The Fair Credit Report Act (FCRA) requires strict adherence to jurisdictional laws in regulations in your Employment Background Screening process.
You have enough on your plate. MBI Worldwide takes FCRA compliance seriously and has streamlined and automated a compliance process that takes this task off your busy plate.
In addition to our automated compliance services, our compliance experts will work with you to address the most pervasive compliance risks in your hiring process:
DISCLAIMER: PLEASE BE AWARE THAT MBI WORLDWIDE (MIDWEST BACKGROUNDS, INC.) IS NOT A LAW FIRM AND ALL POLICIES SHOULD BE REVIEWED BY AN HR/EMPLOYMENT ATTORNEY FOR YOUR COMPANIES’ BEST PRACTICES AND ALL LEGAL PROCEDURES, EVEN IF YOU ARE CURRENTLY A CLIENT OF MBI WORLDWIDE. DO NOT USE THIS ARTICLE, OR ANYTHING PUBLISHED FROM MBI WORLDWIDE AS LEGAL ADVICE OR INCLUSIVELY FOR YOUR SCREENING/HIRING POLICY.
Adverse Action
The FCRA requires employers to follow specific disclosure requirements leading up to the background screening process, as well as processes after a “conditional offer of employment” has been made to the job applicant. Under Federal Law, if the employer uses information from the consumer report to make an adverse decision – ie. denying the job applicant, terminating the employee, rescinding a job offer or denying a promotion; this process MUST be applied. Failure to implement these requirements may cost employer organizations millions in litigation and settlement costs.
In support of helping our customers remain compliant in all FCRA regulations, MBI Worldwide offers Adverse Action notice fulfillment. We offer both client created or MBI Worldwide managed options.
MBI Worldwide will work with you to customize your specialized requirements. We can personalize notice language and method of delivery.
For future reference, MBI will store copies of all adverse action notifications in our portal and will be available upon request.
Don’t overlook background screening compliance services! MBI helps clients simplify and manage this process.
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