What If Your Candidate Has A Criminal Record?

Fair Credit Reporting Act (FCRA)
Designed to protect both employers and candidates, the FCRA governs rules for obtaining consent, handling adverse action, and investigating disputes – all common lawsuit triggers – according to federal and state regulations.

Equal Employment Opportunity Commission (EEOC)
The EEOC seeks to ensure that information about arrest or conviction records does not have a disparate impact on protected classes, such as disproportionately excluding people of a particular race or national origin.

Ban-the-Box
These rules govern when and how employers can ask about criminal records, often making a background check the first time you learn a candidate’s history. You need a partner to help you adhere to changing regulations, protect your business and ensure candidates get a fair shot.

“I love the peace of mind that I am following EEOC and FCRA guidelines when requesting a background check.”

– Jennifer M. GoodHire Employer

If specific information returned from a background check is the reason you choose not to hire a candidate or terminate an existing employee, your company must legally pursue an adverse action.

Adverse action refers to an official legal process that an employer is required to follow as they inform a job candidate or employee that they are not eligible to work for your company due to information found in their background check.

ADVERSE ACTION REQUIREMENTS