Pre-Adverse Action Notice: Supplies a notice to the applicant stating that something was found in their consumer report that may result in a denial of their employment application. It provides a summary of the applicant's rights under the FCRA, a full copy of the report and a chance to file a dispute on the information found. The FCRA states to wait a reasonable amount of time before giving the Adverse Action Notice. Adverse Action Notice: Supplies a notice to the applicant stating because of what was found in their consumer report they are being denied employment, must be supplied to the consumer after the Pre-Adverse Action Notice. Both disclosures are located within our system under Disclosures and Forms and are free for you to use.

Sharing passwords between coworkers is a breach of privacy. Reducing liabilities must be a priority for companies that have access to consumer information, credit reports, and other sensitive data. We must work together to protect the privacy of consumers. The following measures are designed to reduce unauthorized access of consumer credit reports. In accessing ACUTRAQ services, you agree to strictly follow the measures outlined below. *Penalties For Non-Compliance Include: “Under Section 621 (a) (2) (A) of the FCRA, any person that violates any of the provisions of the FCRA may be liable for a civil penalty of not more than $2,500 per violation.” Including nominal damages up to one thousand dollars if no actual damages exist. Actual damages (including emotional distress), and punitive damages, plus attorney’s fees and costs, may apply where there is "willful noncompliance" with the Act. THE FCRA PROVIDES THAT ANY PERSON WHO KNOWINGLY AND WILLFULLY OBTAINS INFORMATION ON A CONSUMER FROM A CONSUMER REPORTING AGENCY UNDER FALSE PRETENSES SHALL BE FINED UNDER TITLE 18, OR IMPRISONED NOT MORE THAN TWO YEARS, OR BOTH. •You must protect your ACUTRAQ USER ID and password so that you have access to this sensitive information. No one should ever have knowledge of your password but you. Do not post this information in any manner within your facility. If a person knows the password it should be changed immediately. •Do not share passwords with co-workers, friends, or family. •Do not discuss your ACUTRAQ USER ID and password by telephone with any caller, even if the caller claims to be an employee of ACUTRAQ. •After normal business hours, be sure to turn off and lock all devices or systems used to obtain credit report information •Secure hard copies and/or electronic files of consumer reports within your facility so that unauthorized persons cannot easily access the •Shred or destroy all hard copy consumer reports when no longer needed. •Your company can access credit, and other report information only for the permissible purposes listed in the Permissible Purpose Information section of your membership application. The only permissible purpose is qualifying applicants. •You may not access your own report, nor should you or other employees access the report of a family member or friend unless it is in connection with a credit transaction or for a specific permissible purpose. •Do not send sensitive data through email, such as consumer’s SSN, account numbers, actual credit reports, etc. unless data is encrypted. •If you see something compromised in the system, notify ACUTRAQ immediately and take necessary steps to ensure no other credit reports are accessed using the compromised system. •Record Retention: In keeping with the and FCRA, ACUTRAQ requires that you retain the credit application and, if applicable, a lease contract for a period of not less than 5 year When conducting an investigation, particularly following a consumer complaint that your company impermissibly accessed their credit report, ACUTRAQ will contact you and will request a copy of the original application signed by the consumer or, if applicable, a copy of the lease/employment contract. We must work together to protect the privacy of consumers. The following measures are designed to reduce liabilities and unauthorized access to consumer credit reports.

Background checks can only be ordered for legitimate hiring reasons. Per EEOC guidelines, an applicant's race, national origin, skin color, sex, religion, disability, generic information, and age (40 or older) may not form the basis for ordering a background check. Prospective employees must receive written notice that the information collected by a third-party agency during a background check may influence hiring decision. The applicant must approve of the background check in writing.

Background checks are not reserved for new applicants alone. Existing employees can also be the subject of these inquiries. People’s circumstances change and it is important for companies to stay informed. Just like during the new hire process, written permission is required before conducting periodic background checks. Ask us about continuous criminal monitoring!

Employers conduct background checks to ensure they choose the right candidate for the position. They also need to protect their business from individuals who may display fraudulent or reckless behavior in the workplace. State and federal regulatory compliance is another major benefit. While it depends on the specific industry and type of position, you can use background checks to show you did your due diligence during the hiring process. Finally, background checks can protect your employees by improving workplace safety.

Most background checks are completed within 24–72 hours, though timelines can vary depending on the depth of the search and responsiveness of third parties (such as schools or courts).

Yes. Under the Fair Credit Reporting Act (FCRA), employers must obtain written consent from applicants before conducting a background check. Applicants also have the right to receive a copy of their report if adverse action is taken.

Yes. If an applicant believes there is an error in their report, they have the right to dispute it with the background screening company. The company is required to re-investigate and correct inaccuracies.

Yes. You have full access to pull reports at any time, day or night—24/7, 365 days a year.

Yes. We offer TSP (Triad Screening Partners) as an online application and document-collection tool for employers. TSP allows you to create a customized employment application, request supporting documents, and manage all applicants from a single dashboard. During the application process, the applicant’s identity is verified, helping prevent fraudulent submissions or mismatched information before initiating any background check. Employers can also analyze uploaded pay stubs, bank statements, or income documentation to detect inconsistencies or potential fraud prior to running screenings, improving accuracy and reducing wasted costs. All submitted applications are completed using a certified, traceable e-signature, providing authentication and a defensible audit trail for compliance purposes.

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