Source: https://infocubic.com/background_check_law/New-Jersey
Timestamp: 2019-04-21 15:11:58+00:00

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Employers that are either located in New Jersey or hiring New Jersey residents must abide by the Federal FCRA, and applicable New Jersey state employment laws.
This page was created to provide a simple explanation of what an end-user of a background screening report (also known as consumer report) can use in order to be in compliance with New Jersey state laws. This page also contains steps an end-user must take to stay in compliance with New Jersey state laws.
For more detailed information on New Jersey state laws, please consult your legal counsel.
New Jersey Revised Statutes §34:6b-1 to §34:6b-19, Labor and Workmen's Compensation.
The full statutes for sections §34:6b-1 to §34:6b-19 can be found on New Jersey’s Department of Labor and Workforce Development website, listed below.
Employers may not inquire into an applicant’s criminal history during the initial stage of the employment process. Questions regarding criminal history may not be on the employment application form. Employers are prohibited from posting job advertisements that indicate prior records may be grounds for disqualification. Inquiries into criminal history can only be made after the candidate has attended their first interview or the candidate has received a conditional offer of employment.
New Jersey Revised Statutes §56:11-31 and §56:11-33: Furnishing of consumer report; permissible circumstances.
56:11-31 Furnishing of consumer report; permissible circumstances.
(1) In response to the order of a court having jurisdiction to issue such an order, or a subpoena issued in connection with proceedings before a State or federal grand jury.
(d) the consumer report will be kept confidential, will be used solely for a purpose described in paragraph (1) of this subsection, and will not be used in connection with any other civil, administrative, or criminal proceeding, or for any other purpose.
(5) To an agency administering a state plan under 42 U.S.C. s.654 for use to set an initial or modified child support award.
(2) the consumer reporting agency provides with the report a summary of the consumer’s rights under the federal “Fair Credit Reporting Act,” 15 U.S.C. s.1681 et seq.
(2) the consumer has authorized in writing the procurement of the report by that person.
d. A consumer reporting agency shall not furnish for employment purposes, or in connection with a credit or insurance transaction or a direct marketing transaction, a consumer report that contains medical information about a consumer unless the consumer consents to the furnishing of the report in writing.
(2) a description in writing of the rights of the consumer under this act and the federal “Fair Credit Reporting Act,” 15 U.S.C. s.1681 et seq.
f. Consumer reporting agencies may furnish a consumer report relating to any consumer pursuant to subparagraph (a) or (c) of paragraph (3) of subsection a. of this section in connection with any credit or insurance transaction that is not authorized by the consumer only if the consumer reporting agency complies with the requirements of subsections (c) and (e) of section 604 of the federal “Fair Credit Reporting Act,” 15 U.S.C. s.1681b.
(2) the purpose for its use is certified in accordance with section 5 of this act by a prospective user of the report.
56:11-33 Procurement, preparation of investigative consumer report.
(2) the consumer provides the person requesting the report written permission to obtain the investigative consumer report prior to the person making the request to the consumer reporting agency.
b. The consumer reporting agency shall, upon the request of the consumer, provide to the consumer a copy of the report upon its completion.
c. No person may be held liable for any violation of any provision of this section if that person proves by a preponderance of the evidence that at the time of the violation reasonable procedures to assure compliance with the provisions of this section were maintained.
Employers must provide an applicant a notice of state rights along with a copy of the FCRA summary of rights PRIOR to taking adverse action against that applicant. In addition, under §56:11-33, an employer must notify an applicant that they are procuring an investigative consumer report regarding the applicant and that the applicant has a right to have a copy of the report.
New Jersey Revised Statutes § 34:6B-6: Prohibited Actions by Employers.
Employers may not directly or indirectly require an applicant or an employee to disclose their login credentials that provides access to their social media accounts.
34:6B-14 Prohibited actions by employer during initial employment application process.
(1)An employer shall not require an applicant for employment to complete any employment application that makes any inquiries regarding an applicant’s criminal record during the initial employment application process.
(2)An employer shall not make any oral or written inquiry regarding an applicant’s criminal record during the initial employment application process.
b.Notwithstanding the provisions of subsection a. of this section, if an applicant discloses any information regarding the applicant’s criminal record, by voluntary oral or written disclosure, during the initial employment application process, the employer may make inquiries regarding the applicant’s criminal record during the initial employment application process.
c.Nothing set forth in this section shall be construed to prohibit an employer from requiring an applicant for employment to complete an employment application that makes any inquiries regarding an applicant’s criminal record after the initial employment application process has concluded or from making any oral or written inquiries regarding an applicant’s criminal record after the initial employment application process has concluded. The provisions of this section shall not preclude an employer from refusing to hire an applicant for employment based upon the applicant’s criminal record, unless the criminal record or relevant portion thereof has been expunged or erased through executive pardon, provided that such refusal is consistent with other applicable laws, rules and regulations.
