Summary of rights - Department of Public Utilities

A Summary of Your Rights Under the Fair Credit Reporting Act
The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, faimess, and privacy of information in the files of consumer
reporting agencies. There are many types of consumer reporting agencies, including credit bureaus and specialty agencies (such as
agencies that sell information about check writing histories, medical records, and rental history records). Here is a summary of your
major rights under the FCRA. For more information, including information about additional rights, go to www.ftc.gov/credit or
write to:
Consumer Response Center, Room 130-A, Federal Trade Commission,
600 Pennsylvania Ave. N.W., Washington, D.C. 20580.
• You must be told if information in your file has been used against you. Anyone who uses a credit report or another type of
consumer report to deny your application for credit, insurance, or employment- or to take another adverse action against you- must
tell you, and must give you the name, address, and phone number of the agency that provided the information.
• You have the right to know what is in your file. You may request and obtain all the information about you in the files of a
consumer repOiting agency (your "file disclosure"). You will be required to provide proper identification, which may include your
Social Security number. In many cases, the disclosure will be free. You are entitled to a free file disclosure if:
o a person has taken adverse action against you because of information in your credit report;
o you are the victim of identify theft and place a fraud alert in your file;
o your file contains inaccurate information as a result of fraud;
o you are on public assistance;
o you are unemployed but expect to apply for employment within 60 days.
o In addition, by September 2005 all consumers will be entitled to one free disclosure every 12 months upon request from each
nationwide credit bureau and from nationwide specialty consumer reporting agencies. See www.ftc.gov/credit for additional
information.
• You have the right to ask for a credit score. Credit scores are numerical summaries of your credit-worthiness based on
information from credit bureaus. You may request a credit score from consumer reporting agencies that create scores or distribute
scores used in residential real property loans, but you will have to pay for it. In some mortgage transactions, you will receive credit
score information for fi·ee from the mortgage lender.
• You have the right to dispute incomplete or inaccurate information. If you identify information in your file that is incomplete or
inaccurate, and report it to the consumer repmting agency, the agency must investigate unless your dispute is frivolous. See
www.ftc.gov/credit for an explanation of dispute procedures.
• Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information. Inaccurate,
incomplete or unverifiable infom1ation must be removed or corrected, usually within 30 days. However, a consumer reporting agency
may continue to report information it has verified as accurate.
• Consumer reporting agencies may not report outdated negative information. In most cases, a consumer repmting agency may
not report negative information that is more than seven years old, or bankruptcies that are more than 10 years old.
• Access to your file is limited. A consumer reporting agency may provide information about you only to people with a valid need-usually to consider an application with a creditor, insurer, employer, landlord, or other business. The FCRA specifies those with a
valid need for access.
• You must give your consent for reports to be provided to employers. A consumer reporting agency may not give out information
about you to your employer, or a potential employer, without your written consent given to the employer. Written consent generally is
not required in the trucking industry. For more information, go to www.ftc.gov/credit.
• You may limit "prescreened" offers of credit and insurance you get based on information in
your credit report. Unsolicited "prescreened" offers for credit and insurance must include a toll-free phone number you can caii if
you choose to remove your name and address from the lists these offers are based on. You may opt-out with the nationwide credit
bureaus at 1-888-5-0PTOUT (1-888-567-8688).
• You may seek damages from violators. If a consumer reporting agency, or, in some cases, a user of consumer reports or a fumisher
of information to a consumer reporting agency violates the FCRA, you may be able to sue in state or federal court.
• Identity theft victims and active duty military personnel have additional rights. For more infonnation, visit www.ftc.gov/credit.
Frequently Asked Questions about Background Checks
Why is the Department of Utilities running background checks?
The Department of Utilities strives to provide a safe working environment for our citizens, employees and
visitors. This is a safeguard that has become a common employment practice at many government and related
entities. In fact, state legislation requires background checks for many employees whose jobs involve working
with minors.
