SEPTEMBER 12, 2019 – Consider this scenario: You post a job ad looking for new drivers and get a really promising candidate. You bring them in for an interview, and when all looks good, you make an offer. As soon as the candidate’s background screens come back, and their driver file is ready to go, you’ll get them on the road.
Then you get the news: there’s information on the background check report that calls their safety into serious question – and now you’re not sure if you want to move forward with the hire.
Now what do you do?
Because the information came from a consumer report, it’s not as simple as revoking the offer. To comply with federal law (and protect yourself from a lawsuit) there are specific steps you must take before you can make the decision not to hire someone. These steps, known as Adverse Action, are designed to give candidates and employees the opportunity to review the accuracy of the information contained in the report so that they can request corrections if inaccuracies are found.
Failure to follow these steps can lead to expensive lawsuits that can be tough to fight in court – especially when it’s clear that the company acted non-compliantly.
The next time you need to make an employment decision based on negative information found in an MVR, PSP or other background check report, make sure you follow these three steps:
Keep in mind that while FCRA compliance is the most well understood in the industry, many states and local jurisdictions have their own unique adverse action requirements that must be followed during the employment process. To ensure that your pre and post-hire screening practices are fully compliant, it’s important to work with someone who understands your particular requirements – and can help not only run compliant background screens on your behalf, but can manage the adverse action process when needed.
Ready to learn more? Give us a call at (860) 815-0764.