In his written statement to our client, an attorney recently advised that employers’ compliance with the Federal Fair Credit Reporting Act “is the newest burgeoning area for lawyers.”
Employers must be diligent regarding FCRA Compliance.
POE knows…when an employer denies employment to a job applicant, based solely or partly on information in a consumer report, federal and state laws require the employer to provide two adverse action letters to that job seeker.
POE knows…when an employer terminates an employee based solely or partly on information in a consumer report, federal and state laws require the employer provide two adverse action letters to the employee.
POE knows…that adverse action notifications are required even if the information in the consumer report was not the reason for termination or rejection of the application. And, with the adverse action letters the employer is required to provide another federal notice and an exact copy of all information the employer received from its consumer-reporting agency!
Employers who fail to provide required disclosure notices face legal consequences. The FCRA allows individuals to sue employers for damages. The law allows consumers to seek court costs, reasonable legal fees and punitive damages. Additionally, the Federal Trade Commission, other federal agencies, and the states may sue employers for non-compliance and get civil penalties.
POE knows FCRA Compliance!
Don’t become the victim of this newest burgeoning area for Class Action Lawsuits!
CLICK HERE or email Damian@POEknows.com to tell POE to send your adverse action letters and all required enclosures, on your behalf.
Or, CLICK HERE for samples of the FCRA compliant adverse action letters.