What types of background checks are done? (Criminal history? Credit check? Job references?)
The policy only refers to screening for a history of criminal convictions. Depending on the nature of job duties,
a credit check may be performed, and a separate consent form will be provided. The Department's employment
application process has always included- and ·will continue to include- checking previous employment, as
well as educational history and driving record for certain positions.
Who will see information?
The Department of Public Utilities values the privacy of cunent and potential employees. Information obtained
through background checks will be treated confidentially and with the utmost respect. Typically, the Human
Resources Manager, will be the only person to receive the information. If the information raises any doubts
about the individual's employment or continued employment, the HR director will confer with the hiring
manager and/or appropriate Department Head to determine ifthe conviction is relevant.
What will happen if a conviction appears for a current employee?
If a conviction appears which is not relevant to the job- and the employee didn't make false statements about it
on the employment application- nothing will happen. If a conviction is- or may be- relevant to the job, the
HR director will confer with the Department's Director and/or the Manager. Before any decision is made
regarding continued employment, the HR director will meet with the employee to discuss the situation, and give
him/her the opportunity to provide additional information that could impact the decision.
What will happen if a relevant conviction appears for an applicant?
In that case the HR director will inform the Department Director that the background check contains an "alert"
which makes the applicant unsuitable for employment at the Department of Public Utilities. The HR director
will also contact the applicant, providing a copy of the report (in accordance with the Fair Credit Reporting Act)
and will inforn1 the individual that s/he will have three business days to conclusively demonstrate the
inaccuracy of the information obtained in a background check, after which time an employment decision may
be made.
What kinds of convictions would be considered relevant?
Any crime that suggests an employee could pose potential danger to employees and citizens of the Department
of Public Utilities.
What will happen if the report shows an arrest but no conviction?
Nothing. Only criminal convictions, guilty pleas and pleas of no contest will be included in the background
search.
What happens if an applicant or current employee didn't list a conviction on the job application?
Making false statements on an employment application are grounds for termination.
What if an applicant or employee doesn't want to authorize a background check?
An employer can require authorization as a condition of new or continued employment. This policy has made
background checks a condition of employment with the Department of Public Utilities. If an applicant or
employee refuses to authorize a background check, he/she will no longer be able to continue working at the
Department of Public Utilities.
This Employer
Participates in E-Verify
This employer will provide the Social Security Administration
In order to determine whether Form I-9 documentation is valid,
(SSA) and, if necessary, the Department of Homeland Security
this employer uses E-Verify’s photo screening tool to match
(DHS), with information from each new
employee’s Form I-9 to confirm work
authorization.
IMPORTANT: If the Government cannot
confirm that you are authorized to work,
this employer is required to provide you
written instructions and an opportunity
to contact SSA and/or DHS before taking
adverse action against you, including
the photograph appearing on some
N O T I C E:
permanent resident and employment
Federal law requires
all employers
to verify the identity and
employment eligibility
of all persons hired to work
in the United States.
Citizenship and Immigration Services’
terminating your employment.
authorization cards with the official U.S.
(USCIS) photograph.
If you believe that your employer has
violated its responsibilities under this
program or has discriminated against
you
during
the
verification
process
based upon your national origin or
citizenship status, please call the Office of Special Counsel at
Employers may not use E-Verify to pre-screen job applicants or
to re-verify current employees and may not limit or influence the
choice of documents presented for use on the Form I-9.
For more information on E-Verify,
please contact DHS at:
1-888-464-4218
1-800-255-7688 (TDD: 1-800-237-2515).
Este Empleador
Participa en E-Verify
restringir o influenciar la selección de los documentos que sean
Este empleador le proporcionará a la Administración del Seguro
presentados para ser utilizados en el Formulario I-9.
