Annualcreditreport Pennsylvania

Department of Transportation (DOT) regulations such as truck drivers. The DOT has independent authority to set qualifications for workers in transportation industries. (49 USC §31502) There is an error in my background check report. They have me mixed up with another person with a similar name and a criminal record. What should I do? First, talk to the employer. Explain the report’s errors, and tell the employer annualcreditreport Pennsylvania you intend to file a dispute with the employment screening company. Although the FCRA does not require the employer to hold the job for you, a sympathetic employer may be willing to give you a chance to correct any errors. Next, file a dispute with the employment screening company that made the error. You may first call the company and tell them annualcreditreport Pennsylvania about the error. Then follow-up with a annualcreditreport Pennsylvania written dispute letter pointing out the errors in the report. Send your letter certified mail, return receipt requested.

Along with your letter you may submit information that verifies your side of the story. The background check report may show a criminal record for someone with your first and last name but with a different middle initial.

The process for disputing errors in an annualcreditreport Pennsylvania employment report is the same as the annualcreditreport Pennsylvania process for disputing errors in your credit annualcreditreport Pennsylvania report. free online credit score For more about filing disputes, along with a sample dispute letter, see the following FTC publication: How to Dispute Credit Report Errors: http://ftc.gov/bcp/edu/pubs/consumer/credit/cre21.shtm What happens after I file a dispute with the employment screening company? After you file your dispute, the screening company has 30 days to investigate. If, during that 30 day period, you file additional annualcreditreport Pennsylvania information, the investigation may be extended by another 15 days.

So, 45 days is the maximum time allowed for considering your dispute. If information in your background screening report cannot be verified, it must be deleted. You must receive written notice of the results of the investigation not later than five business days after the investigation is completed.

You can ask the screening company to send the revised report to anyone who has received an employment report about you within the last two years. You also have the right to receive another free copy of your report within 60 days. triple free credit report For more information about an employer’s obligations under the FCRA, see the FTC publication: Using Consumer Reports: What Employers Need to Know:http://business.ftc.gov/documents/bus08-using-consumer-reports-what-employers-need-know For more information about an employee’s rights under the FCRA, see the FTC publication: Employment Background Checks and Credit Reports: www.ftc.gov/bcp/edu/pubs/consumer/credit/cre36.shtm Does the FCRA require that I receive notice and give authorization at any time a background check is obtained? According to FTC staff, the FCRA allows a "blanket" authorization. This means a one-time notice and authorization is sufficent to allow the employer to annualcreditreport Pennsylvania obtain reports at any time during employment. www.ftc.gov/os/statutes/fcra/james.shtm The requirement to get authorization may, however, be different under state law.

In California, for example, notice and authorization is required "at any time before a report is procured." (California Civil Code Sec. 1786.16) The federal law has two significant loopholes. First, if the annualcreditreport Pennsylvania employer does not use a third-party screening annualcreditreport Pennsylvania company but, rather conducts the background check itself, it is not subject to the notice and consent provisions of the FCRA. Second, the employer might tell the rejected applicant that its adverse decision was not based on the contents of the background investigation, but, rather that the job pool was so exceptional that it made its hiring decision based on the fact that there were individuals more qualified than the applicant. check credit free In both of these situations, the applicant would not have the ability to obtain a copy of the background check to find out what negative information it contained. We have learned of situations where the individual remained unemployed for years, not knowing that wrongful criminal records which annualcreditreport Pennsylvania resulted from identity theft were the reason for the individual's failure to find employment. (Read "Identity Theft: The Growing Problem of Wrongful Criminal Records," www.privacyrights.org/ar/wcr.htm.) Recent amendments to California's "investigative consumer reporting" law have closed those loopholes.