Criminal Conviction Analysis and Fair Credit Reporting Act Compliance
Don’t Risk Costly Mistakes With Background Checks
The laws regulating how employers use criminal conviction information are complicated, overlapping and can be confusing. We have created tools and processes to help clients legally and efficiently consider criminal conviction information for employment purposes.
Stay Compliant with Our Proven Process
Harter Secrest & Emery LLP Labor and Employment attorneys have extensive experience helping clients establish policies and procedures for considering criminal background information. Our team has developed state and federal law compliant programs designed to complement corporate culture, recruitment goals and standards.We offer clients a variety of packages that leverage our experience to prevent costly employment discrimination errors and Fair Credit Reporting Act (FCRA) violations.
Recent Reported FCRA Violation Settlements
- TransUnion—$60 million
Wells Fargo Bank—$12 million
Publix Super Markets, Inc.—$6.8 million
Dolgencorp, Inc. d/b/a Dollar General—$4 million
Delhaize America, LLC, Food Lion, LLC—$3 million
K-Mart Corporation—$3 million
Domino’s Pizza, LLC—$2.5 million
Criminal Conviction Analysis Package
Fair Credit Reporting Act Compliance Package
- Criminal Conviction Analysis and Fair Credit Reporting Act Compliance Quick Fact Sheet
- Risks Associated with Criminal Conviction Records in Employment Webinar – August 15, 2017 – download webinar
- “Risky Business: Considering Criminal Conviction Records in Employment,” HSE Institute: Labor and Employment Law Conference – April 5, 2017 – download presentation (PDF)
To learn more, please contact a Harter Secrest & Emery Labor and Employment team member in Rochester or Buffalo.