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| Background Screening & Security Solutions, LLC | PO Box 2285 | Blairsville GA 30514 Tel: 706.745.2121 | Fax: 888.607.7144 | www.bsassllc.com |
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| 2011 |
FCRA - The Fair Credit Reporting Act (FCRA), Public Law No. 91-508, was enacted in 1970 to
promote accuracy, fairness, and the privacy of personal information assembled by Credit
Reporting credit reports, consumer investigatory reports, and employment background checks.
The FCRA is a complex statute that has been significantly altered since 1970 by Congress and the
courts. The Act's primary protection requires that CRAs follow "reasonable procedures" to protect
the confidentiality, accuracy, and relevance of credit information. To do so, the FCRA establishes a
framework of Fair Information Practices for personal information that include rights of data
quality (right to access and correct), data security, use limitations, requirements for data
destruction.
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FACT Act - FAIR AND ACCURATE CREDIT TRANSACTIONS ACT OF 2003, An Amendment to
the Fair Credit Reporting Act to prevent identity theft, improve resolution of consumer disputes,
improve the accuracy of consumer records, make improvements in the use of, and consumer
access to, credit information, and for other purposes.
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Red Flags Rule - The Red Flags Rule requires many businesses and organizations to implement a
written Identity Theft Prevention Program designed to detect the warning signs — or "red flags" —
of identity theft in their day-to-day operations. By identifying red flags in advance, businesses will
be better equipped to spot suspicious patterns that may arise -- and take steps to prevent a red
flag from escalating into a costly episode of identity theft.
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The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal
laws that make it illegal to discriminate against a job applicant or an employee because of the
person's race, color, religion, sex (including pregnancy), national origin, age (40 or older),
disability or genetic information. It is also illegal to discriminate against a person because the
person complained about discrimination, filed a charge of discrimination, or participated in an
employment discrimination investigation or lawsuit.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age
discrimination cases). Most labor unions and employment agencies are also covered.
The laws apply to all types of work situations, including hiring, firing, promotions, harassment,
training, wages, and benefits.
promote accuracy, fairness, and the privacy of personal information assembled by Credit
Reporting credit reports, consumer investigatory reports, and employment background checks.
The FCRA is a complex statute that has been significantly altered since 1970 by Congress and the
courts. The Act's primary protection requires that CRAs follow "reasonable procedures" to protect
the confidentiality, accuracy, and relevance of credit information. To do so, the FCRA establishes a
framework of Fair Information Practices for personal information that include rights of data
quality (right to access and correct), data security, use limitations, requirements for data
destruction.
------------------------------------------------------------------------------------------------------------------------------------------
FACT Act - FAIR AND ACCURATE CREDIT TRANSACTIONS ACT OF 2003, An Amendment to
the Fair Credit Reporting Act to prevent identity theft, improve resolution of consumer disputes,
improve the accuracy of consumer records, make improvements in the use of, and consumer
access to, credit information, and for other purposes.
------------------------------------------------------------------------------------------------------------------------------------------
Red Flags Rule - The Red Flags Rule requires many businesses and organizations to implement a
written Identity Theft Prevention Program designed to detect the warning signs — or "red flags" —
of identity theft in their day-to-day operations. By identifying red flags in advance, businesses will
be better equipped to spot suspicious patterns that may arise -- and take steps to prevent a red
flag from escalating into a costly episode of identity theft.
------------------------------------------------------------------------------------------------------------------------------------------
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal
laws that make it illegal to discriminate against a job applicant or an employee because of the
person's race, color, religion, sex (including pregnancy), national origin, age (40 or older),
disability or genetic information. It is also illegal to discriminate against a person because the
person complained about discrimination, filed a charge of discrimination, or participated in an
employment discrimination investigation or lawsuit.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age
discrimination cases). Most labor unions and employment agencies are also covered.
The laws apply to all types of work situations, including hiring, firing, promotions, harassment,
training, wages, and benefits.
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