If you run across 3rd Degree Screening while you’re searching for your job, you should know who they are, what they do, and what your rights are when it comes to employment background checks.
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What is 3rd Degree Screening Inc ?
3rd Degree Screening, Inc. was founded in 2012, and is based in Iowa. It is the successor to Metro Background Solutions, a company founded in 1996 to provide wholesale background screening services that became the “go to source for background check companies needing research” in Iowa and Nebraska. In 2012, Metro Background Solutions was “expanded’ to 3rd Degree Screening, “a business-to-business background check company provider.” The company offers employment background screening services It provides services to companies of all sizes and boasts “superior customer service, accurate reports, and industry leading turnaround times, all while using some of the best background check software technology in the industry.”
3rd Degree Screening offers employers a number of background check services. They start with social security number verification to identify names and addresses connected with a social security number. They also tap into the Social Security Administration’s verification system to validate name, gender, date of birth, and social security number. But that’s just the tip of the iceberg. 3rd Degree Screening also conducts financial and credit searches, criminal record searches, and even produces social media reports.
The possibility of being denied your dream job because of an issue on your background check may never have crossed your mind. The sad truth is that an employment background check from 3rd Degree Screening or another company might be a dealbreaker and prevent you from being offered the job you so desperately want.
Everyone’s human. So are the people who work at background check companies. That means that they can make mistakes. They might transpose digits in your social security number. They may only do a cursory search of a questionable item rather than a deep dive. They could include outdated information in a report they produce.
Thankfully, the Fair Credit Reporting Act gives you rights. It says that a potential employer must provide you with a separate notice in advance of running a background check – or outsourcing the background check to a company like 3rd Degree Screening. It also requires the employer to get your written consent to be subjected to employment background screening. Crucially, the FCRA provides you with the right to dispute inaccurate information – before the employer makes a final decision – and to hold background check companies responsible if they make serious errors.
If you feel you have been harmed by 3rd Degree Screening, click 844-685-9200 ☎ NOW to call us or go ahead and fill out our contact form. We will fight for your rights. Our services are absolutely FREE to you.
What are my Background Check Disclosure and Consent Rights?
The Fair Credit Reporting Act prioritizes consent and disclosure, and requires employers to take two actions prior to hiring a company like 3rd Degree Screening to conduct an employment background check: 1) the employer must give you a document separate from other paperwork that says they would like a background check; and 2) you must provide your permission – in writing – in order for the employer to proceed.
The FCRA also includes required disclosures if the employer is planning to pass you over because of the information contained in the employment background check. Prior to taking any action, the employer must notify you that they are going to use your background check against you. Along with that notice, they must send you a copy of the background check, the name and contact information of the company that conducted the background check, and the rights you have under the FCRA.
Your Right to an Accurate and Legally Compliant Report from 3rd Degree Screening
Once an employer notifies you of their desire to conduct an employment background check and once you agree to allow them to dig into your background, then the employer typically forwards your information to a company like 3rd Degree Screening. Depending on the type of report requested by the employer, 3rd Degree Screening may pull your credit report, run your social security number through a database, looking through court records for evidence of a civil lawsuit, and search through county, state, national, or international criminal records.
While conducting various searches, the screening company is required to comply with the FCRA. For example, the FCRA prohibits reporting arrest records, civil lawsuits, and debt collection efforts that are more than seven years old, so the company can’t include those items. Similarly, bankruptcies that are more than ten years old can’t be included.
Your Right to Dispute an Inaccurate Report from 3rd Degree Screening
If an employer is going to reject your application due to the information on your background check report, they must tell you so. The Fair Credit Reporting Act says that they must also give you the name, address, and contact information for the company they used to compile the report.
If you receive the background check report and see that there are mistakes, you have the right to dispute it. Make sure to check for errors in account numbers, social security numbers, and so forth. Double check that the background check company hasn’t confused you with someone else, or pulled information that is beyond the seven- or ten-year limit. Then, contact both the employer and the background check company. Under the FCRA, the company has 30 days to investigate your dispute and make any necessary corrections.
Your Right to Sue 3rd Degree Screening for Mistakes, Errors, or Illegal Information
Being passed over for a job can have terrible financial consequences. If you were pass over because of an employment background check, you might have recourse. If the background check had errors or if the company didn’t respond to your dispute, the Fair Credit Reporting Act has a provision that allows you to sue the company in federal court. If you win, you can be awarded statutory damages of up to $1,000, actual damages, and punitive damages. You may also be awarded court costs and attorney fees.
Those who are the victims of an inaccurate employment background screening report suffer tremendously. That suffering is the reason that background check companies – whether 3rd Degree Screening or another company – are sued for violating the Fair Credit Reporting Act.
FCRA lawsuits can be based on a few types of violations. Some assert that the person disputed inaccurate or illegal information, but the background check company failed to investigate. Others assert that the background check company was sloppy and included information on the report that’s prohibited by the FCRA. Sometimes, when a background check company harmed dozens of applicants in the same way, those consumers come together in a class action lawsuit.
Ready to Assert Your FCRA Rights?
Fired or Not Hired Because of a 3rd Degree Screening Background Check? If so, you’re in the right place.
● We have helped thousands of people – more than 30,000 – assert their rights. ● We go to the mat with big companies and recovered more than $250 million for people just like you. ● You’re our number one priority. We don’t represent big businesses. We represent consumers who have been wronged. ● We have been working hard for people like you for more than 15 years. We’re proud of our knowledge and experience. ● We make it easy for you. You can concentrate on living your life while we work to obtain the compensation you deserve. ● We’re not afraid. We’ll be by your side every step of the way. ● Our representation won’t cost you a dime out of pocket. We don’t get paid unless and until you win.
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If you’re ready to assert your rights and fight incorrect information in your background check, we can help you get justice. Complete our form for a FREE case evaluation, or call 844-685-9200 NOW
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About the Author:
Sergei Lemberg is a lawyer whose practice focuses on consumer law, class actions and personal injury litigation. He has been repeatedly recognized as the “most active consumer attorney” in the country. In 2020, Mr. Lemberg represented Noah Duguid in the United States Supreme Court in the case entitled Duguid v. Facebook. He is the author of Defanging Debt Collectors, a book that teaches consumers how to battle debt collectors and win.