FCRA Compliance

In addition, we must provide each end-user/client with a copy of the Notice to Users of Consumer Reports. Each client should read and be familiar with the contents of this document.

Before an employer may obtain a consumer report or cause one to be prepared, it must disclose to that person in writing that such a report may be obtained and secure the person's written authorization. This written disclosure must be contained in a separate document used solely for that purpose, and it may not simply be included on an employment application or in an employee handbook. Per the FTC, the disclosure and written authorization may be included in the same document.

If an employer wishes to obtain an investigative consumer report, it must follow the requirements discussed above with respect to consumer reports and meet the following additional requirements:

• An employer must advise the employee or applicant in writing that an investigative consumer report may be requested no later than three days after the report is requested.
• It must advise the employee or applicant that the report may include information as to his/her character, general reputation, personal characteristics and mode of living.
• It must advise the employee or applicant that, on written request, it will provide additional information, including a “complete and accurate disclosure of the nature and scope of the investigation requested” and a copy of the employee or applicant’s summary of rights under the law. If the additional disclosure is requested by the employee within a “reasonable period of time,” this information must be provided by the employer in writing and delivered (personally or by mail) no later than five days after receipt of the request or five days after the report is ordered, whichever is later.

Achievement Tec will provide each end-user with FCRA-compliant forms that may be used to procure consumer and/or investigative consumer reports on applicants/employees.

Using Consumer Reports

Before taking any “adverse action” (which includes “a denial of employment or any other decision for employment purposes that adversely affects and current or prospective employee”) based in whole or in part on a consumer report, an employer must provide the affected person with a copy of the report and a written description of that person's rights under the FCRA. This allows the consumer to review the information and, if they feel the information is inaccurate or incomplete, dispute the information in the consumer report.

The FTC has taken the position that the legislative history of the FCRA clearly anticipates that this notice will be accompanied by an opportunity to clear up any errors in the report. The FCRA, however, does not require employers to refrain from taking any action based on a negative report once the notice has been given.

After taking any adverse action, the employer again must notify the consumer that adverse action has been taken based in whole or in part on a consumer report. Further, the employer must provide the individual with:

• The name, address and telephone number of the reporting agency (including the toll-free number of a national agency);
• Notice of the person's right to obtain an additional free copy of the report by making the request within 60 days;
• Notice of the person's right to dispute the accuracy or completeness of the report with the consumer reporting agency; and
• A notice that the consumer reporting agency did not make the decision to take the adverse action and is unable to provide the person the specific reasons why the action was taken.

Adverse Action Assistance

To help employers maintain compliance with the requirements of the FCRA, we offer Adverse Action Assistance. If you notify us when you intend to take adverse action against an applicant or employee, based on a consumer report or an investigative consumer report, we will send all of the legally required information to the candidate via USPS certified mail within 24 hours of your decision.

What do we send?

First Communication:

• Notification that you may not be offering employment due to information contained in the report
• A complete copy of all consumer reports pertaining to the individual
• A copy of A Summary of Your Rights Under the Fair Credit Reporting Act
• Request for Disclosure form that the applicant may use to dispute the information contained in the report or to request another copy of their report

Second Communication:

• Notice of the adverse action
• Name, address, and telephone number of the consumer reporting agency that provided the report
• A statement informing the consumer of their right to obtain another free copy of the report within 60 days
• A statement that the CRA did not make the decision and is unable to provide specific reasons why adverse action was taken
• A statement informing the consumer of their right to dispute the accuracy or completeness of any information in the report directly with the CRA
• Another Request for Disclosure form that the applicant may use to dispute the information contained in the report or to request another copy of their report

All of these steps must be completed to be in compliance with the FCRA. At a nominal fee, we can assure you that every step in the compliance procedure will be carried out.

FCRA Links

Fair Credit Reporting Act (FCRA) - full text

Fair and Accurate Credit Transactions Act (FACT Act) - full text. The FACT Act is a 2003 amendment to the FCRA.

State Consumer Reporting Laws

In addition to the federal FCRA, employers must also be aware of state consumer reporting laws that govern the use of consumer reports. Many states have enacted legislation regarding consumer reports that may be more restrictive than federal law. We suggest you consult your legal counsel to determine if your policies and procedures are compliant.

FTC Facts for Consumers: Employment Background Checks and Credit Reports

Summary of Your Rights under the Fair Credit Reporting Act

FACT Act Information

The Fair and Accurate Credit Transactions Act (FACT Act) of 2003 provides that all consumers are entitled to obtain a free copy of their consumer report from certain consumer reporting agencies once during a 12 month period. If Achievement Tec has procured a consumer report on you, you may request a copy of your report pursuant to the Free Annual File Disclosure Rule.

Please note that Achievement Tec will only have a consumer report on you if you have applied for employment or tenancy with an employer or landlord who performs background checks AND the background check was performed by Achievement Tec. Otherwise, Achievement Tec will NOT have a file for you.

Achievement Tec does not re-use any information that was obtained for a consumer report. Each report is for one-time use only. Any subsequent requests for a consumer report are re-run at the time of request.

To request a copy of your free report, please contact us in one of the following ways:

1. You may download our Request For Disclosure Form and fax it to 800-403-9044.
2. You may call 800-333-5852.
3. You may mail a written request to:
   

   Achievement Tec
   4220 Proton Rd
   Suite 170
   Dallas, TX 75244

Please be aware that we must take reasonable measures to confirm your identity when supplying a consumer report. You will be asked for your full name, social security number, date of birth, phone number and email address, as well as the name of the employer or landlord who initially requested the consumer report.