1. Purpose and scope
Screening supports informed hiring, assignment, and access decisions. Requirements may differ for residential service, driving, financial responsibility, management, data access, or a customer contract. A background report is one part of the decision and is not a guarantee of future conduct.
2. Screening process
When appropriate for a role, screening may include identity and address validation, relevant criminal-history records, employment or credential verification, and driving records for driving duties. We request only information reasonably related to the position or engagement and use a qualified screening service when a third-party consumer report is required.
Additional or renewed screening may occur when permitted by the individual's authorization, the governing relationship, customer requirements, or applicable law. Tri State Enterprise does not publish an individual's report to customers or other applicants.
3. How information is considered
We consider the nature and gravity of the information, its age, its relationship to the responsibilities and access involved, evidence of rehabilitation or correction, and applicable legal restrictions. We apply screening standards consistently and do not use background information to discriminate on a basis protected by law.
4. Fair Credit Reporting Act process
When Tri State Enterprise obtains a consumer report from a third-party reporting company for employment purposes, the Fair Credit Reporting Act (FCRA) process applies. Tri State Enterprise will:
- provide a clear, stand-alone disclosure before obtaining the report;
- obtain the applicant's or worker's written authorization;
- certify the permissible purpose and required compliance to the reporting company;
- before taking adverse action based in whole or in part on the report, provide a copy of the report and the current Summary of Your Rights Under the Fair Credit Reporting Act and allow a reasonable opportunity to review or dispute the information; and
- after a final adverse action, provide the notices required by law, including the reporting company's contact information, a statement that the reporting company did not make the decision, and applicable report and dispute rights.
Other screening that is not a consumer report for employment purposes is handled under the law and authorization applicable to that process.
5. Applicant and worker rights
- Receive required disclosures before a covered report is ordered.
- Choose whether to authorize the report, subject to the requirements of the role and applicable law.
- Review a covered report before a report-based adverse decision is final.
- Dispute incomplete or inaccurate information with the reporting company.
- Provide context or supporting records for an individualized review.
- Receive required adverse-action notices and exercise rights without unlawful retaliation.
6. Privacy and records
Screening records are restricted to authorized people with a legitimate hiring, assignment, safety, legal, or audit need. Records are retained and disposed of according to applicable law and business requirements. Reports are not used for unrelated marketing or public profiling.
7. Customer questions
Customers may ask whether an assigned service professional has met the requirements currently applicable to that role. For privacy and safety, Tri State Enterprise does not provide an individual's report, Social Security number, date of birth, or other screening details.