FCRA FCRA Employment Screening & Background Checks

Question 1

Under the FCRA, before an employer takes adverse action based on a consumer report, which document must be provided to the applicant?

Accepted Answer

A copy of the consumer report and a Summary of Rights

Answer

Only a written notice of denial

Answer

A verbal explanation of the adverse information

Answer

A request for the applicant to dispute directly with the employer

Question 2

Which term describes the FCRA-mandated waiting period between sending the pre-adverse action notice and finalizing the adverse action?

Accepted Answer

A reasonable period of time, typically interpreted as at least 5 business days

Answer

30 calendar days

Answer

72 hours exactly

Answer

14 business days

Question 3

When using a consumer reporting agency (CRA) for employment screening, what is the employer's first FCRA obligation BEFORE ordering the report?

Accepted Answer

Obtain the applicant's written authorization on a standalone document

Answer

Notify the applicant via email only

Answer

Certify to the CRA that it will pay a fee

Answer

Provide the applicant with a copy of the employer's privacy policy

Question 4

Which class of workers is explicitly covered by FCRA employment provisions when a company hires them through a staffing agency?

Accepted Answer

Independent contractors placed by the agency for more than one employer

Answer

Only W-2 employees of the staffing agency

Answer

Only workers earning above $75,000 annually

Answer

Only full-time permanent hires

Question 5

For employment purposes, the FCRA prohibits CRAs from reporting most civil suits, civil judgments, and arrest records that are older than how many years?

Accepted Answer

7 years

Answer

3 years

Answer

10 years

Answer

5 years

Question 6

An employer using investigative consumer reports (ICRs) must notify the applicant within how many days of requesting the report?

Accepted Answer

3 days

Answer

7 days

Answer

14 days

Answer

30 days