Employment Fairness Act for Returning Citizens in Prince George’s County, MD
The Prince George's Employment Fairness Act for Returning Citizens is a new law in Prince George's County, Maryland, designed to provide fair...
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You’re probably aware of the federal Fair Credit Reporting Act (“FCRA”) disclosure and authorization requirements for employers that want to obtain background reports from consumer reporting agencies like Verified Credentials on employees and applicants. If you want a quick refresher on the federal requirements, click here.
But did you know that you may be required to provide additional disclosures if you obtain background reports on applicants or employees that live or work in certain states? It’s true, and it’s something to keep in mind when you develop your background screening practices and procedures.
Let’s touch on some California-specific requirements. If you obtain background reports from Verified Credentials on applicants or employees who live or work in California, you may be required to provide unique, California-specific disclosures under the California Investigative Consumer Reporting Agencies Act (“ICRAA”).
ICRAA governs obtaining and using “investigative consumer reports” on applicants or employees who live or work in California. Keep in mind that the ICRAA defines an investigative consumer report as “a consumer report in which information on a consumer’s character, general reputation, personal characteristics, or mode of living is obtained through any means.”
Insider Tip: Even though ICRAA and the FCRA each use the term “investigative consumer report,” the definitions are very different! You may be surprised to find that your background reports might be considered “investigative consumer reports” in California, even if they aren’t “investigative consumer reports” under the FCRA.
If your background reports fall under ICRAA’s definition of “investigative consumer reports,” ICRAA has specific requirements before you can obtain background reports on your California applicants and employees from Verified Credentials (with certain limited exceptions). You must:
You may think you have a handle on FCRA disclosure and authorization requirements. Still, if your applicants or employees live or work in California, it might be time to re-evaluate your disclosure documents to comply with California law. Consulting with a trusted legal advisor is the best way to ensure that your background screening practices comply with ICRAA.
Insider Tip: Do you obtain background reports on your applicants or employees who have mailing addresses in California bearing on their creditworthiness, credit standing, or credit capacity”? These are considered “consumer credit reports” in California and are governed by the California Consumer Credit Reporting Agencies Act (“CCRA”), not the ICRAA. The CCRA requires additional, specific disclosures in addition to ICRAA requirements. Be sure to check back next month for more information on the CCRA disclosure requirements.
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We’ve talked about how, in California, the Investigative Consumer Reporting Agencies Act (“ICRAA”) and the Consumer Credit Reporting Agencies Act...
Last month we discussed California’s Investigative Consumer Reporting Agencies Act (“ICRAA”) and the state-specific disclosures required by the ICRAA...
Background check disclosure and authorization requirements can often be a source of confusion for employers, and violations may lead to potential ...