Leverage these forms and resources to maintain a legally sound screening program. For full compliance, we recommend consulting with seasoned legal experts.
FCRA-Certified Professionals
Our customer-facing team members are required to obtain FCRA Certification from the National Association of Professional Background Screeners, ensuring our clients benefit from a legally robust screening process.
Disclosure/Authorization Forms
Begin by providing the candidate with the FCRA Summary of Rights, followed by the FCRA Disclosure. The FCRA Disclosure must be a standalone document, separate from other forms.
If the background check includes employment verifications, education verifications, or professional references, also provide the Investigative Consumer Report Disclosure as a standalone document.
For candidates residing in California, include the California Investigative Consumer Report Disclosure as a separate, standalone document.
For candidates residing in Massachusetts, Minnesota, New Jersey, New York, or Washington, provide the Additional State Disclosures form.
For candidates residing in San Francisco, include the San Francisco Fair Chance Ordinance Disclosure.
After providing all required disclosures, present the authorization form. The candidate’s signed authorization is required before processing the background check.
Before using these documents from our website, obtain approval from your legal counsel. Precision Solutions disclaims any warranties, responsibilities, or damages related to the information in, or use of, these sample documents.
Below are sample Pre-Adverse Action and Adverse Action notices.
Our system provides a fully compliant, automated Pre-Adverse and Adverse Action process at no cost to our clients.
Before using these documents from our website, please obtain approval from your legal counsel. Precision Solutions disclaims all warranties, responsibilities, or damages related to the information provided in or the use of these sample documents.
Please adhere to the following guidelines:
For candidates in New York City or Los Angeles, include the city-specific individualized assessment form with the Pre-Adverse Action notice (see forms below).
For candidates outside these cities, specify the reason for initiating the Pre-Adverse Action in the notice.
Allow at least 10 business days after sending the Pre-Adverse Action notice before issuing the final Adverse Action notice.
If a candidate disputes or provides an explanation, wait an additional 10 business days from the date of the dispute or explanation before sending the final Adverse Action notice (if applicable).
For candidates in Los Angeles, include the completed Los Angeles individualized assessment form with the final Adverse Action notice.
