In a recent court case, a prospective employee claimed that the employment agency, Robert Half International, Inc. (RHI), violated the FCRA (Fair Crediting Report Act) following the running of a background check on him. RHI provided the applicant a copy of his background report containing numerous criminal convictions in Minnesota, Texas and Virginia, along with his rights and notification that he had ten business days to dispute the information and submit a revised report. Despite successfully disputing his report, resulting in the removal of criminal records from Texas and Virginia, RHI had already disqualified him as an employment candidate. When the applicant argued that RHI should have waited longer to make a decision, the court ruled that the FCRA does not require a waiting period between notice and subsequent adverse action, and such a requirement would place unreasonable constraints on employers.
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