34:6B-15 Prohibitions relative to employer advertisements.
5.Unless otherwise permitted or required by law, an employer shall not knowingly or purposefully publish, or cause to be published, any advertisement that solicits applicants for employment where that advertisement explicitly provides that the employer will not consider any applicant who has been arrested or convicted of one or more crimes or offenses. The provisions of this section shall not apply to any advertisement that solicits applicants for a position in law enforcement, corrections, the judiciary, homeland security, or emergency management, or any other employment position where a criminal history record background check is required by law, rule or regulation, or where an arrest or conviction by the person for one or more crimes or offenses would or may preclude the person from holding such employment as required by any law, rule or regulation, or where any law, rule, or regulation restricts an employer’s ability to engage in specified business activities based on the criminal records of its employees. Nothing set forth in this section shall be construed as prohibiting an employer from publishing, or causing to be published, an advertisement that contains any provision setting forth any other qualifications for employment, as permitted by law, including, but not limited to, the holding of a current and valid professional or occupational license, certificate, registration, permit or other credential, or a minimum level of education, training or professional, occupational, or field experience.
accordance with the requirements of the NJFCRA.
NJFCRA, you may have a legal cause of action.
You may obtain a security freeze on your credit report to protect your privacy and ensure that credit is not granted in your name without your knowledge. You have a right to place a "security freeze" on your credit report pursuant to New Jersey law.
The security freeze will prohibit a consumer reporting agency from releasing any information in your credit report without your express authorization or approval.
The proper information regarding the third party or parties who are to receive the credit report or the period of time for which the report shall be available to users of the credit report.
A consumer reporting agency that receives a request from a consumer to lift temporarily a freeze on a credit report shall comply with the request no later than three business days or less, as provided by regulation, after receiving the request.
A security freeze does not apply to circumstances in which you have an existing account relationship and a copy of your report is requested by your existing creditor or its agents or affiliates for certain types of account review, collection, fraud control or similar activities.
If you are actively seeking credit, you should understand that the procedures involved in lifting a security freeze may slow your own applications for credit. You should plan ahead and lift a freeze, either completely if you are shopping around, or specifically for a certain creditor, a few days before actually applying for new credit.
You have a right to bring a civil action against someone who violates your rights under the credit reporting laws. The action can be brought against a consumer reporting agency or a user of your credit report.
Plaintiff claims Uber unlawfully obtained background screening reports because they did not follow proper disclosure and authorization procedures.
Settlement. Cuccinello was the lead plaintiff in this class action lawsuit.
Employers must ensure that they adhere to strict procedures regarding disclosure and authorization.
Plaintiff alleges Amazon denied him employment based on a negative background screening report, however, they did not notify him via proper adverse action nor did they let him correct any inaccuracies within the report.
Certified Class Action. Feldstein was lead plaintiff in this class action lawsuit.
Employers must ensure that they follow proper adverse action procedures when making a negative hiring decision.
Muir v. Early Warning Services, FADV, et al.
Plaintiff alleges that she was denied employment due to inaccuracies in her screening report. FADV reported that she was terminated from previous employment due to internal fraud. Plaintiff disputed this fact, and FADV simply added a disclaimer saying the information provided by her previous employer could not be verified.
Certified Class Action. Muir is the lead plaintiff in this class action lawsuit.
Employers must review the entire background screening report on an applicant before making a hiring decision, and must follow proper adverse action procedures if making a negative hiring decision. This includes allowing the applicant to review, correct an inaccuracies, and discuss the information found within the screening report.
Napier v. J.B. Hunt Transport Inc.
Plaintiff claims JB Hunt Transport violated the FCRA by obtaining background screenings on applicants without their consent, failing to notify them of their right to access a copy of the reports, and rejecting some applicants based on the information contained in the reports. Plaintiff was denied employment after a CREDIT CHECK included inaccurate information about his DRIVING RECORD.
Dismissed due to lack of jurisdiction and improper venue. Class Action can still be pursued in a proper venue.
Fuller v. Avis Budget Car Rental LLC, et al.
Plaintiff alleges that Avis did not provide her with a proper disclosure that did not consist solely of the disclosure, and that Avis did not follow proper adverse action procedures.

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