This is a quetion asked by many employers seeking ways to understand their candidates, identify potential risks and differeniate between applicants. The answer is, once again, it depends…
There are currently ten states that have laws in place restricting an employer’s ability to use credit in hiring decisions and the EEOC has some very strong guidance for employers as well. While there may be exceptions to these prohibitions he test is typically whether a consumer’s credit information is “substantially job-related” or “essential” to a particular job and the burden is on the employer to prove that.
If you have questions about including or continuing to include employment credit reports to you background screening program please contact us today.