you have to cross one more hurdle: the background check. A whopping 98% of businesses perform background checks on job candidates, according to a recent survey by Endera, a risk-alert firm. This is what you need to know they’re finding out about you.
https://www.monster.com/career-advice/article/worried-about-a-background-check
Some employers are turning to the Internet to find out more information about their applicants. It is important to note, however, that an employer must handle information discovered through social media appropriately and with caution, as findings related to an applicant’s race, age, gender identity or preference, religion or disability could lead to allegations that the consideration of such personal information in the hiring process amounts to discrimination. Social media can be used as a tool during a background check, but it needs to be used carefully.
http://www.sbnonline.com/article/careful-performing-employee-background-checks/
More than 90% of employers in the U.S. rely on criminal background and credit checks to screen employees, according to the Society of Human Resources Management (SHRM). In 2012, the Equal Employment Opportunity Commission (EEOC) issued guidance on the use of criminal background checks and more recently, in conjunction with the Federal Trade Commission (FTC), published two “best practices” guidelines. One set of guidelines is for employers and the other is for job applicants and employees.
If you hire an outside agency to conduct background checks, you must comply with the federal Fair Credit Reporting Act and similar state laws, which regulate the use of "consumer reports." Consumer reports are not simply credit reports. Instead, consumer reports include any outside agency communications that contain information bearing on a person's character, general reputation, personal characteristics or mode of living. This can include an applicant's driving records, criminal history, credit history and possibly his or her social media activity. Federal and state laws also have strict notice and written authorization requirements. These laws require employers to notify an applicant before conducting a background check and before taking adverse action based upon the results. Failure to follow these requirements can result in civil and criminal penalties (not to mention litigation). Even when conducting a background check in-house, you should consider satisfying these notice and consent requirements as precautionary measures.
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