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As an employer, its important to comply with the Fair Credit Reporting Act (FCRA) to ensure the fair obtainment of consumer reports. The FCRA provides guidelines for compliance which is helpful when hiring new employees or promoting or reassigning current employees.
The Fair Credit Reporting Act (FCRA) is a federal law that helps to ensure the accuracy, fairness and privacy of the information in consumer credit bureau files. The law regulates the way credit reporting agencies can collect, access, use and share the data they collect in your consumer reports.
How is the FCRA beneficial for employers? Here are some of the benefits of complying with the FCRA: The FCRA can help your company avoid legal action taken against them as well as any costly litigation. Maintaining compliance helps avoid class action suits such as those related to improper notices and disclosures.
The Fair Credit Reporting Act (FCRA) , 15 U.S.C. 1681 et seq., governs access to consumer credit report records and promotes accuracy, fairness, and the privacy of personal information assembled by Credit Reporting Agencies (CRAs).
Under the FCRA, you must provide the prospective employee with a clear and conspicuous written disclosure that you plan to get a background screening report about them and you must get the persons written authorization that gives you their permission to compile the report.
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Background check consent form serving as a disclosure and authorization for an employer to provide to job applicants and employees before seeking a consumer report for employment purposes, as required under the Fair Credit Reporting Act (FCRA).
The FCRA protects the subject of a check by limiting what a CRA can report. Despite its name, the law goes beyond credit reports. Today, the law replies to any kind of consumer report that includes the following: Information about someones character.

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