National criminal background checks have become a valuable tool in determining an applicant's suitability for a job. Online screening sources have provided a quick, convenient solution that fits the needs of most employers. However, caution must be used when a decision is made to use a background check. The Fair Credit Reporting Act provides national guidelines for corporations who want to investigate job applicants and current employees.

Protecting Rights During National Criminal Background Checks

The FCRA covers all consumer reports provided by a third party. Credit worthiness is one consideration. However, reports cover a broad range of other characteristics such as personal data, reputation, and mode of living. Employees must be informed if any adverse action is planned based upon a negative report. They must be given a copy of the report as well as a copy of their rights. They must also be given an opportunity to dispute negative information.

An erroneous report of criminal history can ruin a career or prevent a valuable employee from being hired. Reasons for errors include identity theft and transposition of numerals in birth dates or social security numbers. There are specific laws that make a criminal background check mandatory for certain jobs. Examples are the trucking industry and jobs that involve contact with children or the elderly. For those employers voluntarily seeking background information, caution is urged.

Reputable online services offer advice about interpreting negative results. Check to make sure that background screeners are in compliance with FCRA regulations. Fees and privacy policies should be clearly posted. Proof that the website is secure should be provided as well. Make sure that the scope of service desired is a specialty of the background screening company. Statewide, nationwide, and international reports are available.