Source: http://digital.ncdcr.gov/cdm/ref/collection/p249901coll22/id/721618/
Timestamp: 2019-12-10 00:10:07
Document Index: 98618860

Matched Legal Cases: ['§ 1681', '§ 1681', '§ 1681', '§ 1681', '§ 1681', '§ 1681']

Home State Publications Recruitment and selection law for local government employers - Page 324
Recruitment and selection law for local government employers - Page 324
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308 | Recruitment and Selection Law for Local Government Employers
applicant for actual damages if the violation was negligent and for punitive damages in the case of a willful violation.117
8.6.2 No Obligation for Employers to Reconsider Applicants Rejected on the Basis of Incorrect Information Supplied by a Third-Party Consumer Reporting Agency
Employers should note, however, that in no case does the FCRA give an applicant appeal rights with respect to a decision not to hire. Nor are there any circumstances in which a reporting mistake by the consumer reporting agency will result in an obligation on the part of the employer to hire the applicant. As Congress explained in the introductory section of the FCRA:[I]t is the purpose of this subchapter to require that consumer reporting agencies adopt reasonable procedures for meeting the needs of commerce for consumer credit, personnel, insurance, and other information in a manner which is fair and equitable to the consumer, with regard to the confidentiality, accuracy, relevancy, and proper utilization of such information in accor­dance with the requirements of this subchapter.118In the case of consumer reports used for employment purposes, it is the employer, and not the consumer reporting agency, that has direct con­tact with the applicant. The FCRA has accordingly given responsibility for obtaining permission and giving disclosure information to the employer. The employer’s legal responsibility is limited to disclosure.119
If the information that the consumer reporting agency has given to the employer is incorrect, there is no requirement that the employer reconsider its decision or reopen its search. Employers are required to give applicants information about the background check results so that applicants can work with consumer reporting agencies to clarify and correct any errors
117. See 15 U.S.C. § 1681o for negligent noncompliance and 15 U.S.C. § 1681n for willful noncompliance. See also Mathews v. Gov’t Emps. Ins. Co., 23 F. Supp. 2d 1160 (S.D. Calif. 1998) (denying summary judgment to employer that admitted violating the Fair Credit Reporting Act (FCRA) by not informing affected applicants that their rejection was based on information in their credit reports; also holding that there was genuine issue of material fact as to whether employer’s conduct was willful).
118. See 15 U.S.C. § 1681(b).
119. See Drury v. TNT Holland Motor Express, Inc., 885 F. Supp. 161, 165–66 (W.D. Mich. 1994).
Title Recruitment and selection law for local government employers - Page 324
Full Text 308 | Recruitment and Selection Law for Local Government Employers applicant for actual damages if the violation was negligent and for punitive damages in the case of a willful violation.117 8.6.2 No Obligation for Employers to Reconsider Applicants Rejected on the Basis of Incorrect Information Supplied by a Third-Party Consumer Reporting Agency Employers should note, however, that in no case does the FCRA give an applicant appeal rights with respect to a decision not to hire. Nor are there any circumstances in which a reporting mistake by the consumer reporting agency will result in an obligation on the part of the employer to hire the applicant. As Congress explained in the introductory section of the FCRA:[I]t is the purpose of this subchapter to require that consumer reporting agencies adopt reasonable procedures for meeting the needs of commerce for consumer credit, personnel, insurance, and other information in a manner which is fair and equitable to the consumer, with regard to the confidentiality, accuracy, relevancy, and proper utilization of such information in accor­dance with the requirements of this subchapter.118In the case of consumer reports used for employment purposes, it is the employer, and not the consumer reporting agency, that has direct con­tact with the applicant. The FCRA has accordingly given responsibility for obtaining permission and giving disclosure information to the employer. The employer’s legal responsibility is limited to disclosure.119 If the information that the consumer reporting agency has given to the employer is incorrect, there is no requirement that the employer reconsider its decision or reopen its search. Employers are required to give applicants information about the background check results so that applicants can work with consumer reporting agencies to clarify and correct any errors 117. See 15 U.S.C. § 1681o for negligent noncompliance and 15 U.S.C. § 1681n for willful noncompliance. See also Mathews v. Gov’t Emps. Ins. Co., 23 F. Supp. 2d 1160 (S.D. Calif. 1998) (denying summary judgment to employer that admitted violating the Fair Credit Reporting Act (FCRA) by not informing affected applicants that their rejection was based on information in their credit reports; also holding that there was genuine issue of material fact as to whether employer’s conduct was willful). 118. See 15 U.S.C. § 1681(b). 119. See Drury v. TNT Holland Motor Express, Inc., 885 F. Supp. 161, 165–66 (W.D. Mich. 1994).