Compliance seems to be the thing that HR departments and companies need to monitor since there has been a bunch of class-action litigation recently. This litigation will motivate companies and HR departments to screen more workers in traditional and non-traditional employment relationships.
Make Sure Your Background Check Company Knows The FCRA Inside and Out
Employers faced a lot of class-action lawsuits that alleged technical violations under the Fair Credit Reporting Act (FCRA). Some of the technicalities were things like… a failure to provide notice to applicants in a stand-alone format and getting written permission before running a background check. So far, the Supreme Court hasn’t relaxed obligations for FCRA compliance and hasn’t implied that employers had the right to ignore the technicalities of the FCRA. Employers need to ensure that they are in compliance with their FCRA obligations and should be working with a background check provider that understands the FCRA very well.
More Companies Will Begin To Screen Their Contingent Workforce
Contingent workers are workers that are not on the employer’s payroll but are engaged for particular projects or time periods. Contingent workers may be self-employed or employed by a third party. Bottom-line, the company who is ultimately paying the bill and receiving the results will be held to account in most cases if something goes wrong. These days, 4 out of 5 employers use contingent works by hiring them as freelancers, temporary workers, or independent contractors and it is why screenings for contingent workforces will continue to rise.
Background Bureau stays up to date with the FCRA and other compliance issues that effect traditional and non-traditional employees.
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Background Bureau provides comprehensive background checks, drug tests, and tenant screenings to clients who want to reduce the amount of time, money and paperwork it takes to protect themselves from potential employees, tenants, or partners who have had troubled histories.
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