Background Screening Compliance

Global Background Screening, LLC ("GBS") is a consumer reporting agency (CRA) providing background screening services for employment, tenant screening, contractors, volunteers, self-screening, and other legally permissible purposes in the United States and internationally.

Background screening is governed by a combination of federal, state, local, and international laws. GBS provides screening technology, procedures, forms, consumer-rights processes, and compliance-support tools designed to help organizations conduct background checks responsibly.

Compliance requirements vary based on the purpose of the background check, applicant location, employer or property location, industry, type of information requested, and applicable jurisdiction.

GBS does not make hiring, leasing, credentialing, or other eligibility decisions for customers.

Fair Credit Reporting Act (FCRA)

Global Background Screening operates as a consumer reporting agency when providing consumer reports subject to the federal Fair Credit Reporting Act. The FCRA establishes requirements governing the collection, preparation, disclosure, use, accuracy, and dispute of consumer report information.

Employer Responsibilities

For employment screening, organizations generally have responsibilities that may include:

·         Having a legally permissible purpose for obtaining a consumer report

·         Providing the applicant or employee with the required disclosure

·         Obtaining authorization before requesting the report

·         Providing required federal, state, or local notices

·         Following applicable pre-adverse and adverse action procedures when information in a consumer report influences a decision

·         Providing consumers with required notices and access to dispute inaccurate or incomplete information

GBS supports these processes through applicant authorization workflows, electronic documentation, secure report delivery, consumer report access, adverse-action tools, and dispute and re-investigation procedures.

Employers may also review the GBS FCRA Compliance Agreement and our broader Employment Background Check Services page.

Consumer Report Accuracy

GBS maintains procedures designed to support the accuracy and integrity of consumer reports. Background screening information may originate from courts, government agencies, educational institutions, employers, licensing bodies, motor vehicle agencies, international record sources, and other authorized data providers.

Where required, potentially reportable information may be verified at an appropriate originating or primary source before being included in a consumer report.

Consumers who believe information in a GBS report is inaccurate or incomplete can use our Applicant Report Requests & Disputes page.

Disclosure & Authorization

Before requesting an employment consumer report, employers generally must provide the individual with an appropriate disclosure and obtain authorization as required by applicable law.

GBS provides electronic consent and authorization workflows that allow applicants to securely complete required forms and provide information necessary to perform the requested screening.

Depending on the applicant's location, screening purpose, or search being performed, additional state, local, federal, or country-specific forms may be required. Customers remain responsible for determining which notices and disclosures apply to their organization and intended use.

Permissible Purpose

Consumer reports cannot be obtained simply because an organization wants information about an individual. Customers requesting consumer reports through GBS must have a legally permissible purpose applicable to the report being requested.

Common permissible screening purposes may include:

·         Employment

·         Tenant or housing screening

·         Contractor screening

·         Volunteer screening

·         Certain business transactions

·         Consumer-requested or self-screening purposes

·         Other purposes permitted by applicable law

GBS may require customers to identify their screening purpose and may restrict access to particular products based on the intended use. Customer accounts may also be subject to credentialing or verification before certain consumer-reporting services are made available.

Adverse Action

When an employer or other authorized user considers taking an adverse action based in whole or in part on information contained in a consumer report, additional FCRA requirements may apply.

Pre-Adverse Action

Before a final employment decision is made, the employer generally provides the individual with materials such as:

·         A pre-adverse action notice

·         A copy of the consumer report relied upon

·         A copy of the applicable Summary of Rights under the Fair Credit Reporting Act

The individual must be given an opportunity to review the report and dispute inaccurate or incomplete information before the employer finalizes the decision.

Final Adverse Action

If the employer makes a final adverse decision after completing the applicable process, the employer generally provides an adverse action notice containing the information required by law.

GBS provides adverse-action workflow tools to help customers manage this process. State and local laws may impose additional requirements, waiting periods, notices, individualized assessments, or restrictions.

For additional educational guidance, read our Adverse Action Notice Requirements article.

Consumer Rights & Disputes

Consumers have important rights regarding information maintained and reported by consumer reporting agencies. Depending on applicable law, these rights may include the ability to:

·         Request a copy of a consumer report or file

·         Know which information has been reported

·         Dispute information believed to be inaccurate or incomplete

·         Submit documentation supporting a dispute

·         Receive the results of a reinvestigation

·         Receive corrected or updated information where appropriate

·         Exercise applicable privacy and data-protection rights

Global Background Screening does not make employment or rental decisions. Those decisions are made by the organization that requested the report.

Applicants can request a report or start a dispute through Applicant Report Requests & Disputes.

Supporting documents may be sent through the Secure Upload Portal.

Equal Employment Opportunity & Criminal Records

Compliance with the FCRA does not replace an employer's responsibilities under employment discrimination laws. Employers using criminal records should consider applicable Equal Employment Opportunity Commission guidance and relevant federal, state, and local laws.

