Investigative Consumer Report
An Investigative Consumer Report is a special type of background check under the Fair Credit Reporting Act (FCRA) that includes personal information gathered through interviews with neighbors, employers, or associates. Unlike standard consumer reports, investigative reports assess a person’s character, reputation, personal characteristics, or lifestyle.
Compliance note
- Employers must provide written disclosure before ordering an investigative consumer report and obtain the applicant’s authorization.
- The employer must notify the individual that the report may include personal interviews and inform them of their right to request additional details.
- If requested, the employer must provide a written summary of the investigation’s scope within five business days.
- Failure to comply with FCRA requirements for investigative reports can result in legal penalties and reputational harm.
Related Terms and Posts
Frequently Asked Questions
Q: What makes an investigative consumer report different from a standard background check?
A: Investigative reports include information gathered through personal interviews about an individual’s character or lifestyle, while standard reports rely on factual records such as employment or credit history.
A: Investigative reports include information gathered through personal interviews about an individual’s character or lifestyle, while standard reports rely on factual records such as employment or credit history.
Q: Do employers need special permission to request an investigative consumer report?
A: Yes. The FCRA requires written authorization and an additional disclosure explaining the individual’s right to request details about the investigation.
A: Yes. The FCRA requires written authorization and an additional disclosure explaining the individual’s right to request details about the investigation.
Q: How long does an employer have to provide the scope of investigation if requested?
A: Employers must provide a written summary of the investigation’s nature and scope within five business days of receiving the request.
A: Employers must provide a written summary of the investigation’s nature and scope within five business days of receiving the request.
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.
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