Background Screening Compliance Procedures
HireSafe is proud of the long-term relationships we maintain with our clients. They've come to depend on the quality and efficiency of our service. And they rely on our people - from customer service to technical support to compliance, our people are always finding new ways to meet each company's unique employment screening needs. For these reasons, we think of ourselves as a resource for employment screening and hope you view us that way as well. Begin with reading What Employers Need to Know
Personal privacy issues are foremost in the employment screening industry as regulatory bodies issue rulings and legislation designed to protect consumers' rights. Here's a list of just some of the industry-governing Acts, organizations and laws which we comply with:
FCRA Compliance
The Federal Fair Credit Reporting Act (FCRA) is designed to protect individuals by promoting accuracy, fairness, and privacy of information in the files of every Consumer Reporting Agency (CRA). Most CRAs are credit bureaus that gather and provide information about individuals - such as if they pay their bills on time or have filed bankruptcy - to creditors, employers, and landlords. Companies that perform pre-employment screening services, such as HireSafe, are also governed by the FCRA, as are the employers that use HireSafe's background screening services.
HireSafe provides FCRA compliance information and online templates of all letters and forms necessary to comply with FCRA employment background screening requirements, including:
- Applicant Disclosure and Consent forms
- Adverse Action Letters
- Summary of Consumer Rights
ADA Compliance
HireSafe operates in compliance with the Americans With Disabilities Act (ADA), which prohibits employers from discriminating against people with disabilities who are qualified to perform essential job functions.
Credit Reports Compliance
HireSafe operates in compliance with the California Consumer Credit Law (Speier Act), which restricts the reporting of age, marital status, race, color or creed on employment reports for consumers that have a current California address. Additional states have begun to limit the use of Employment Credit Reports for employment suitability (HI, WA, OR, IL). As this movement progresess HireSafe will maintain the compliance imposed by their respective state laws.
California AB655 and AB1068
On January 1, 2002 the California Legislature's AB655 became effective, amending both the California Consumer Reporting Agencies Act and Investigative Consumer Reporting Agencies Act (ICRA).
This bill changed a number of provisions affecting the provision of Investigative Consumer Reports for employment purposes. Note: AB655 has been amended.
Compliance with Canadian Reporting Regulations
HireSafe follows the tenets set forth in the Canadian Privacy Act with regard to the protection of applicant information for employment screening purposes. In addition, HireRight provides the necessary forms required for applicant consent for criminal, credit and driving records reporting as defined by the Ministry of Transportation (MOT), the Canadian Police Information Centre (CPIC) and governing bodies of the individual Canadian provinces and territories (e.g. provincial departments of motor vehicles).
Employment Drug Screening Compliance
HireSafe is in compliance with the regulations published by the following organizations:
- Substance Abuse Program Administrators Association (SAPAA)
- Drug and Alcohol Testing Industry Association (DATIA)
Additional Compliance
HireSafe's reports allow employers to comply with the screening requirements of various government agencies and legislation, including:
- Federal Aviation Administration (FAA)
- Nuclear Regulatory Commission (NRC)
- Department of Transportation (DOT)
- Securities and Exchange Commission (SEC)
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