新西兰assignment代写 公平信用

2020-07-09 23:21

两种主要类型的背景调查通常被称为信用调查和犯罪历史调查。“信用检查”这个术语有点误导人，因为雇主寻求的大多数信用检查涉及的信息远远超过个人的信用记录。公平信用报告法(FCRA)涵盖了信用检查的使用，指的是“消费者报告”，其中可能包括个人的资信、信用状况、信用能力、性格、一般声誉、个人特征和生活方式等信息。消费者报告也可能包含犯罪背景调查，显示逮捕和定罪记录，监禁记录，性犯罪者名单或登记，在其他事情，首先雇主必须从任何个人获得书面释放之前，他或她受到背景调查。该发布必须是独立的文件，与就业申请或其他政策或手册分开，并必须包含一个明确和明显的披露，个人是被要求的消费者报告。当要求消费者提供调查报告时，需要额外的程序，包括告知当事人他或她有权要求提供有关调查性质的额外信息。第二，雇主在聘用消费者报告机构对同意聘用的个人进行背景调查时，必须证明消费者报告只用于雇用雇员的目的;这些信息的使用不会违反联邦或州的平等就业机会法。第三，一旦雇主根据报告中的信息决定不雇佣个人，雇主必须在采取不利行动之前，向个人提供一份消费者报告和联邦贸易委员会的《公平信用报告法下你的权利摘要》。“这些披露的目的是给消费者一个机会来质疑任何不准确或不完整的信息。
新西兰assignment代写 公平信用
The two primary types of background checks are generally referred to as credit checks and criminal history checks.  The term “credit check” is a bit misleading because most credit checks sought by employers involve significantly more information than just someone’s credit history.  The Fair Credit Reporting Act (FCRA), which covers the use of credit checks, refers to “consumer reports” that may include information on an individual’s creditworthiness, credit standing, credit capacity, character, general reputation, personal characteristics, and mode of living.  Consumer reports may also contain criminal background checks, showing arrest and conviction records, confinement records, and sex offender lists or registrations, amongst other thingsFirstemployers must obtain a written release from any individual before he or she is subjected to a background check.  The release must be its own document, separate from an employment application or other policy or manual, and must contain a clear and conspicuous disclosure to the individual that a consumer report is being requested.  When an investigative consumer report is requested, additional procedures are required, including informing the individual that he or she has the right to demand additional information about the nature of the investigation.  Second, in engaging a consumer reporting agency to conduct a background check on an individual who has provided consent, employers must certify that the consumer report will be used for employment purposes only; that the information will not be used in violation of federal or state equal employment opportunity laws.  Third, once an employer elects not to hire an individual based on information in the report, the employer must, before taking adverse action, provide the individual with a copy of the consumer report and the FTC’s “A Summary of Your Rights Under the Fair Credit Reporting Act.”  The purpose of these disclosures is to give the consumer an opportunity to dispute any inaccurate or incomplete information。

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