FCRA Summary of Rights
The FCRA Summary of Rights is a document required by the Fair Credit Reporting Act (FCRA) that informs individuals of their rights when a background check is conducted. Employers must provide this notice before taking any adverse action based on a consumer report, ensuring applicants understand how to access, dispute, and correct information in their report.
Compliance note
- Employers must provide the FCRA Summary of Rights before taking adverse action based on background check results.
- The document must be the official version published by the Consumer Financial Protection Bureau (CFPB).
- Failure to provide the Summary of Rights can lead to FCRA violations and potential penalties.
- Employers should keep documentation proving the applicant received the notice and accompanying disclosures.
Related Terms and Posts
Frequently Asked Questions
Q: What is the FCRA Summary of Rights?
A: It’s a federally required notice that explains an individual’s rights regarding consumer reports, including how to dispute errors or request copies of their background report.
A: It’s a federally required notice that explains an individual’s rights regarding consumer reports, including how to dispute errors or request copies of their background report.
Q: When must employers provide the FCRA Summary of Rights?
A: Employers must give it before taking adverse action based on background check results and with the pre-adverse action notice.
A: Employers must give it before taking adverse action based on background check results and with the pre-adverse action notice.
Q: Who issues the official FCRA Summary of Rights form?
A: The Consumer Financial Protection Bureau (CFPB) maintains and updates the official version, which employers must use without alteration.
A: The Consumer Financial Protection Bureau (CFPB) maintains and updates the official version, which employers must use without alteration.
DISCLAIMER: The information provided in this glossary is for general informational purposes only and should not be construed as legal advice. While we strive for accuracy, EDIFY Background Screening does not guarantee that the definitions or explanations are complete, up to date, or error-free. Employers should always consult with competent legal counsel to ensure compliance with applicable laws and regulations.
Stay Updated with EDIFY Insights Newsletter
Get compliance tips, background screening updates, and HR best practices delivered straight to your inbox.
