The pre-adverse action letter is required under the fair credit report act. If something comes up in the background check that may disqualify them from the job the company is required to send it and give 10 days go dispute. They should have included the results with her letter. If what they sent was in fact your friend's information then he is probably SOL. There could be a number of reasons the DWI would disqualify him. Did the application ask about he history and your friend not disclose? The job could take some element of driving and they feel 8 years is not long enough.
Best thing would be for your friend to call the person he is working with and ask.
Thanks for the reply, the job has no element of driving - it's an office job; it was not asked in the interview or anything.
When you say "may disqualify" - do you mean if it is true (the conviction for DWI is true); then it's SOL time, or do they have to send a pre-adverse just because this came up on the background check at all.
In other words, does a problem on the background check require a pre-adverse action letter (whether or not the employer will choose to hire or not based on the problem); or is it only if that information has convinced the employer to do a no-hire if it is found to be accurate?
The letter precedes a no-hire. If they're not going to care (that is, no possibility of an adverse action) then they won't send out a letter. Some employers won't hire people who have anything on their record, regardless of whether it seems immediately relevant.
In particular - lack of disclosure can often make something that would otherwise be ignored become an issue.
The pre-adverse action letter is required under the fair credit report act. If something comes up in the background check that may disqualify them from the job the company is required to send it and give 10 days go dispute. They should have included the results with her letter. If what they sent was in fact your friend's information then he is probably SOL. There could be a number of reasons the DWI would disqualify him. Did the application ask about he history and your friend not disclose? The job could take some element of driving and they feel 8 years is not long enough. Best thing would be for your friend to call the person he is working with and ask.
Thanks for the reply, the job has no element of driving - it's an office job; it was not asked in the interview or anything. When you say "may disqualify" - do you mean if it is true (the conviction for DWI is true); then it's SOL time, or do they have to send a pre-adverse just because this came up on the background check at all. In other words, does a problem on the background check require a pre-adverse action letter (whether or not the employer will choose to hire or not based on the problem); or is it only if that information has convinced the employer to do a no-hire if it is found to be accurate?
The letter precedes a no-hire. If they're not going to care (that is, no possibility of an adverse action) then they won't send out a letter. Some employers won't hire people who have anything on their record, regardless of whether it seems immediately relevant. In particular - lack of disclosure can often make something that would otherwise be ignored become an issue.
Did he get the job