How can DWT help?
This advisory bulletin is intended to provide you with a brief overview of the FCRA and its application in the employment context. Although the recent amendments give employers greater flexibility in conducting workplace investigations, other types of consumer reports (e.g., pre-employment background checks by third parties) are still subject to the FCRA’s notice and consent provisions. Employers, particularly those who rely on third-parties to screen applicants and investigate instances of misconduct, should consider the effect the FCRA may have on their current policies and practices. Davis Wright Tremaine’s employment attorneys can help you understand your obligations under the FCRA and assist you in ensuring that your policies, procedures and investigative practices comply with the FCRA. For further information, please contact the authors or your usual DWT employment law attorney: Kathy Dent, Portland, (503) 778-5338, kathydent@dwt.com Sheehan Sullivan, Seattle, (206) 903-3978, she
