Can My Employer Tell Other People About My Background

Can Background Checks Be Shared?

In about cases, an employer has no reason to share or disclose the results of employee groundwork checks. However, there are situations in which an employee is working with, for, or on the premises owned by a customer or client. Staffing agencies, for instance, send their employees to work for exterior organizations. Building companies hire sub-contractors to piece of work on their task sites. Businesses and homeowners welcome technicians onto their property to handle repairs, maintenance, and installation work. In these cases, the employer that hired the employee is just one of several entities with a legitimate interest in that person'due south groundwork.

Is information technology appropriate, in situations such as these, for an employer to share an employee's groundwork check results with a customer or client?

To hash out this question in item, let's go dorsum to the staffing agency case. When a temp bureau makes a hire, it conducts thorough background checks to make sure that person trustworthy, safe, and qualified for the job. Say an outside visitor approaches the temp agency wanting to hire a temporary employee for a few months of data entry or something similar. The company will be welcoming the temp worker into its offices to work among its other employees and wants to make certain that the person doesn't accept any red flags in his or her background. The company asks the staffing agency to share the results of the employee's original background check.

In this case, the staffing agency's client does have a legitimate reason to want to know about the groundwork of the employee--but this legitimate involvement simply takes the client so far. No employer can share an employee's background cheque information with a third party unless it has written consent from that employee.

Employees have numerous rights that are protected nether the Off-white Credit Reporting Act, including a right to privacy. As a result, employers are not allowed to share personnel groundwork check details, fifty-fifty with clients or customers.

At that place are 2 options for the customer in this kind of situation. Option 1 is that the company hiring the temp worker for a brusque-term staffing engagement can require the employee to go through another groundwork check. Companies with especially thorough background bank check policies may wish to behave out their own screenings, anyway, to fill in any gaps that may have been present in the staffing agency's checks.

Pick 2 is that the staffing agency can obtain written dominance from its employees to share background check information with clients. Employers are at their liberty to require that employees authorize the sharing of this information to be placed by the bureau.

By and large, the virtually crucial component of groundwork checks for employers is compliance. FCRA rules are concrete and need to be respected and followed to the letter. Respecting employee rights and privacy will not only protect your business organization from costly lawsuits simply too boosts employee morale and protect your company'due south reputation equally an first-class place to piece of work.

Michael Klazema

About Michael Klazema The writer

Michael Klazema is Primary Marketing Technologist at EY-VODW.com and has over two decades of experience in digital consulting, online product management, and technology innovation. He is the lead author and editor for Dallas-based backgroundchecks.com with a focus on human being resource and employment screening developments.