The Ultimate Glossary of Terms About Employee Background Checks
Partial name match only in an employee background check is a problem that employers are increasingly confronting. The U.S. Consumer Financial Protection Bureau raised this issue in November, which issued an advisory criticizing some companies for their “shoddy” name-matching practices. In addition, several regulatory agencies, including the U.S. Department of Justice, have threatened enforcement actions if companies continue to use this flawed method.
While conducting an employee background check for employment purposes, employers are required to abide by federal law. These laws protect applicants and employees from discrimination based on race, national origin, sex, gender, religion, or genetic information. The Equal Employment Opportunity Commission enforces these laws and ensures the accuracy of background reports.
The credit report records a consumer’s credit history from a central credit bureau. Employers often use this report to make employment decisions. Disparate impact is a practice or policy that results in discrimination. Disparate impact is how an employer challenges inaccurate information on an employee’s background report. A dispute process is an avenue for correcting incorrect information on an employee background report, but it may not result in an amendment to the original account.
CFPB Oversees Background Checks
Under the FCRA, employers must comply with specific procedures and guidelines when conducting background checks. The agency is charged with ensuring that employers follow these rules. It has also published informal guidance for employers, including clear and conspicuous disclosure requirements and written authorization before conducting such checks. The CFPB also has jurisdiction over certain political appointments. Therefore, applicants should receive a clear explanation of the background screening report before it is conducted.
The CFPB oversees background checks for employees. Under the Act, employers must follow specific guidelines to ensure the safety of their employees and customers. In addition, companies must follow federal and state laws when conducting these checks. CFPB’s enforcement jurisdiction includes all entities subject to the FCRA, including those that create and use employment background screening reports. This means that companies conducting these checks must comply with federal and state laws relating to consumer financial services.
Dob (Date of Birth)
The first step in an employee background check is to gather the person’s social security number or DOB (date of birth). These two pieces of information will be combined to perform a criminal background check. Without them, the results may be bogus. PII, or personally identifiable information, is vital to protecting individuals from unwanted attention and identity theft. In addition to covering these individuals, DOB redaction will impose a higher burden on the employer.
Employers who run an employee background check should be aware of DOB redaction policies. These are designed to protect the consumer’s privacy and allow employers to make informed hiring decisions. For example, DOB redaction policies can prevent employers from running a background check on an applicant if they find that the employee has a criminal record. Fortunately, there are ways to avoid DOB redaction. However, employers should consult with legal counsel before relying on DOB information.
Employment Purposes Letter
You’ll encounter many terms when performing an employee background check. While the process may seem straightforward, there are numerous things to understand and keep in mind. Therefore, knowing the terms and regulations before beginning your screening process is essential. Below, we’ll explain the basics. Primary employment verification involves verifying an applicant’s employment’s start and end date, the title and salary they hold, and any other identifying information. This information is collected by the employer or applicant, either online or offline.
A disposition is the final decision of a court. It’s the formal resolution of a case. A docket is a record of all court actions in a case. An employee’s compensation includes salary, benefits, recognition, incentives, and well-being perks. The number of employees who have been replaced varies. The number of employees returned in a given year depends on the type of employee exit.
If your background check has identified any adverse action, you have three choices to consider before making your hiring decision. You can take the employee’s word for it or use the report to make your decision. If you are using a background check to make a hiring decision, you must follow the proper procedures. The following information will help you make the right choice for your company. First, let’s look at the process.
When conducting an employee background check, inform your prospective employee of the results and why you made this decision. You should also allow them to review the results, understand their rights, and prepare a response. Typically, employers give their candidates five days to respond to adverse employment information. However, it’s possible to extend this period. A candidate can contact the company for more details, but the process can be lengthy.