Frequently Asked Questions (FAQs) for Clients

Q1: How should I prepare for my background screening?

A: Before a company can initiate a background check on you, you must sign a written disclosure indicating that the check will be conducted for employment purposes. According to the Fair Credit Reporting Act (FCRA), organizations are required to obtain your consent before starting a background check. While each company has its own specific criteria for background screening, you will generally need to provide your full legal name, any aliases, current address, date of birth, and social security number. Additionally, you may be asked for your driver’s license number, educational background (including the institutions you attended, dates of attendance, and degrees earned), and past employment history (including the names of former employers, dates of employment, and positions held). Other information that might be requested includes passport information or ID cards for any international history.

Q2: Can I refuse a background check?

A: You can refuse, but it may affect your chances of being hired. Most employers require background checks as part of their hiring process, and refusal may be seen as a lack of transparency.

Q3: What information will be checked?

A: The specific information checked can vary but often includes:

• Employment history
• Educational qualifications
• Criminal records
• Credit history (for positions involving financial responsibility)
• Professional licenses
• References
• Drug Testing

Q4: What happens to my information after the background check is completed?

A: The CRA must maintain the confidentiality and security of your information. Employers are required to comply with data protection regulations, and your data should only be used for the intended purpose.

Q5: How long does the background check process take?

A: The duration can vary, but typically it takes between a few days to a couple of weeks, depending on the depth of the check and the responsiveness of the sources being verified.

Your Rights Under FCRA

Q6: What is FCRA?

A: The FCRA is a federal law that regulates how background checks are conducted and how consumer information is used. It ensures that employers obtain your consent and provide certain disclosures. To know more about FCRA please visit our compliances Tab.

Q7: What are my rights under FCRA?

A: Under the Fair Credit Reporting Act (FCRA), if a background check has been conducted on you, you would have already received a written disclosure informing you of this and provided your written consent. If the report influences a decision that negatively affects you—such as not getting a job, being terminated, or not being allowed to volunteer—the company must follow the “adverse action” process.

This process requires the company to inform you that the negative decision is based on the background check report. They do this by sending you a pre-adverse notice, which includes a copy of your background report and a document titled “A Summary of Your Rights under the Fair Credit Reporting Act.” Upon receiving this notice, you should review your report and contact the company that prepared it (their information is included in the pre-adverse notice) if any part of the report is inaccurate or incomplete. 

Once you dispute any inaccuracies, the background check company must reinvestigate at no cost and complete the process within 30 days, although they typically strive to resolve it as quickly as possible to facilitate the employer’s final decision. After the reinvestigation, the background check company will update you and the employer on the outcome. If changes are made, they will provide amended reports; otherwise, they will confirm the original findings. The prospective employer will then make their hiring decision based on the updated report.

Q8: Where can I find additional information on my rights as a consumer?

•  Professional Background Screening Association –
  PBSA is a non-profit trade organization established to promote a high level of ethics and performance standards for the screening industry. The PBSA’s mission is “to advance excellence in the screening profession.
• Federal Trade Commission (FTC)
• Consumer Financial Protection Bureau (CFPB)
• Fair Credit Reporting Act (FCRA)
• A Summary of Your Rights under the FCRA
• Equal Employment Opportunity Commission (EEOC)
• TransUnion Credit Report FAQ

General

Q9: What if I have a criminal record?

A: Having a criminal record does not automatically disqualify you from employment. Employers should take into account the nature and relevance of the offense, the time that has passed since it occurred, and any rehabilitation efforts you have made. The Equal Employment Opportunity Commission (EEOC) has provided guidance for employers when evaluating an applicant’s criminal history, advising them to consider:

• The nature and gravity of the offense or conduct
• The time that has passed since the offense, conduct, and/or completion of the sentence
• The nature of the job held or sought

Authbridge INC is a Consumer Reporting Agency (CRA) and does not make any hiring decisions. It is solely the responsibility of Authbridge’s clients to determine employment eligibility based on their own standards and policies.

Q10: Will an expunged record show up on my background check?

A: Records that have been sealed or expunged in the Court’s systems and state repositories will not appear in the background check.

Q11: If a record was dismissed but not expunged, it may appear in a background check report during a county court record search. 

A: Dismissed records are categorized as non-convictions. According to the federal Fair Credit Reporting Act (FCRA), screening firms can report non-convictions for up to 7 years. However, certain states have stricter regulations that may prohibit the reporting of non-conviction records. Although including dismissed records in a report is legally permissible and accurately reflects the court record, most employers typically do not consider them in their hiring decisions since they are non-convictions.

Q12: Will a poor credit history affect my job prospects?

A: It depends on the job. For positions that involve financial responsibilities, employers may consider your credit history. However, not all employers use credit checks, and poor credit does not necessarily disqualify you from all positions.

Q13: Why have I been notified about Public Records and what should I do?

A: You may receive notices regarding public records as part of your background check process. It’s primarily for your awareness, and no immediate action is required from you. You might receive multiple notices if multiple background reports were initiated by the authorized company. Public records typically include details such as professional license verifications, driving records, and court records of criminal or civil cases, among others.

Q14: How can I obtain a copy of my background check report?

To request a copy of your report, you can utilize our online form, send an email, or contact us by phone. For further details on accessing your report, please click here.

 Q15: What is the process for disputing inaccuracies in my background check report?

To dispute any inaccuracies in your background check report, you can utilize our online form, send an email, or reach out to us by phone. For more guidance on disputing your report, please click here.

 Q16: Is my data secure?

Rest assured; we prioritize the security of your candidate’s personal data. Our platforms employ SSL with TLS 1.2 encryption, ensuring that information you provide remains the same