Social (SSA), y si es necesario, al Departamento de Seguridad
Nacional (DHS), información obtenida
A fin de poder determinar si la
del Formulario I-9 correspondiente a
documentación del Formulario I-9 es
cada empleado recién contratado con el
valida o no, este empleador utiliza la
propósito de confirmar la autorización de
La Ley Federal le exige a
herramienta de selección fotográfica de
trabajo.
E-Verify para comparar la fotografía que
todos los empleadores
aparece en algunas de las tarjetas de
IMPORTANTE: En dado caso que el gobierno
que verifiquen la identidad y
residente y autorizaciones de empleo, con
no pueda confirmar si está usted autorizado
elegibilidad de empleo
las fotografías oficiales del Servicio de
para trabajar, este empleador está obligado
de toda persona contratada
Inmigración y Ciudadanía de los Estados
a proporcionarle las instrucciones por escrito
Unidos (USCIS).
y darle la oportunidad a que se ponga en
para trabajar en
contacto con la oficina del SSA y, o el DHS
los Estados Unidos.
Si usted cree que su empleador ha violado
antes de tomar una determinación adversa
sus responsabilidades bajo este programa,
en contra suya, inclusive despedirlo.
o ha discriminado en contra suya durante el proceso de verificación
debido a su lugar de origen o condición de ciudadanía, favor ponerse
Los empleadores no pueden utilizar E-Verify con el propósito de
en contacto con la Oficina de Asesoría Especial llamando al 1-800realizar una preselección de aspirantes a empleo o para hacer
255-7688 (TDD: 1-800-237-2515).
nuevas verificaciones de los empleados actuales, y no deben
A V I S O:
Para mayor información sobre E-Verify, favor ponerse
en contacto con la oficina del DHS llamando al:
1-888-464-4218
IF YOU HAVE THE RIGHT TO WORK,
Don’t let anyone take it away.
If you have a legal right to
work in the United States,
there are laws to protect
you against discrimination
in the workplace.
You should know that –
No employer can deny you
a job or fire you because of
your national origin.
Unless mandated by law
or government contract,
employers cannot require
you to be a U.S. Citizen or
permanent resident or
refuse any legally acceptable
documents.
If any of these things have
happened to you, you may
have a valid charge of
discrimination that can be
filed with the OSC. Contact
the OSC for assistance in
your own language.
Call 1-800-255-7688. TDD
for the hearing impaired is
1-800-237-2515.
In the Washington, D.C.,
area, please call
202-616-5594, TDD
202-616-5525
Or write to:
U.S. Department of Justice
Office of Special Counsel - NYA
950 Pennsylvania Ave., N.W.
Washington, DC 20530
U.S. Department of Justice
Civil Rights Division
Office of Special Counsel for
Immigration-Related Unfair
Employment Practices
SI USTED TIENE DERECHO A TRABAJAR,
no deje que nadie se lo quite.
Si tiene derecho a trabajar
legalmente en los Estados
Unidos, existen leyes para
protegerlo contra la discriminación en el trabajo.
Debe saber que –
Ningún patrón puede negarle
trabajo, ni puede despedirlo, debido
a su país de origen o su condición
de inmigrante.
En la mayoría de los casos, los
patrones no pueden exigir que usted
sea ciudadano de los Estados Unidos
o residente permanente o negarse a
aceptar documentos válidos por ley.
Si se ha encontrado en
cualquiera de estas situaciones, usted podría tener una
queja válida de discriminación.
Comuníquese con OSC para
obtener ayuda en español.
Llame al 1-800-255-7688.
Departamento de Justicia
La línea telefónica para
De los Estados Unidos,
personas con problemas
División de Derechos Civiles
de audición, es
1-800-237-2515. En
Oficina del Consejero Especial
Washington, D.C., llame al
202-616-5594, o al
202-616-5525 (personas
con problemas de audición), o
escríba a la Oficina del
Consejero Especial, División de
Derechos Civiles, P.O. Box 27728,
Washington, DC 20038-7728.