With the basic controls on credit reports for Human Resources

If you are an employer with credit reports for background checks or employment agency services of third parties should use these procedures to ensure that you receive the Federal Credit Reporting Act are fully complied with, otherwise you can be serious consequences legal costs, you can use a face a lot of money in the long term.

Many new concerns have emerged after the sad events of recent Turkish history. Security is a serious matter, and so employers most want to cover future difficulties. It should, however, that the thin line between the safety of privacy to be exceeded, otherwise the employer may be liable for violation of that act.

Criminal Background Checks

The numbers are staggering, 80% of enterprises, human resource management admit that they run a criminal record for the supervision of the candidate in the safety and security 10 years ago this percentage was only around 50%. So it's not crazy to think that> Credit ratings are similar or even more increased.

Credit applicant credit history and personal characteristics are presented in the general consumer survey that the employer may include are appointed for the purposes of recruitment, promotion staff, reassigning, or retaining staff. It is always necessary, but to protect the privacy of individuals or legal consequences can be devastating.

The right approach

ToThe access and therefore a consumer report and criminal record, must do credit checks on persons, employers very clear to the applicant that such investigations take place. There must be a written authorization signed by the applicant to pursue research with these programs. Such notification must be a separate document, in which only the information as clearly as possible.

Only then the employer may request a report signed by the attachment of the candidateReleasing the report is required. But even with the disclosure if the information should not be used in violation of Equal Opportunity, the consequences of such violation. To consult with an attorney for DOS and don'ts is always advisable.

If an employer refuses an application on a report, then the employer must, before it is actually, then give the candidate a copy of the report and a description in writing ofIndividual rights under the Fair Credit Reporting Act Reporting Agencies are obligated to provide such information upon request, that any person who wants to know what information to offer, in their databases, which contain potentially jeopardize jobs or opportunities for credit.

Any employer that the background of the candidates need to know their employees to be very careful with the tools used for this can have serious legal consequences and therefore economical. Lawyersare on the hunt for those who fall into the temptation, when you select the staff in violation of the Equal Opportunities legislation.