It seems that the FTC is branching out in to the music-writing business. In a recent blog posting by Leslie Fair, a senior attorney at the Commission and a lecturer at GW Law, commission staff presents a new lyrics to an old beat. To best enjoy this posting, put on some polyester and grab your favorite Native American.
The Fair Credit Reporting Act isn’t just about credit. If your company uses background checks in making personnel decisions, the FTC reminds you of your obligations under the FCRA. In honor of Throwback Thursday, here’s an unconventional old-school summary of key requirements under federal law. Spin the mirrored disco ball and join us on the dance floor for “F-C-R-A.”
Employers, There’s a law that applies When a prospect’s Background you scrutinize. Just remember To dot all the i’s. Get consent in written format.
Are you OK with the F-C-R-A? Are you OK with the F-C-R-A? Exercise care with that consumer report If you’re eager to stay out of court.
Supposing You like ‘em a lot, But the screening Reveals a bit of a blot. The law says You must give them a shot To explain misinformation.
Are you OK with the F-C-R-A? Are you OK with the F-C-R-A? Give them the form summarizing their rights. It includes the essential cites.
If adverse Action’s what you decide, Give the reason Why they were denied, And the source of The report you supplied. And their right to one more copy.
Once your Decision is sure, Take steps to Keep disposal secure. Need more details? Well, we have a brochure To deter unlawful access.
Are you OK with the F-C-R-A? Are you OK with the F-C-R-A? The report you must shred, burn, or pulverize To protect it from prying eyes.
Are you OK with the F-C-R-A? (repeat and fade)
Have more questions about how the FCRA applies in the hiring process? Read Background Checks: What Employers Need to Know – or consult your in-house cowboy or motorcycle policeman.