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March 2011 issue  
In This Issue:
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Introduction From The Editor

This edition of our monthly e-newsletter includes “Employer Requirements for Notifying Disqualified Applicants”, an informative article on the FCRA’s requirements for employers when an applicant has been disqualified.  When an applicant is disqualified from employment based on the results of their background check, employers must adhere to the pre-adverse action process established by the Federal Government.  Learn the best methods for compliance with the pre-adverse action process while avoiding costly fines for violating this statute.  

Our legal alert covers the Red Flag Program Clarification Act of 2010, which now requires businesses and organizations nationwide to maintain an Identity Theft Prevention Program, including a written policy. 

Finally, our tip of the month focuses on preventing applicant substance abusers from delaying pre-employment drug screening in order to “flush” traces of illegal substances out of their body. 

Please forward our e-newsletter to friends and colleagues who may benefit from our published information.


Cody Farzad,
Director of Operations/Editor

By Khodadawd “Cody” J. Farzad
What must be done if a company decides not to hire an applicant based on the results of their background report? Do you notify the applicant via phone and tell them they are no longer a candidate for the position or do you simply move on, waiting for them to...Read More

By Khodadawd “Cody” J. Farzad
Washington, DC - The House of Representative’s passed the Red Flag Program Clarification Act of 2010 to clarify a burdensome regulation by the Federal Trade Commission (FTC) which would have...Read More

By Khodadawd “Cody” J. Farzad
We have many clients who conduct drug testing on all new employees as part of the background screening process. Common sense would tell an employer to...Read More

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