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Some companies check into your background before deciding whether to employ you or keep you at work. Depending on where you live, your city or state may offer additional protections. It’s important to know whom to contact if you think an employer has broken the law related to background checks. Check with someone who knows the laws where you live.
Questions About Your Wallpaper.
An employer may ask you for all kinds of info regarding your background, particularly during the hiring process. By way of example, some employers may ask about your job history, your schooling, your criminal record, your financial history, your medical history, or your use of social networking.
It’s valid for companies to ask questions regarding your background or to require a background check — with certain exceptions. They’re not permitted to ask you for medical information until they give you a job, and they’re not allowed to request your hereditary information, such as your family medical history, except in limited circumstances.
When an employer asks about your background, they must treat you exactly the same as anybody else, irrespective of your race, national origin, colour, gender, religion, disability, genetic information (including family medical history), or era, if you’re 40 or older. An employer isn’t allowed to request extra background information because you are, say, of a certain race or ethnicity.
If an employer treats you differently because of your race, national origin, colour, gender, religion, disability, genetic information (including family medical history), or older age, or asks you inappropriate questions regarding your medical status, health history, or family medical history, contact with the Equal Employment Opportunity Commission (EEOC).
The use of Background Reports.
Some companies try to find out about your background by hiring someone to perform a "history " on you. Among the most common are criminal history reports and credit reports. But specific rules apply when an employer gets a background report on you from a business in the company of compiling background info.
Before obtaining the report, the company must let you know at a standalone document which they may use the information to make a decision related to your job, and has to request your written consent. You overlook ‘t have to give your consent, but if you’re applying for a job and you don’t give your consent, the employer may refuse your application. If an employer gets a background report on you without your consent, contact the Federal Trade Commission (FTC). If the employer believes they may not employ, maintain, or promote you because of something in the report, they must give you a copy of the report along with a "Summary of " that tells you how to contact the company that provided the report. This ‘s because history reports sometimes have mistakes. If you see an error in your background file, ask the background reporting firm to repair it, and to send a copy of the corrected report to your employer. Tell the employer about the error, too.
Prior to applying for a job, it’s a fantastic idea to order a free copy of your credit report. This way, you can fix any mistakes before an employer sees it. To receive your free credit report, see www.AnnualCreditReport.com or call 1-877-322-8228. You overlook ‘t have to buy any products they offer, and you don’t have to pay to get mistakes corrected.
If the Employer Finds Something Negative in Your Background.
If your background report has any negative info, be prepared to explain it and why it shouldn’t affect your capability to perform the job. Here is an outline of your rights, depending on Which Type of negative information the company finds:
Criminal History or Other Public Records.
Should you don’t get hired or promoted because of information in your criminal history or other public documents, the employer must tell you , in writing, or electronically:
The title, address, and phone number of the business that provided the criminal history or public documents report; that the firm that provided the information didn’t make the decision to take the adverse action and can’t give you special reasons for this and that you have the right to dispute the accuracy and completeness of any information from the document, and to get an additional free report by the business that supplied it, if you request it within 60 days of the employer’s decision to not employ or keep you.
The company that provided the company with negative information from a criminal history or other public documents has certain obligations to be certain that the info is accurate.
Some companies may say to not employ if you have a criminal record. That could be discrimination. If that happens to you, contact the EEOC.
If an employer decides not to hire, maintain, or promote you based on fiscal information in a background file, it has to inform you orally, in writing, or electronically. Particularly, the company must:
Give you the name, address, and phone number of the business that provided the credit report or history information; give you an announcement that the firm that provided the information didn’t make the decision to take the adverse action and can’t give you any specific reasons for this and give you a notice of your right to dispute the accuracy or completeness of any information in your document and to get an additional free report by the business that provided the charge or other history information if you request it within 60 days.
From time to time, it’s ‘s legal for an employer not to hire you or keep you on because of information in your background, and from time to time, it isn’t. by way of example, it’s illegal once the employer has distinct background conditions based on your race, national origin, colour, gender, religion, disability, genetic best background check service Going Here information (including family medical history), or era, if you’re 40 or older. It’s also illegal for an employer to reject applicants of one ethnicity with criminal records to get a job, but to not reject additional applicants with the exact same criminal records.
Even if the employer treats you exactly the same as everyone else, using background info still can be prohibited discrimination. By way of example, companies shouldn’t use a policy or practice that disturbs individuals with certain criminal records if it considerably disadvantages individuals of a particular race, national origin, or another protected characteristic, and doesn’t accurately predict who’ll be a responsible, reliable, or safe worker. "
If you think an employer discriminated against you based on information in your background file, contact the EEOC.
If the company makes a decision based on information regarding a health condition, you can request a opportunity to demonstrate that you still can perform the job. Find specific info on:
Where to Go For Help.
The EEOC enforces federal laws against employment discrimination.
If an employer obtained your background report without asking your consent, or bothering you without sending you the necessary notices, contact the FTC at ftc.gov, 1- 877-FTC-HELP (1-877-382-4357) or 1-866-653-4261 (TTY).
Why report it to the FTC? Because the FCRA allows the FTC, other federal agencies, and nations to sue companies who don’t obey the law’s provisions. The FCRA also allows people to sue companies in state or federal court for certain offenses.