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A Background Report Caused You to Lose a Job, an Apartment, or Something Else? Here are the Statistics.

Posted by Andrew Weiner | Mar 06, 2020 | 0 Comments

Background reporting companies, known under the law as consumer reporting agencies, must follow many state and federal laws when reporting criminal record information about employees and applicants.  Unfortunately for employees and applicants, background reporting companies do not always comply with the law.  And when they don't, they often face lawsuits for their actions, including lawsuits and arbitrations for violating the Fair Credit Reporting Act:

  • Checkr has been sued more than 80 times in federal court for violating federal law over the last three years;
  • Sterling Infosystems has been sued more than 100 times in federal court for violating federal law over the last six years;
  • First Advantage has been sued more than 100 times in federal court for violating federal law over the last six years;
  • Accurate Background has been sued more than 20 times in federal court for violating federal law over the last five years;
  • General Information Solutions and General Information Services (GIS) have been sued more than 60 times in federal court for violating federal law over the last six years; and
  • InfoMart has been sued 10 times in federal court for violating federal law over the last six years;

Weiner & Sand LLC has filed a significant number of these lawsuits.  If you believe that your rights have been violated when a background reporting company ran a background check, feel free to reach out to Weiner & Sand LLC to discuss your situation

About the Author

Andrew Weiner

Andrew Weiner has represented and counseled clients in numerous areas of employment law, including race, gender, national origin, age, and disability discrimination claims, wage and hour disputes, retaliation and harassment claims, Fair Credit Reporting Act (background report) claims, common law tort claims, the development and implementation of employment contracts, employee handbooks, personnel policies, reductions-in-force, independent contractor agreements and compliance with Title VII, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Family and Medical Leave Act, and other federal, state and local employment statutes. Andrew also has negotiated severance agreements, employment contracts, non-compete agreements, and confidentiality agreements.

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