Pre-Employment Screening Flashcards
7 cards from real USA practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Pre-Employment Screening flashcards as text
Under the Fair Credit Reporting Act (FCRA), how long may most negative information remain on a consumer credit report used for employment screening?
Answer: 7 years
The FCRA generally limits most negative information—such as late payments or collections—to seven years on a consumer report.
A job offer is rescinded after a background check reveals a 12-year-old felony conviction. Under EEOC guidance, what should the employer have done?
Answer: Conduct an individualized assessment considering nature, time elapsed, and job relevance
EEOC guidance requires employers to individually assess conviction records rather than apply blanket exclusions, weighing factors like nature of offense, time elapsed, and job relatedness.
Which law specifically prohibits employers from using genetic information—including family medical history—in employment decisions?
Answer: GINA
The Genetic Information Nondiscrimination Act (GINA) bars employers from requesting, requiring, or using genetic information in hiring or employment decisions.
An employer in a 'ban-the-box' jurisdiction wants to ask about criminal history. When is the earliest permissible stage to inquire?
Answer: After a conditional job offer has been extended
Ban-the-box laws typically require employers to defer criminal history inquiries until after a conditional offer of employment is made.
What is a 'consumer report' under the FCRA?
Answer: Information compiled by a consumer reporting agency about a person's creditworthiness, character, or employment history
Under the FCRA, a consumer report is information collected by a consumer reporting agency (CRA) and used for employment, credit, or other eligibility decisions.
Which of the following is an 'investigative consumer report' under the FCRA?
Answer: A report based on personal interviews about a person's character, reputation, or mode of living
An investigative consumer report involves interviews with neighbors, friends, or associates to assess character or reputation, triggering additional FCRA disclosure requirements.
An employer receives a background report and decides not to hire based on its contents. Which TWO documents must be sent to the applicant before taking adverse action?
Answer: A copy of the report and the FCRA Summary of Consumer Rights
Before adverse action, the FCRA requires the employer to provide a copy of the consumer report and the Summary of Consumer Rights so the applicant can dispute errors.