How long is a background check good for access to a consortium owner site?

The adverse action process is required for any action taken that denies an individual employment, credit, insurance, etc. based on information obtained through a consumer report. This three-step process complies with federal laws to protect applicants from discrimination. Although it’s the law, many companies still fail to send adverse action notices, subjecting them to potential lawsuits. Employers must abide by the guidelines set forth by the Fair Credit Reporting Act (FCRA) which requires the employer to provide a standalone disclosure informing the applicant that a consumer report may be obtained with written consent. The employer must also provide a copy of the pre-adverse notice, background report, and summary of rights to the applicant prior to an adverse action decision. If any adverse information appears on their background check, then a pre-adverse notice is used to inform the employee that something has returned which may or may not affect their hiring decision. This gives the employee an opportunity to file a dispute prior to receiving a final adverse action notice. An adverse action notice must be sent only if the employer denies the applicant employment based on the information from the background check.

Not all background checks are the same and those quicker, cheaper screenings you come across online won’t offer the same in-depth research for an applicant. Most employers use comprehensive background checks, like DISA’s, to ensure accuracy and prevent any mix-ups with aliases.

A pre-employment background check is a background check that is ran prior to finalizing a new hire. Pre-employment checks will help verify if the hire is right for the job and a good fit for the workplace. By reducing turnover rates you’re not only lowering costs but improving the workplace morale with a long-term team member and someone that will work well with other employees.