The 8th Circuit U.S. Court of Appeals has made two key rulings that grant some flexibility in conducting and relying on background checks for potential new hires covered by the Fair Credit Reporting Act (FCRA). In one, the court ruled that employers have no obligation under the FCRA to provide job applicants with the opportunity to explain negative but accurate background check results and in the other, it ruled that a job applicant cannot bring legal action against the employer based on a “technical” violation under the FCRA but accurate background check results.
