Employers have the rights to assess the qualifications of their job applicants by conducting employment background screening. If you will put yourself in their shoes, you would not want to get employees who lied about their educational background, employment history, credit positions, and their skills or talents. If you are the employer and you have a high-paying vacant position, you may think that there might be some job hunters who would get in the way of other more truthfully qualified applicants by creating false information in their application forms or résumé. This is just a scenario. Though you are an honest person, you know that some people can probably do that.
However, several agencies abound for employers to seek out to in verifying the information provided by prospective employees through “consumer reports”. They have access to your educational background, employment history, and credit history. Still, you are protected by the Fair Consumer Reporting Act. Below are just some of your most common rights.
1.Be asked for your consent by the credit reporting agency to provide information to the employer. You must provide a written consent.
2.Disclose the information to you upon your request and after showing a valid identification.
3.Asking the agency to investigate the source of wrongful information included in your report. Incidents in the past have been recorded where consumer reports were performed for unlawful reasons such as identity thefts.
4.Demand to correct or delete erroneous information. Incorrect information may cause you the most important job application you may have at any given time. As soon as you are alerted of a wrong record, do something about it right away.
5.Have the consumer reporting agency to remove futile information that is more than seven years old. This is helpful especially when you have financial bankruptcies, let’s say, fifteen years ago.
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Tags: background check, background checks, background screening, employee background screening, employment background screening