Criminal-history policies should be applied consistently and should not unlawfully discriminate. Depending on the circumstances and jurisdiction, relevant considerations may include:

·         The nature and gravity of an offense

·         The amount of time that has passed

·         The nature of the job

·         The relationship between the record and the position

·         Evidence provided by the applicant

·         State or local individualized-assessment requirements

Learn more about the screening products employers may use on our Criminal Background Checks page.

State & Local Background Check Laws

Background screening requirements can vary substantially by state, county, and city. Depending on the jurisdiction, laws may regulate:

·         When criminal history may be requested or considered

·         When a background check may be conducted

·         How far back certain information may be reported or considered

·         Arrest and non-conviction information

·         Sealed or expunged records

·         Credit reports

·         Individualized assessments

·         Pre-adverse and adverse action procedures

·         Required state or local notices

·         Tenant screening

·         Cannabis-related records

·         Fair Chance or Ban-the-Box requirements

Because these requirements can depend on the applicant's location, employer location, job location, screening purpose, and type of record, customers should evaluate jurisdiction-specific requirements before conducting or acting upon a background check.

GBS evaluates reportability and screening requirements as part of its operations, but customers remain responsible for the legality of their employment, housing, or other decision-making processes.

International Background Screening Compliance

International background checks cannot be treated as a single universal search. Every country has different rules governing criminal-record access, employment screening, privacy, consent, data transfers, identification documents, police certificates, employment and education verification, credit information, right-to-work information, data retention, and sensitive personal information.

GBS provides screening services across 180+ countries and territories, with available services, pricing, documentation requirements, and estimated turnaround times displayed by country where available.

Some jurisdictions allow direct court or government-source research. Others require candidate documentation, local authorization, government certificates, or other country-specific procedures. A global sanctions or watchlist search is not a substitute for a country-specific criminal background check.

For a deeper country-by-country overview, visit our International Background Check Compliance Guide.

You can also begin with our International Background Screening options from the main GBS website.

GDPR & European Data Protection

Background checks involving individuals in the European Union, European Economic Area, United Kingdom, and certain other jurisdictions may be subject to privacy and data-protection requirements in addition to employment law.

GBS maintains policies and procedures addressing international personal-data processing, including transparency, data-subject requests, appropriate cross-border transfer safeguards, and country-specific screening restrictions where applicable.

For details about GBS privacy practices, international transfers, and EU/UK representative information, review the Privacy Policy.

Data Privacy Framework

GBS's Privacy Policy describes participation in applicable U.S. Department of Commerce Data Privacy Framework programs governing qualifying transfers of personal data between the United States and participating jurisdictions.

For current scope, status, dispute mechanisms, and applicable privacy rights, refer to the GBS Privacy Policy and the official Data Privacy Framework materials.

Read the current Global Background Screening Privacy Policy.

California Privacy

California residents may have additional privacy rights depending on the information involved and the law governing the particular processing activity.

GBS maintains a dedicated California Privacy Policy describing applicable disclosures and rights.

Motor Vehicle Records & Driver Information

Motor vehicle records are subject to specific federal and state restrictions. Customers requesting motor vehicle reports through GBS must have an appropriate permissible purpose and must use driver information only as authorized by applicable law, including the Driver's Privacy Protection Act and applicable state requirements.

Additional authorization or credentialing requirements may apply depending on the screening purpose and jurisdiction.

MVR reports are among the services available through our Employment Background Check Services page.

Credit Reports

Employment and tenant credit reports are subject to restrictions under federal and state law. Credit-related products are made available only for applicable permissible purposes and may require additional credentialing or documentation.

Some jurisdictions restrict or prohibit the use of credit information for employment or housing decisions. Customers are responsible for determining whether a requested credit product may legally be used for their intended purpose and jurisdiction.

Drug Testing Compliance

GBS provides drug-testing services through authorized testing networks and laboratories where available. Drug-testing requirements may vary according to federal regulations, state law, industry, job classification, Department of Transportation requirements, employer policy, cannabis laws, and applicant or employee location.

GBS facilitates testing services but does not establish an employer's drug-testing policy or determine employment eligibility.

Drug testing is included among the available services on our Employment Background Check Services page.

Healthcare & Sanctions Screening

Healthcare organizations may have additional screening obligations based on licensing, reimbursement, exclusion, sanctions, or regulatory requirements. GBS offers healthcare-related screening products that may include sanctions and exclusion searches where applicable.

The exact screening requirements depend on the organization, position, funding source, licensing authority, and jurisdiction.

Healthcare sanctions screening is also listed among our Employment Background Check Services.

Tenant Screening Compliance

Tenant screening reports may also constitute consumer reports under the FCRA. Landlords and property managers using consumer reports must have a permissible purpose and must follow applicable consumer-reporting requirements.

Housing providers should also consider federal, state, and local requirements relating to criminal-history policies, credit information, eviction information, adverse action, fair housing, applicant notices, and local tenant-screening restrictions.

GBS provides tenant screening information but does not make rental decisions.

For general ordering options and screening information, visit Global Background Screening.

Electronic Signatures & Consent

GBS uses electronic documentation and consent processes designed to support legally recognized electronic transactions. Electronic forms may be used for applicant disclosures, authorizations, certifications, and other screening-related documentation where permitted.

