Candidate consent and disclosure, done right
How to keep the federal disclosure uncluttered, collect written permission, and leave state and city notices on their own pages before identifiers are entered.
- 47 min
- 7 modules + exam
- Certificate of completion
For employers, HR, and hiring managers in the United States.
What you will be able to do
- Explain why the disclosure cannot live in the application
- Tell disclosure and authorization apart
- Keep state notices off the federal standalone page
Syllabus
- 1Disclosure and authorization do different jobsOne document tells the person a report may be obtained. The other is written permission to obtain it.7 min(open)
- 2Solely of the disclosureThe FTC told Leathers the disclosure may not be part of an employment application, no matter how prominent.8 min
- 3Written permissionGet a writing. If you want reports throughout employment, say so clearly.7 min
- 4State notices sit beside the federal pairNew York, California, and other places add their own notices. Keep them as their own pages.7 min
- 5The employer never types the identifiersSocial Security number, date of birth, and address come from the candidate after consent.6 min
- 6Packing mistakesExtra legal text, a combined application, and a missing stored signature are the usual failures.7 min
- 7What a stored consent looks likeThe product will not furnish a report without the stored standalone disclosure and signed authorization.5 min
- Final exam10 questions. 80% passes. Opens after the last module.
- Certificate of completionYour name, the course, and the date, with a public page anyone can check.
Sources
The primary sources this course is written from.
- Federal Trade Commission: Using Consumer Reports: What Employers Need to Know
- Federal Trade Commission: Advisory opinion to Leathers (September 9, 1998)
- Federal Trade Commission: Fair Credit Reporting Act
- Consumer Financial Protection Bureau: Fair Credit Reporting Act resources, including the summary of rights
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