A Good Employee Background Check – Dispute False Info or Errors
Unfair Employment Background Checks: Know Your Rights
If you’re on the hunt for a job, don’t be surprised if you run across A Good Employee background check service. Discover who they are and what they do.
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What is A Good Employee ?
A Good Employee or AGoodEmployee.com is the d/b/a name used by Application Research Inc. (ARI), a California corporation for its employment background screening company. ARI was founded in 2007, andis based in California. The company offers employment background screening services. The company boasts thatit “is a one-stop resource for your employee background screening needs.” It helps companies of all sizes and “[w]ith over two decades of experience as a consumer reporting agency,” the company has “perfected” its employee background check services and is “proud to be among the best background check services around.”
A Good Employee offers six primary types of background checks. Its identity verification service starts with a social security number to search for current and past addresses and names. Its employment verification service seeks to confirm job titles and other information with previous employers and calls references you’ve provided. Its education verification service confirms degrees, attendance dates, and even GPA. A Good Employee also offers criminal background searches at the county, state, and federal levels, as well as a search of the national sex offender database. Finally, they offer drug screening services to employers.
When you’re focused on landing your dream job, issues arising from an employment background check probably aren’t on your radar. Unfortunately, the truth is that the report generated from your background check – whether conducted by A Good Employee or another background check company – can mean the difference between getting that job or being passed over for another candidate.
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 They could include outdated information in a report they produce.
Enter the Fair Credit Reporting Act. The FCRA is a federal law enacted to protect you by forcing a potential employer to let you know if there’s a problem with your employment background check. The FCRA mandates that the employer notifies you before making a final decision, and gives you the right to sue the background check company in federal court if they included illegal or erroneous information in your report and then didn’t remedy the situation.
If you feel you have been harmed by A Good Employee, click 844-685-9200 ☎ NOW to call us or go ahead and fill out our free case evaluation form. We will fight for your rights. Our services are absolutely FREE to you.
What are my Background Check Disclosure and Consent Rights?
When it comes to consent and disclosure, the Fair Credit Reporting Act gives you a number of rights. The first is that your potential employer must obtain your consent in order to run an employment background check. They must give you a separate notification and you must sign a document saying that you consent to the background check.
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 A Good Employee
Providing your potential employer obtained your consent to run an employment background check, they may retain A Good Employee to gather a variety of information about you. That information can include a credit report, a criminal background history, a civil litigation history, and a reference check. Sometimes, employers ask background check companies to produce a report on the applicant’s character, which might include interviewing neighbors, friends, and coworkers.
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 A Good Employee
If an employer is considering rejecting your candidacy for a job because of something that surfaced in your background check, they are required by the FCRA to notify you. The idea is that you should have a chance to review your report to ensure it’s error-free. That’s why, in addition to a pre-adverse action notice, the employer must send you a copy of your report and how to contact the company that compiled the information.
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 A Good Employee for Mistakes, Errors, or Illegal Information
Losing out on a job or a promotion is devasting and can dramatically impact your financial well-being. If you weren’t hired because of a background check that included erroneous or illegal information, the Fair Credit Reporting Act gives you the right to sue. If you sue in federal court and win, the FCRA says that you may be entitled to actual damages – such as lost income – statutory damages of up to $1,000, punitive damages, and legal fees and costs.
Complaints Against A Good Employee
You suffer when you lose out on a job due to an inaccurate employment background screening report. That’s why many people have used the Fair Credit Reporting Act to sue companies like A Good Employee.
The lawsuits filed against background check companies have a variety of complaints. Some allege that the companies included illegal or inaccurate information in the report. Others allege that the companies didn’t respond to their dispute within the 30-day window. Still others claim that the company did a half-hearted job, and wasn’t as careful as they should have been. Sometimes, when a single company violates many people’s rights under the FCRA, those people come together to bring a class action case against the company.
Ready to Assert Your FCRA Rights?
Fired or Not Hired Because of a A Good Employee Background Check? If so, you’re in the right place.
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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.