In February, 2016, Pamela Devata, attorney and noted legal expert on the Fair Credit Reporting Act, reported the U.S. District Court for the Eastern District of Virginia denied the defendant’s motion for summary judgment on an FCRA claim in the case of Henderson v. Corelogic National Background Data, LLC, No. 3:12cv97. This decision has sweeping implications for data providers as well as Consumer Reporting Agencies and End Users of Consumer Reports. POE is a client… [Read More]
You Just Don’t Want to Have to Meet Miss Hayes
Criminal history records investigations (CHRI) are a most critical need on the part of employers, landlords and not-for-profit organizations and POE believe our hands-on, labor intensive approach to these very sensitive records is the right approach. Some background screening firms report to its clients on only those cases in which there is an exact match of name and date of birth, or exact name and other exact identifier. This is extremely dangerous for the end users of these reports,… [Read More]
Post Hire Screening
Your applicant arrives at your office, very well prepared for the interview. He makes a great impression and you decide to give him a conditional offer of employment and send him for the background check. He passes the background check with flying colors. No criminal record, clean drug test, valid drivers license, etc. He accepts the offer and has become your new employee. In the beginning, things are going well. He’s a quick learner, he… [Read More]
Applicant Tracking Systems
Many organizations in a variety of industries are utilizing an Applicant Tracking System (ATS) to help streamline the hiring process. POE has integrations set up with many ATS providers. With a click of the button, you can order, track and receive completed reports through your ATS. If you are interested in integrating your ATS with POE, please let us know. But what if you haven’t had the time to analyze which ATS is best for… [Read More]
Adverse Action Notification Process
Employers who conduct employment background checks, also known as consumer reports and/or investigative consumer reports, as part of the employment process, which includes hiring, promotion, and retention, must comply with Federal law requirements under section 604 of the Fair Credit Reporting Act, (FCRA). Before rejecting a job applicant, denying a promotion or terminating an employee based in whole or in part on information obtained in a consumer report, employers are obligated under the FCRA to… [Read More]
Critical Compliance Committee Work To Be Done
All end users of consumer credit reports are required by law to establish and maintain a federally required Red Flag Compliance Committee. POE recommends that our clients invite POE to be a member of your Committee and that your Committee meet at least once every six months. POE recommends the Committee expand its mission to oversee: Red Flag Compliance Valid Authorizations & Valid Disclosures Adverse Action Notification Ban the Box Legislation Social Media Screening Criminal Records… [Read More]