Dear Orca Clients,

Effective immediately, and in accordance with federal and local guidance, Orca Information has prepared to continue work operations . Our new hours of operations are Monday-Friday from 9:00 AM to 5:00 PM and we will be closed on Saturdays. This will remain in effect until further notice as we continue monitoring the COVID-19 situation.

Our hearts go to those that have been impacted by the ripple effect of COVID-19. We are all in this together and we are looking forward to our continued partnership with you.

Sincerely,
The Orca Pod

Dear Orca Clients,

Effective immediately, and in accordance with federal and local guidance, Orca Information has prepared to continue work operations . Our new hours of operations are Monday-Friday from 9:00 AM to 5:00 PM and we will be closed on Saturdays. This will remain in effect until further notice as we continue monitoring the COVID-19 situation.

Our hearts go to those that have been impacted by the ripple effect of COVID-19. We are all in this together and we are looking forward to our continued partnership with you.

Sincerely,
The Orca Pod

Skip to main content

Background Checks: What Employers Need to Know Tips From the FTC & EEOC

FTC

Once you’ve satisfied all applicable recordkeeping requirements, you may dispose of any background reports you received. However, the law requires that you dispose of the reports – and any information gathered from them – securely. That can include burning, pulverizing, or shredding paper documents and disposing of electronic information so that it can’t be read or reconstructed. For more information, see Disposing of Consumer Report Information? Rule Tells How.

Further Information

To find out more about federal antidiscrimination laws, visit www.eeoc.gov, or call the EEOC toll-free, 800-669-4000 (voice); TTY:

 

EEOC

800-669-6820. The EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, or genetic information. The EEOC investigates, conciliates, and mediates charges of employment discrimination, and also files lawsuits in the public interest. For specific information on:

Preemployment medical inquiries: see Preemployment Disability-Related Questions and Medical Examinations.

Medical inquiries during employment: see Questions and Answers: Enforcement Guidance on Disability-Related Inquiries and Medical Examinations of Employees Under the Americans with Disabilities Act (ADA).

Genetic inquiries, including inquiries about family medical history: see Background Information for EEOC Final Rule on Title II of the Genetic Information Nondiscrimination Act of 2008.

EEOC recordkeeping requirements: see Summary of Selected Recordkeeping Obligations in 29 C.F.R. Part 1602.

Using arrest and conviction records to make employment decisions: see Questions and Answers about EEOC’s Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII.

Whether arrest and conviction records act as an automatic bar to all employment: see Reentry Myth Buster: On Hiring/Criminal Records Guidance.

Background on the EEOC for small businesses: see Get the Facts Series: Small Business Information

 

FOR MORE INFORMATION ON OUR EMPLOYMENT SCREENING SERVICES,

CONTACT US AT:  ORCA INFORMATION, DANIELLE,

800-341-0022, EXT. 1111,

Danielle@orcainfo-com.comwww.orcainformation.com

Leave a Reply