One Source Background Check Company – Dispute False Info or Errors

Unfair Employment Background Checks: Know Your Rights

You may encounter One Source Background Check Company as you search for a job. The company conducts a variety of employment background checks. Learn more about the company, the services they offer, and their obligations under the Fair Credit Reporting Act (FCRA).

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What is One Source Background Check Company ?

One Source The Background Check Company (One Source) was part of Jasa Investigations, founded in 1981, and spun off as One Source in 2004. It is headquartered in Omaha, Nebraska. The company offers employment background screening services in the United States and internationally. It boasts over 30 years providing background screening services, that it screens more than 150,000 applicants per year with 99% search accuracy, and that it serves all 50 states.

One Source offers a number of background check services, including employment screening, volunteer screening, tenant screening, and personal screening. While the company doesn’t specify the methods or sources they use, One Source claims to lessen employee theft, sexual harassment, workplace violence, workers compensation fraud, and on-the-job drug and alcohol use.

Contact Information

One Source The Background Check Company
10842 Old Mill Road, Suite 6
Omaha, NE 68154
Phone: 800-608-3645
Website: https://onesourcebackground.com/

Were You Harmed By False Information or Errors In Your One Source Background Check Company Report?

You may have a claim if a background check error cost you a job

The decision to hire or promote an applicant or worker is based on several factors. Oftentimes, one component of a hiring or promotion decision is the information that surfaces as the result of a background check. Typically, the employer hires a third party – like One Source – to conduct a background check on its behalf. Depending on the outcome of the report, the hiring process may move full steam ahead or come to a screeching halt.

The Fair Credit Reporting Act (FCRA) outlines the checklist that the employer must follow when retaining a company like One Source to conduct a background check. The checklist seeks to protect your rights while also allowing the employer to obtain the information they need to make an informed decision. If an employer goes outside of the bounds of the FCRA, they can face consequences.

In the same vein, a background check company like One Source is also required to meet the standards outlined in the FCRA. If they fail to do so, then you have the right to sue them in federal court.

If you feel you have been harmed by One Source, click 844-685-9200 ☎ NOW to call us or go ahead and complete 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?

A Summary of Your Rights Under the FCRA

An employer must adhere to both disclosure and consent provisions of the Fair Credit Reporting Act. On the disclosure side of the equation, the employer must provide you with information that states their intention to conduct a background check. The law is explicit: they can’t bury the information in the middle of other paperwork. The disclosure must be separate and clear.

Your consent is also required. The employer can’t run a background check on you unless and until you give them written permission to do so.

The employer might ask a company like One Source to run one or a variety of types of background checks. One Source may, for example, check your prior employment and education, or it may dig into your history with the legal or criminal justice worlds. It’s important to know that the FCRA requires an employer to attest to a background check company that the employer has met the disclosure and consent provisions of the law. Only then does the background check company hand over their report.

Your Right to an Error-Free and Legally Compliant Report from One Source

An employer has many options when it comes to background checks. One option is an investigative report. If an employer were to ask One Source to produce an investigative report, the company would likely speak with your friends, coworkers and neighbors to get a sense of your character and reputation. More common is a credit report, which provides a wealth of information about previous names and addresses, to whom you owe money, how much money you owe, whether any accounts are in collection, and whether or not you make your payments on time. Sometimes, a company will request a comprehensive report that has all of the information they can find, which includes your litigation and criminal background, your immigration status, your driving record, and whether or not you’re listed on various watch lists, such as the terrorist watch list.

Thanks to the Fair Credit Reporting Act, background checks have limits. For example, they generally cannot report information older than seven years old. The two notable exceptions are bankruptcies, which have a ten-year limit, and criminal convictions, which don’t have a time limit.

Under the law, a background check company must take steps to ensure the accuracy of its report. They can’t simply skim the surface.

Your Right to Dispute an Inaccurate Report from One Source Background Check Company

Under the Fair Credit Reporting Act, you have the right to know about a background report that shows you in an unfavorable light – before an employer makes a decision about hiring or promoting you. This “pre-adverse action” notification must be sent to you in writing, along with a copy of your background check and your rights under the Fair Credit Reporting Act.

If you discover that the background check has inaccurate information, you have the right to file a dispute. If you file a dispute with One Source, they are required to investigate and correct any errors within 30 days.

Your Right to Sue One Source Background Check Company

Another of your rights under the FCRA is your right to take a background check company to court for errors or inappropriate information that causes you to be passed over for a job or promotion. FCRA cases are filed in federal court. If you sue and win, you can be awarded up to $1,000 in statutory damages, actual damages, punitive damages, and court costs and legal fees.

Actual Complaints

Lawsuits against background check companies can make a variety of allegations. For example, if the background check company threw together a report and included information that was outdated or inaccurate, that could be the basis of a lawsuit. They may have included expunged criminal convictions or mistook you for someone else. Similarly, if the background check company claimed that you didn’t actually attend the school listed on your resume, you disputed the report, and the company didn’t respond, that could be the basis for a lawsuit.

Ready to Assert Your FCRA Rights?

Fired or Not Hired Because of a One Source Background Check? If so, you’re in the right place.

● We understand you, and we have a 15-year track record of winning for people just like you.
● We are have the experience and dedication to get you the results you deserve.
● We’ve recovered more than $250 million for over 30,000 consumers.
● We assert your rights while you go about living your life.
● We care. We do what we do because we want to level the playing field and make sure that you have stellar legal representation.
● We’re not afraid of powerful companies. We are relentless and we fight to win.
● Our legal help doesn’t cost you a dime out of pocket. We don’t get paid unless and until you win.

Our mission is to fight for your rights. ✊

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.

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