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CoreLogic, RealPage, TurboTenant, Experian, TransUnion and Equifax said I was evicted. I never even lived in the state! Help me with my tenant screening report!

Posted by Andrew Weiner | May 20, 2020 | 0 Comments

Tenant screening companies like CoreLogic, RealPage, TurboTenant, Experian, TransUnion and Equifax provide hundreds, if not thousands, of screening reports to apartment and housing complexes every day.  Sometimes, the tenant screening company will report to the management company that an applicant has been evicted from prior housing.  Of course, that is a big red flag and oftentimes the applicant's application is denied.

But what if you've never lived in the apartment or house from which the screening company reported you've been evicted?  Worse yet, what if you've never lived in, or even visited, the state in which the apartment or house is located?

The Fair Credit Reporting Act is a federal law that governs not only credit reports, but also tenant screening reports.  When a tenant screening company erroneously reports an eviction, you have the right to dispute the information.  Under federal law, the tenant screening company must investigate and correct the erroneous information if it cannot confirm that the eviction information is accurate.  If it fails to do so, you may have rights under the Fair Credit Reporting Act.

The Fair Credit Reporting Act attorneys at Weiner & Sand LLC can help.  If you've been denied housing because of an erroneous eviction, you may have claims to pursue against the tenant screening company under the Fair Credit Reporting Act.  And if the tenant screening company refuses to correct inaccurate eviction information after you have disputed, it may be liable for damages in that situation as well.

Feel free to reach out to the attorneys at Weiner & Sand LLC to discuss any situation and learn if anything can be done under the Fair Credit Reporting Act.

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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