CIC provides a collection of informational flyers, useful documents, forms, and notices.
CIC has been working hand-in-hand with Human Resource professionals and Business owners to provide them with pre-employment background and drug screening services that work for them. Our goal is to offer our clients new innovative ways of doing things to help streamline hiring processes and keep them in compliance with the myriad of laws that govern employment and employment screening.
Upon reviewing a background report for employment purposes which contains information that may adversely affect the hiring decision, the employer must
follow strict procedures as stated in the Fair Credit Reporting Act.
Of course you’re concerned about hiring the right person for the job. We all are. You’ve done your homework and polished your recruiting skills. You put the right
incentives in place to attract the kind of people you’re looking for. You’ve developed a sound program for interviewing and testing and pre-screening applicants in an effort to limit potential liability for negligent hiring. You are the model employer of Due Diligence. Then it happens ...
As HR professionals, business owners and managers, we are faced daily with the task of decision making in just about any given situation. Black and white it’s not. Easy? Rarely. If there were a manual for every possibility, it would be larger than we could carry and would have added revisions weekly. So we are just left to our own parameters of whatever knowledge we’ve gained, and our good sense. Not much comfort
is it? Well, it’s not the answer manual, but here are some situations you might wonder what to do in and the best practice advice that goes with them.
All furnishers of consumer reports must comply with all applicable regulations, including regulations promulgated after this notice was first prescribed in 2004.
All users of consumer reports must comply with all applicable regulations, including regulations promulgated after this notice was first prescribed in 2004.