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As you may be aware, the Consumer
Credit Reform Act became effective September 30, 1997. The Act governs
not just credit reports, but all employment background checks
you obtain from reporting agencies. This law is designed to protect
the privacy of individuals, but it clearly recognizes pre-employment
screening as an important, legitimate activity. Overview of Section 604 (B),
of the Amended Fair Credit Reporting Act 1. Before ordering a report of any kind, you as an employer must provide a “clear and conspicuous” written disclosure, in a document consisting solely of this disclosure, stating that a consumer report may be obtained for employment purposes. You must obtain the signature of the applicant on this authorization to pull these records.
2. Before taking any adverse
action based on information obtained, whether solely or in part, you
must provide the applicant/ consumer a copy of the report and a written
summary of their rights as outlined in the FCRA.
3. You must certify to the
Consumer Reporting Agency (AISC in this case) that you will comply
with 1 and 2 above and that you will not violate federal or state
regulations regarding consumer reports provided by AISC. 4. Reports containing information more than 7 years old may only be provided when the applicant will be employed at a salary of at least $75,000.
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AISC
Order Form / Price List
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