Compliance
- Running background checks for non-employment purposes
- Will selecting the wrong Work Location send the incorrect state disclosures to the candidate?
- The candidate will be relocating upon hire. When choosing Work Location, should I select their current location or future work location?
- If the candidate works remotely, do I select the business location or the candidate’s home location when choosing the Work Location?
- How is Checkr navigating PII redactions by courts?
- Checkr's compliance post-processing
- What is the Fair Credit Reporting Act (FCRA)?
- Disclosure and authorization: gaining consent to run background checks
- How does Checkr manage a candidate's consent form?
- What are "Ban the Box" laws?
- Checkr's candidate alias process
- What happens when there is a "hit" on a National Criminal Records Check?
- Individualized Assessment: Making hiring decisions when reviewing adverse information
- How are independent contractors treated by the FCRA and other employment laws?
- How does the Equal Employment Opportunity Commission (EEOC) apply to background checks?
- How do I gather evergreen consent to run ongoing background checks?
- Withdrawn Consent: Can a candidate with "evergreen consent" withdraw consent?
- Withdrawn Consent: What if the candidate changes their mind and wants to have a report run on them?
- When should I use the Delete Candidate Data feature?
- How do background check reporting requirements vary by state?
- What's the role of fingerprinting or biometrics in background checks?
- Why do I need to be credentialed before I can request background checks?
- Location-specific reasons for requesting pre-employment credit reports
- How do I know that candidates are who they say they are?
- Background check regulations in the global sphere
- What are state salary exceptions?
- How does Checkr match candidates and criminal records?
- How does Massachusetts' CORI search apply to background checks?
- What is a 613 notice?
- Legislation: Expungements and Criminal Justice Reform