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What Can Be Done About Tenant Screening Companies Like CIC, CoreLogic SafeRent, Experian, First Advantage, LeasingDesk, And Trans Union Falsely Reporting An Eviction On My Record?

Posted by Andrew Weiner | Dec 11, 2020 | 0 Comments

When an eviction shows up on a tenant screening report, it can have devastating consequences.  It oftentimes can mean that a potential landlord is going to deny your application.  But sometimes an eviction shows up in a tenant screening report when the applicant actually has never been evicted.  What then?

A federal law called the Fair Credit Reporting Act applies to tenant screening reports.  When landlords obtain tenant screening reports from consumer reporting agencies like CIC, CoreLogic SafeRent, Experian, First Advantage, LeasingDesk, Trans Union and other tenant screening services, those reports must comply with federal law.  Section 1681e(b) of the Fair Credit Reporting Act generally requires information in tenant screening reports to be accurate.  So, if a tenant screening company is telling a landlord that you have been evicted, when no such thing is true, it may be violating federal law.  

So what can you do about the false information?  You have a few options.  The best thing to do, first, is to reach out to a Fair Credit Reporting Act attorney to discuss your options.  Sometimes the best option is to pursue legal claims against the tenant screening company.  The Fair Credit Reporting Act provides for damages to an individual when he or she has been injured by a tenant screening company.  Sometimes the best option is to dispute the information with the tenant screening company.  To understand what has happened and to determine the proper next steps, contacting a Fair Credit Reporting Act attorney can be helpful.  Many Fair Credit Reporting Act attorneys provide free consultations.

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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