1What are my rights under the FCRA?
Please click here for a summary of your rights. Another benefit is that vehicles don't have to return to a central location to get the data. Many fleet managers don't need live data to make decisions but the trucks don't return to a central location with any frequency. GPS data that is over 2 weeks old is really not of significant value to most fleet managers. The price of live tracking systems is subsidized by the monthly fee that goes with them. This keeps the capital investment lower. The primary disadvantage to live GPS trackers is that there must be a monthly fee. The monthly fee is used to cover the cost of moving the GPS track and telematics data across the cellular network, subsidizing the equipment investment, development, customer service and profit for the service provider. Because there is a monthly subscription service vendors are motivated to support your account and address needs.
2What information is found in the National database search?
The National database Criminal Searches are NAME and DOB searches only. As a result they are extremely vague and may not contain unique identifiers such as SSN and/or Addresses. If records are found and they do not contain such identifiers, Database Systems International will likely NOT disclose that information. In the event we do disclose information, DSI recommends that you allow us to further research the information before using it in any way.
3Does HR TruCheck send Adverse Notices?
For other clients, we do offer this as a service to you, but only for the “Pre-Adverse Letter”. Our letter is sent with the FCRA Summary of Rights and a copy of the Report we furnished. If you would like DSI to do this for you on a regular basis please let us know so we can make arrangements for you, otherwise it will be done as you request. We do not offer “Post-Adverse Letters” at this time. Should you have any other questions about this topic and other FCRA compliance topics, please contact us today!
4Does HR TruCheck have a secure method for me to access my submissions?
Yes. Over the 15 years we have been in business we have created HR TruCheck (HRTC). HRTC allows you to access your cases securely from your PC. It also allows you to send cases into us and monitor the status regularly, if you choose. You can print documents out of leave them stored on HRTC. Call us today for an online demo.
5What is HR TruCheck turnaround time?
We know in today’s world, time is everything. This is why we go to great lengths to turn the overwhelming majority of requests around within 24 hours. However, due to the nature and complexity of some searches, it could be as much as 72 hours.
6How can I sign up as a Client with HR TruCheck?
There are a few simple steps that we will go through to verify that you are a legitimate business. - We will verify that you have a phone listing and address in the name of the business or corporation. No home based businesses or P.O. Box addresses will be accepted. - We will require a copy of your business license or filed articles of incorporation or if you are a Human Resources Director for a company or corporation, we need a copy of your business card with your title listed on it. Proof of membership in a Human Resources Associations such as SHRM or PIHRA will also suffice. In addition, if you are requesting credit bureau information such as a social security trace or employment credit report, we will require additional information.
7Do you perform background checks for private individuals?
No, you must be a legitimate business (i.e., company or corporation) utilizing our services strictly for pre-employment screening in order to establish a client account with us. While we don’t deny the legitimacy of the needs of some individuals to request a background check, we will only perform one for the permissible purpose (as defined by the FCRA and the DPPA) of gathering and verifying information for the purposes of screening applicants for hire. It is simply too daunting a task for us to determine on a case by case basis whether an individual has a legitimate need for this information as well as the validity of the request.
8Is it cost effective to screen my employees?
Consider this: The investment in human capital is one of your most important. Rehiring and retraining for a position costs many times over what one screening will cost you. The average cost of a new hire in 1996 was over $4,000.00. A negligent hire lawsuit can easily cost you tens of thousands of dollars.
9What is the difference between a Felony, Misdemeanor, and Infraction?
The difference is the severity of the crime. Felonies are more serious offenses that can result in jail time of more than one year, probation, and fines. Misdemeanors are less serious crimes in which jail time can run less than one year and include probation and/or fines as well. Infractions have no jail time but may incur fines and/or community service and infractions are not reportable in background search reports.
10What is the difference between a civil and a criminal offense?
Civil matters represent disagreements between two parties – the plaintiff and the defendant. It can be money, non-performance of a contract, divorce, estate, real estate matters, etc. Criminal matters represent a charge by an enforcing agency against an individual who is suspected of committing a crime against person(s) or property. Crimes are defined by individual state, municipal, or federal law.
11Are Employers required to screen applicants?
U.S. courts have ruled that employers have a general duty to insure that their workplace is safe from those who might commit a foreseeable violent crime. Lack of “due diligence” and negligent hiring can cost employers thousands in attorney fees and financial awards.
12Why do I want to request a background check?
There are several reasons an employer would want to do a background check on a potential employee. The reasons may vary depending on the nature of the job the employee will perform. If an employee’s actions hurt someone, the employer can be sued due to not looking into the employee’s past. Employers should no longer rely on intuition or instinct to assess the nature of their employees. - 40% of all employment applications are falsified - 8.9% of all candidates have criminal records - 6.6% have filed for Worker’s Compensation - 4.1% have tested positively for substance abuse - The U.S. Department of Commerce estimates that employee dishonesty costs 1-2% of yearly gross national sales in the United States
13What are my obligations as an employer under the federal Fair Credit Reporting Act (FCRA)?
- Obtain a signed release from the applicant prior to conducting any type of background investigation - Keep an applicant summary of rights on file along with individual applicant reports for a minimum of five years - If considering adverse action, provide the applicant with a copy of the report and applicable summary of rights prior to taking any adverse action - After taking advers action due to your findings, supply the applicant with an Adverse Action notice
14What can I do to improve my turnaround time?
- Ensure legibility and completeness of application/submission forms - When applicable, provide full company/institution name, address and phone number - Avoid abbreviations and addresses lacking street numbers - Provide full applicant information as listed above, including maiden names/aliases when applicable
15What is not included in a background check?
The Fair Credit Reporting Act sets national standards for screening. The law only applies to third party sources; it does not apply to employers conducting research in-house. Some information that cannot be disclosed includes: bankruptcies over ten-years old, civil suits and records of arrest after seven years after filed, paid tax liens after seven years, and any other negative information (except criminal convictions) after seven years. Employers must use caution when employing outside sources to obtain information. Some web-based information and National Database Searches may not be fully detailed. For instance, it may show an arrest of someone but not show that the person was later acquitted of the offense.