TABB INC. implemented a proactive approach to FCRA compliance that includes specific processes and procedures to protect the rights of candidates who apply for employment. The links below provide additional information about the candidate’s rights and the employer’s obligations under the FCRA.

Notice to end users of consumer reports

Before you conduct background checks

What employers need to know

The complete text of the Fair Credit Reporting Act (FCRA)

Sample of a Pre-Adverse Action notice

Sample of an Adverse Action notice

EEOC Guidance

Best Practices - The proper use of criminal records

Ban-The-Box Jurisdictions

State specific requirements

Detailed analysis by the FTC

Will your vendor report a criminal record that occurred more than seven years ago?

Using the wrong vendor to conduct criminal checks can land your company in hot water

Does your vendor outsource overseas?

How to mitigate your risk of a FCRA lawsuit

Class action lawsuit - A vendor's failure to follow FCRA guidelines

Fair Credit Reporting Act guidelines - conducting background investigations through a third party

If an employer utilizes a third party to conduct pre-employment background investigations, the employer must:

  • Obtain the applicant’s authorization
  • Provide a copy of "A Summary of Your Rights Under the FCRA" to the applicant.
  • Provide the name, address and telephone number of the company that will conduct the background investigation. This company must provide a copy of the report they create to an applicant upon written request.
  • The employer must provide written or verbal communication to you (Pre-Adverse Action Notice) if the employer intends to deny an employment opportunity, in whole or in part, due to information contained in a background investigation. The employer must provide a copy of the background investigation report to you with the Pre-Adverse Action Notice.
  • The employer must provide an opportunity for you dispute information contained in the background investigation that you believe is inaccurate.
  • The background investigation company must re-investigate information that is disputed by an applicant and submit a revised report to the employer.
  • You have a right to a free copy of the background investigation report whether or not you are denied employment.

This information is provided as a public service. While the information on this site is about legal issues, it is not legal advice or legal representation. Because of the rapidly changing nature of the law and our reliance upon outside sources, we make no warranty or guarantee of the accuracy or reliability of information contained herein or at other sites to which we link. We assume no responsibility for any information, advice or services provided by any site to which we link.

For more information about the rights of a job applicant, visit: