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Original 2026-01-01

Modified 2026-02-28

1 <h2><a>Resources</a>Compliance Laws</h2>

2 <h2>Using FCRA Compliant Background Checks Is Not Enough</h2>

3 <p>Does your background check service help you meet all compliance laws?</p>

4 <p>Laws & Regulations</p>

5 <h2>Employment Background Check Compliance Is Harder Than Ever</h2>

6 <h2>Increasing EEOC Oversight</h2>

7 <p>The EEOC has increased discrimination claims against employers whose screening policies disproportionately affect a protected group.</p>

8 <p><b>TAKEAWAY</b></p>

9 <p>Hiring policies that disproportionately screen out minorities, including people with criminal records, may automatically be considered in violation.</p>

10 <h2>Ultimate Guide ToFCRA Compliance</h2>

11 <h2>New Ban-The-Box Laws</h2>

12 <p>The ban-the-box legal landscape is quickly expanding and often contains provisions that differ from established FCRA procedures and may even turn EEOC guidance into law.</p>

13 <p><b>TAKEAWAY</b></p>

14 <p>What do you do when FCRA, EEOC, and ban-the-box laws conflict? Download this simple decision tree to determine which laws you have to follow to stay compliant.</p>

15 <h2>Guide To ResolvingCompliance Conflict</h2>

16 <h2>Class-Action Lawsuits & Enforcement Actions</h2>

17 <p>With recent FCRA compliance decisions pointing in confusingly different directions, don’t bank on leniency from the courts.</p>

18 <p><b>TAKEAWAY</b></p>

19 <p>Learn from other companies’ background check mistakes-recent class-action lawsuits provide valuable employment screening compliance lessons you can start using today.</p>

20 <h2>Compliance Lessons& Best Practices</h2>

21 <p>Easy to Get Started</p>

22 <h2>GoodHire’s Compliance Expertise Is Unparalleled.</h2>

23 <p>Find out how we can help.</p>

24 <p>Peace of Mind</p>

25 <h2>GoodHire’s Compliance Advantage</h2>

26 <p>We’ve integrated adverse action at the federal, state and local level with easy-to-understand, automated workflows to create the only true end-to-end solution.</p>

27 <p>Automation Where It Matters Most</p>

28 <ul><li><b>Dead-simple adverse action</b>means we’ve automated everything we can to help you make the best hiring decisions.</li>

29 <li><b>Transparent, candidate-centric workflows</b>avoid unexplained delays, increase speed and accuracy, and create deeper relationships with candidates.</li>

30 </ul><p>360° Compliance For Your Peace Of Mind</p>

31 <ul><li><b>Built-in compliance</b>meets federal, state and local laws, even when they conflict, so you don’t have to be a compliance expert.</li>

32 <li><b>Fair hiring protection</b>as adverse action rules and processes are applied consistently and fairly for every candidate.</li>

33 </ul><p>Simply Better</p>

34 <h2>Individualized Assessment With Comments For Context</h2>

35 <ul><li>Federal and state laws discourage employers from screening out applicants based on a criminal record alone.</li>

36 <li>Background check results offer limited details, making it hard to create the individualized assessment needed for Adverse Action.</li>

37 <li>GoodHire Comments for Context stay with a candidate’s GoodHire results forever, so any employer who uses GoodHire will see them.</li>

38 </ul><ul><li>One way to avoid discrimination is to consider the relevance of the record to the job, along with other factors.</li>

39 <li>GoodHire Comments for Context lets candidates add relevant details that help you make fair, individualized hiring decisions.</li>

40 <li>GoodHire provides guidelines to keep the information fact-based and insights-focused.</li>

41 </ul><p>Need to Know</p>

42 <h2>Ban-The-Box Legislation</h2>

43 <p>The grassroots ban-the-box campaign aims to improve the odds of finding employment for people with criminal records by removing the question that asks about criminal convictions from employment applications.</p>

44 <p>Ban-the-box laws typically don’t forbid employers from inquiring about an applicant’s criminal history or from running background checks. However, they can affect the timing of background checks and can make complying with the FCRA-mandated adverse action process trickier.</p>

45 <p>The Fair Credit Reporting Act (FCRA) governs permissible use and Adverse Action, and is enforced by the FTC.</p>

46 <p>EEOC Title VII prohibits employment discrimination based on race, color, religion, sex and national origin.</p>

47 <p>Fair Chance Business Pledge is an Obama White House-led call for the private sector to eliminate hiring barriers for people with criminal records.</p>

48 <p>GoodHire helps employers comply with all local state laws through customized flows & educational resources.</p>

49 <p>GoodHire staff are trained through advanced FCRA courses. Top-notch legal and compliance team.</p>

50 <p>Privacy by Design approach combines respect for users and holistic consideration of regulatory trends.</p>

51 <p>Comments for Context provides employers with details that help you make fair, individualized hiring decisions.</p>

52 <p>GoodHire is SOC 2 Type II-certified for compliance with AICPA’s Trust Service Principles.</p>

53 <h2>Background Checks & Compliance: What Employers Need To Know</h2>

54 <p>You know background checks are important, but there are so many searches to choose from, and so many laws and guidelines to follow! Where do you start? This guide is designed to help you understand the many different types of employment background checks, and when, why, and how to use them legally.</p>

55 <h2>Compliance can be tricky.Find out how we make it simple.</h2>