Global Screening Examiners keep international compliance to reduce the maximum risk and empower organizations with best practise under corporate governance rules, regulations and standards. The employment background screening compliance use to verify the employment eligibility before hire an employee. The lawful compliance help to made employment eligibility status by conducting enhance (Known Your Employee) tools and manage accurate information related to applicants claim to provide protection for employers.
Information Compliance Facts
Employment Screening Compliance
Global employment background screening practice is appreciated method to run business safely. However, there is several type of checks executed such as criminal records, MVR, driving records, credential verification, education verification, sex offender registry, skills assessment, reference checks and credit reports. Frequently searches are performed by researchers with local body and the sensitive prosecution of applicant's information certain by court records. There are several important laws become to generate legal use of this information
In US, most notably, the Fair Credit Reporting Act (FCRA) regulates the use of consumer reports (which it defines as information collected and reported by third party agencies) as it pertains to adverse decisions, notification to the consumer or applicant, and destruction and safekeeping of records. If a consumer report is used as a factor in an adverse hiring decision, the consumer must be presented with a "pre-adverse action disclosure," a copy of the FCRA summary of rights, and a "notification of adverse action letter." Consumers are entitled to know the source of any information used against them including a credit reporting company.
The Fair Credit Reporting Act (FCRA), 15 U.S.C. 1681, governs pre-employment screening obtained from Consumer Reporting Agencies. The FCRA sets out the federal rules and requirements for pre-employment background reports, called Consumer Reports. This law was substantially amended in 1996, 1997 and 1998 to provide greater privacy protection to consumers, and to ensure that background information is accurate and complete. The FCRA is continuously subject to amendment, even as recent as June 3, 2008, as the digital and on-line environments continue to expand. Visit FCRA to access more information http://www.ftc.gov.
The Fair Credit Reporting Act (FCRA) is designed to protect individuals by promoting accuracy, fairness, and privacy of information in the files of every Consumer Reporting Agency (CRA). Most CRAs are credit bureaus that gather and provide information about individuals - such as if they pay their bills on time or have filed bankruptcy - to creditors, employers, and landlords, companies that perform pre-employment screening services.
The FCRA compliance information and online templates of all letters and forms necessary to comply with FCRA employment background screening requirements, including:
Compliance with Canadian Reporting Regulations
The Canadian Privacy Act with regard to the protection of applicant information for employment screening purposes. In addition, The necessary forms required for applicant consent for criminal, credit and driving records reporting as defined by the Ministry of Transportation (MOT), the Canadian Police Information Centre (CPIC) and governing bodies of the individual Canadian provinces and territories (e.g. provincial departments of motor vehicles).
Implement International Compliance
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