1. Disclose your background check policy
2. Give your applicants a copy of their rights under the FCRA
3. Pre-adverse action and Adverse Action Letters
4. Avoid blanket policies
5. Check your state’s specific policies
6. Obtain permission from job applicants
The safest option for your organization is to fully understand Ban the Box laws in your jurisdiction. They may mandate the point in the application process where you can inquire about a candidate’s criminal conviction history.
As a smart employer, you know compliance is important. Failing to comply with changing regulations can result in costly (and preventable) class action lawsuits. As an FCRA compliant background screening company, Verified First’s in-house compliance team is dedicated to helping you stay up to date with the latest in compliance news.