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Compliance FAQs
What steps do I take to make sure our background checks are FCRA compliant?
Step 1: Employer Certification If you work with a Consumer Reporting Agency (CRA), such as Clarifacts, to conduct background checks, …
What is the difference between disparate impact and disparate treatment?
Title VI of the Civil Rights Act of 1964 prohibits employers from discriminating based on race, color, religion, sex or …
What are EEOC "Green Factors"?
The EEOC “Green factors” were created around the enforcement of Title VII of the Civil Rights Act of 1964 (Title …
I don't want to hire an applicant because of what was found in their background check. What do I need to do?
You’ve decided not to hire an applicant based on the results of their background check, now what? According to the …
Can pre-employment screening be considered discriminatory?
An important aspect of any employment screening program is consistency. Employers with a written policy who are conducting background checks …
How long do I have to give the applicant to dispute the information found in their background check?
The Fair Credit Reporting Act (FCRA) does not specifically comment on this issue, however, a reasonable length of time should …
What's the liability associated with not screening applicants?
Negligent hiring is a legal theory under which employers can be held liable for the unlawful or improper actions of …
Get Started with Clarifacts
See why so many HR leaders make the switch to Clarifacts for their background checks. Tell us about your needs, and we’ll get to work on your custom pre-employment screening program.