Identity theft victims and active duty military personnel have additional rights. For more infonnation, visit

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1 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 or write to: Consumer Response Center, Room 130-A, Federal Trade Commission, 600 Pennsylvania Ave. N.W., Washington, D.C 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 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 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 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 PTOUT ( ). 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

2 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.

3 This Employer Participates in E-Verify This employer will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (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 terminating your employment. 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. N O T I C E: Federal law requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States. In order to determine whether Form I-9 documentation is valid, this employer uses E-Verify s photo screening tool to match the photograph appearing on some permanent resident and employment authorization cards with the official U.S. Citizenship and Immigration Services (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 (TDD: ). For more information on E-Verify, please contact DHS at:

4 Este Empleador Participa en E-Verify Este empleador le proporcionará a la Administración del Seguro Social (SSA), y si es necesario, al Departamento de Seguridad Nacional (DHS), información obtenida del Formulario I-9 correspondiente a cada empleado recién contratado con el propósito de confirmar la autorización de trabajo. IMPORTANTE: En dado caso que el gobierno no pueda confirmar si está usted autorizado para trabajar, este empleador está obligado a proporcionarle las instrucciones por escrito y darle la oportunidad a que se ponga en contacto con la oficina del SSA y, o el DHS antes de tomar una determinación adversa en contra suya, inclusive despedirlo. Los empleadores no pueden utilizar E-Verify con el propósito de realizar una preselección de aspirantes a empleo o para hacer nuevas verificaciones de los empleados actuales, y no deben A V I S O: La Ley Federal le exige a todos los empleadores que verifiquen la identidad y elegibilidad de empleo de toda persona contratada para trabajar en los Estados Unidos. restringir o influenciar la selección de los documentos que sean presentados para ser utilizados en el Formulario I-9. A fin de poder determinar si la documentación del Formulario I-9 es valida o no, este empleador utiliza la herramienta de selección fotográfica de E-Verify para comparar la fotografía que aparece en algunas de las tarjetas de residente y autorizaciones de empleo, con las fotografías oficiales del Servicio de Inmigración y Ciudadanía de los Estados Unidos (USCIS). Si usted cree que su empleador ha violado sus responsabilidades bajo este programa, o ha discriminado en contra suya durante el proceso de verificación debido a su lugar de origen o condición de ciudadanía, favor ponerse en contacto con la Oficina de Asesoría Especial llamando al (TDD: ). Para mayor información sobre E-Verify, favor ponerse en contacto con la oficina del DHS llamando al:

5 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 TDD for the hearing impaired is In the Washington, D.C., area, please call , TDD Or write to: U.S. Department of Justice Offce of Special Counsel - NYA 950 Pennsylvania Ave., N.W. Washington, DC U.S. Department of Justice Civil Rights Division Offce of Special Counsel for Immigration-Related Unfair Employment Practices

6 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 Departamento de Justicia La línea telefónica para De los Estados Unidos, personas con problemas División de Derechos Civiles de audición, es En Oficina del Consejero Especial Washington, D.C., llame al , o al (personas con problemas de audición), o escríba a la Oficina del Consejero Especial, División de Derechos Civiles, P.O. Box 27728, Washington, DC

This Employer Participates in E-Verify

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