If you’re pounding the pavement looking for a job, you should be on the lookout for QuickSIUS (Quick Search). They run background checks on job applicants. Background checks can violate your Fair Credit Reporting Act rights. Learn more about QuickSearch and your rights.
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What is QuickSIUS – Quick Search?
QuickSIUS, LLC d/b/a Quick Search was founded in 1991, and is based in Dallas, Texas. The company offers employment background screening services in the United States and internationally. It boasts that it is “a leading woman-owned background screening provider and maintain[s] over 4,500 accounts with a retention rate of over 99%.” According to the Quick Search website, the company works with businesses of all sizes and delivers “valuable real-time solutions that result in increased efficiency, better accuracy, and faster turnaround than the competition.”
Quick Search conducts several types of background searches on behalf of employers. They start with a social security validation to verify your address history, and then use your address history to conduct criminal searches. To do so, they may use county, state, federal, and even international court records. They can run your credit report, conduct personal and professional reference checks, and nose around social media to uncover your digital footprint.
Contact Information
Quick Search 4155 Buena Vista Street Dallas, TX 75204-7518 Phone: 214-358-2880 Website: http://quicksius.com/
Were You Harmed By False Information or Errors In Your QuickSIUS – Quick Search Report?
Searching for a job and running the gauntlet through the interview process is stressful. You’re not alone if an employment background check never crosses your mind. The truth is, in today’s employment landscape it’s routine for an employer to contract with a company like Quick Search to run reports on prospective employees. The results can result in the reward of landing the job – or the disaster of a rejection.
But background check companies are run by people, and people can make errors. The errors can range from cases of mistaken identity to including outdated information to turning a blind eye to disputed reports.
That’s where the Fair Credit Reporting Act comes in. This federal law was enacted to protect you by forcing your potential employer to inform you if there’s a problem with your employment background check. The FCRA mandates that the employer notify you prior to making a final decision, and gives you the right to sue the background check company in federal court if they included illegal or inaccurate information in your report and then didn’t remedy the situation.
If you feel you have been harmed by this Quick Search, click 844-685-9200 ☎ NOW to call us or complete our contact form. We will evaluate your case and 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 makes consent and disclosure a priority. It requires employers to take two actions prior to hiring a company like Quick Search to conduct an employment background check. First, the employer must give you a document separate from other paperwork that says they would like a background check. Second, you must provide your permission in order for the employer to proceed.
If your background check report – whether produced by Quick Search or another agency – contains information that hurts your chances of being hired, the employer must tell you that. In fact, they need to send what’s called a “pre-adverse action” notification, along with a copy of your rights under the FCRA and your actual employment background report. They must also provide you with the contact information for the company that conducted the background check.
Your Right to an Accurate and Legally-Compliant Report From QuickSIUS – Quick Search
Thanks to the Fair Credit Reporting Act, you have the right to an employment background check that is both accurate and limited in scope. While a company like Quick Search can delve into many aspects of your past, the FCRA generally prohibits them from including information that is more than seven years old. For example, if you had debts in collection a dozen years ago, those can’t go on your background report. The two exceptions are bankruptcy, which has a ten-year time limit, and criminal convictions, which don’t have a time limit. However, a criminal conviction that has been expunged can’t ever be included in your report.
Your Right to Dispute an Inaccurate Report from Quick Search
If an employer is going to reject your application due to the information on your background check report, they must tell you. The FCRA says that they must also give you the name, address, and contact information for the company they used to compile the report.
The FCRA gives you the right to dispute an inaccurate report. The inaccuracy might consist of typographical errors – such as a mistaken social security number – outdated information, identity theft, or duplicate information. To dispute the report, notify both the employer and the background check company in writing of the error. The background check company has 30 days to investigate and correct the mistake.
Your Right to Sue Quick Search if there are Mistakes, Inaccurate, or Illegal Information in Your Report
Being passed over for a job can have terrible financial consequences. If you were not hired because of an employment background check, you might have recourse. If the background check had errors or if the background check company didn’t respond to your dispute, the Fair Credit Reporting Act 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.
Actual Complaints Against QuickSIUS – Quick Search
Hardworking people just like you who lost job opportunities due to an inaccurate or unfair Quick Search employment background check report have already sued the company for FCRA violations. Justia lists at least one federal civil lawsuits against Quick Search that alleges violations of the FCRA due to improper employment screening reports.
QuickSIUS – Quick Search Class Action Lawsuit
On November 3, 2015, a consumer filed a class action complaint against Quick Search in Pennsylvania in a case removed to the federal district court for the Eastern District of Pennsylvania for violating the FCRA in connection with an employment background check and that he lost employment opportunities and suffered emotional distress, reputational harm and other damages. The complainant alleged that she applied for a job with Merry Maids through a staffing agency subject to a background check. Quick Search prepared the background check but failed to use reasonable procedures to ensure the maximum accuracy possible of the report as the FCRA requires. According to the complainant, Quick Search falsely listed mislabeled several summary offenses and traffic offenses as misdemeanors, listed the same summary and traffic offenses multiple times in different sections and under various labels, thus falsely declaring both that the complainant had been convicted of misdemeanors and that she had been convicted of many misdemeanors. The complainant disputed the report and Quick Search produced an amended report but corrected the reference of only one summary offense and not others. Merry Maids denied the complainant a position based on the inaccurate report.
This lawsuit is similar to FCRA lawsuits filed by other complainants against companies like Quick Search. Many of those lawsuits allege that background check companies failed to take reasonable steps to verify criminal background information and, as a result, falsely listed felony convictions, including expunged, outdated, or misidentified the subject of the report. Some complaints allege that background check reports contained inaccurate educational, work, driving, credit or other personal information that the background check company was not responsive or did not properly handle disputes about inaccurate information. Some complainants have filed their lawsuits as class action complaints, on behalf of themselves and similarly situated people.
Ready to Assert Your FCRA Rights?
Fired or Not Hired Because of a QuickSIUS – Quick Search Employment Background Check? If so, you’re in the right place.
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About the Author:
Sergei Lemberg is an attorney focusing on consumer law, class actions related to automotive issues, and personal injury litigation. With nearly two decades of experience, his areas of practice include Lemon Law (vehicle defects), Debt Collection Harassment, TCPA (illegal robocalls and texts), Fair Credit Reporting Act, Overtime claims, Personal Injury cases, and Class Actions. He has consistently been recognized as the nation's "most active consumer attorney." In 2020, Mr. Lemberg represented Noah Duguid before the United States Supreme Court in the landmark case Duguid v. Facebook. He is also the author of "Defanging Debt Collectors," a guide that empowers consumers to fight back against debt collectors and prevail, as well as "Lemon Law 101: The Laws That Lemon Dealers Don't Want You to Know."
