How to Administer Legally Compliant Background Checks
Businesses should follow these steps when conducting pre-employment background screenings:
Get the necessary information. Every employer needs the job candidate’s full (legal) name, any previous names, date of birth, Social Security number and home address to administer a background check game judi slot.
Obtain written and informed disclosure and consent. Along with providing a full and informed disclosure, acquire a written consent form from the candidate or employee prior to running a background check of any kind. Verbal approval is not good enough, as employers cannot prove that consent was given. You must get it in writing, and it must completely outline how and why the process works the way it does daftar slot online.
Execute the background check in a timely manner. It is not uncommon for background checks to take five to seven days or longer if the candidate has lived in multiple states or has used more than their current (first or last) name.
Provide a copy of the report. Supply a copy to the candidate, particularly if you are denying an employment opportunity of any kind (e.g., full-time, part-time, contract, temp, volunteer).
Store the data securely. Regardless of whether you hire the candidate, ensure that their information is stored or filed If you hire the candidate, the background check information can be stored in their human resources file. If the candidate is not hired, you can store all pertinent data, including background check reports, in the recruitment file to be kept within HR.
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Did you know?Did you know? FCRA-related violations carry substantial financial risk in the form of actual or statutory damages of up to $1,000 per “discrete violation,” plus punitive damages and attorneys’ fees, according to law firm Davis Wright Tremaine LLP.