Audit information associated with electronic documents may include timestamps and other records of document activity.

Data Security

Background screening involves sensitive personal information. GBS maintains security measures designed to protect applicant and customer data during collection, transmission, storage, and access.

Security measures described within GBS security documentation include controls related to encryption, authentication, user access, secure document collection, auditability, data-access restrictions, and operational security.

For additional technical and operational information, visit Security & Data Protection.

Applicant Identity & Secure Collection

GBS uses secure applicant workflows to collect the information necessary to perform ordered services. Depending on the product and jurisdiction, applicants may be asked to provide:

·         Full legal name

·         Date of birth

·         Social Security number or other national identification information

·         Address history

·         Government-issued identification

·         Passport information

·         Employment or education history

·         Signed authorizations

·         Country-specific documents

GBS limits collection and use of personal information according to the screening purpose, applicable requirements, and services being performed.

Applicants can securely provide supporting documentation through the Secure Upload Portal.

Customer Credentialing & Access Controls

Not every background screening product is available to every user. Certain consumer-reporting products may require business verification, permissible-purpose certification, signed agreements, or additional credentialing before access is provided.

GBS may restrict, suspend, or terminate access where appropriate to protect consumer information and comply with applicable requirements. Customers are responsible for limiting access to reports to authorized personnel with a legitimate business need.

Record Sources & Verification

Background screening information may be obtained from different sources depending on the jurisdiction and service ordered. Sources can include:

·         County and state courts

·         Federal courts

·         Police or government authorities

·         Motor vehicle agencies

·         Educational institutions

·         Current or former employers

·         Professional licensing authorities

·         Government sanctions and exclusion databases

·         Credit or financial information providers

·         International courts and government agencies

·         Authorized local research providers

Record availability differs substantially by jurisdiction. A national or multi-jurisdiction criminal database should not be interpreted as a complete search of every court or every criminal record in the United States. GBS may use source-level verification or supplemental searches where appropriate to support accurate reporting.

For additional context about criminal screening products, visit Criminal Background Checks.

Global Background Screening Does Not Make Decisions

GBS provides information and screening services. We do not:

·         Decide whether an applicant should be hired

·         Decide whether an employee should be terminated

·         Decide whether a tenant should be approved

·         Establish an employer's criminal-history policy

·         Determine whether a criminal record is job-related

·         Provide legal advice to customers or applicants

The organization requesting the report is responsible for its final decision and for ensuring that its decision complies with applicable law.

Compliance Resources

·         Applicant Rights & Report Requests

·         Privacy Policy

·         California Privacy Policy

·         Security & Data Protection

·         Terms of Use

·         International Background Check Compliance Guide

·         Adverse Action Notice Requirements

·         Employment Background Check Services

·         Criminal Background Checks

·         Background Check FAQ

·         Company Facts & Credentials

Frequently Asked Compliance Questions

Is Global Background Screening a consumer reporting agency?

Yes. Global Background Screening, LLC operates as a consumer reporting agency when providing consumer reports governed by the Fair Credit Reporting Act.

Are GBS background checks FCRA compliant?

GBS maintains consumer-reporting procedures and workflows designed to support compliance with applicable FCRA requirements. Compliance also depends on the customer having a permissible purpose and properly following disclosure, authorization, adverse-action, and other requirements applicable to its use of the report.

Does GBS obtain applicant consent?

GBS provides electronic applicant authorization and consent workflows. The exact disclosure and authorization requirements depend on the screening purpose and jurisdiction.

Does GBS make hiring decisions?

No. GBS provides consumer reports and screening information. The employer or other organization requesting the report makes the final decision.

Can an applicant dispute a GBS background check?

Yes. Consumers may contact GBS to dispute information they believe is inaccurate or incomplete and may submit supporting documentation through the applicant dispute process.

Does GBS support adverse action?

Yes. GBS provides workflow support for pre-adverse and adverse-action processes. The employer or other report user remains responsible for determining when adverse-action procedures apply and for complying with applicable federal, state, and local requirements.

Does the FCRA apply to international background checks?

U.S. consumer-reporting requirements may apply to a U.S.-regulated screening purpose even when some underlying research occurs internationally. International searches may also be subject to privacy, employment, criminal-record, and data-transfer laws in the countries involved.

Does GDPR apply to international background checks?

GDPR and related European privacy rules may apply depending on the individual, organizations involved, location, processing activity, and data-transfer circumstances. Country-specific employment and criminal-record laws may impose additional restrictions.

Does GBS provide legal advice?

No. GBS provides background screening services, compliance-support tools, and general educational information. Customers should consult qualified legal counsel regarding their specific legal obligations.

Compliance Disclaimer

Background screening laws change frequently and can vary based on federal, state, local, international, industry-specific, and fact-specific requirements.

Information provided by Global Background Screening is intended to support informed screening practices but does not constitute legal advice or guarantee that a customer's screening program satisfies every law applicable to that customer.

Customers are responsible for establishing a legally permissible screening program, determining what information may be requested and considered, and making their own employment, housing, contracting, licensing, or other decisions.