I was offered a job contingent upon a background check including conflicts of interest. The background company searched, using only first and last name (no middle or ssn), through court records and discovered that someone with the same name as me has filed (as plaintiff) a case and flagged me. They alerted the employer that I had a "flag," knowing that a flag would deny me employment, and did no further research to make sure I was the right person. If I can't get this cleared up in time I will lose my job. If that happens, can I sue the background check company for their obviously deficient procedures which have wrongly identified me? (This is not information that comes up in a normal background check, so I can't just get the records changed). Thanks.
Administrative Law Lawyer
Unless the facts and circumstances of your potential employment are covered by California Civil Code section 1786.18 (not discernible from your post), then you are unlikely to be able to successfully sue the reporting agency for any conduct relating to searches of public records for info about persons with your first and last name.
All lawsuits are founded upon allegations of a breach of duty alleged to be owed by the defendant to the plaintiff. Except in some very limited circumstances, largely codified at Civ Code §1786 and labor Code § 432, the law has created few duties of performance owed by reporting agencies to the subject of a report. Very likely the contractual agreement between the prospective employer and the reporting vendor specifies the likelihood of errors given the depth of search requested and paid for, and disclaims liability to the employer who has the option to dig deeper or to exercise at will powers of employment and hire workers whose names do not have flags. It's not a sound business practice, and it likely costs the employer a number of worthy employees, but it may not be unlawful since it is not specifically prohibited (and Labor Code § 432.7 does not appear to apply).
I will be interested (and hopeful) to see whether other CA attorneys can construct a better analysis with a different result as it seems that the present state of the law is about where we were re credit checks back in the sixties, with equally serious and unfair abuses.
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Divorce / Separation Lawyer
Maybe, kinda, sort of iffy. I could frame up a lot of technical potential cause of action and it’s not an impossibility to prevail although it’s probably not likely. Your potential employer simply didn’t provide much information and the background check company worked the information received from your potential employer. It’s a possibility, but I don’t think you’ll find a sharp experienced attorney to take the case on a contingent fee. This is going to be strictly by the hour case. I would anticipate your chances of success at less than 10%.
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Employment / Labor Attorney
The laws which govern consumer reports for employee background checks are very technical and made even more confusing because the law now limits what kind of employers can obtain such reports and for whom (Cal. Labor Code, section 1024.5). You should start by checking to see if the job your were applying for is one which permits the use of consumer reports under this code section.
Employers permitted to use such reports to conduct background checks have certain defined obligations, if you are denied employment, which i will not go into here. If the law has been violated, there are damages which can be obtained. I do not usually refer askers to specific attorneys on Avvo but will make an exception because I only know of one attorney who has made a specialty suing employers and consumer reporting agencies who do not handle these matters correctly. Try contacting Devin H. Fok, who is located in Alhambra. He knows these laws better than anyone.
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Family Law Attorney
A better bet would be simply to clear this up with the employer. It should be fairly simple to prover that was not you.
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