2012年カリフォルニア州で新たに施行される法律シリーズ その2
Credit Reports取得の制限だ。
バックグランドチェックでCredit Reportの情報を取得することを行ってきた会社は多いかもしれない。しかし、今年からはクレジットレポートの取得が許されるポジションが大幅に制限される。
具体的には下記の８つのカテゴリーでのみCredit Reportsのバックグランドチェックが可能と考えられる。
また取得したレポートは従業員本人に公開することが求められる。
普通の会社であれば下記のようなポジションが主な対象ポジションだろう。
1.マネジメントのポジション
2.会社の銀行口座、クレジットカード、振込み等の仕事を行うポジション、あるいは会社の金融機関等の契約を行うポジション。
3.企業機密にアクセスできるポジション
4.常に10,000ドル以上のキャッシュにアクセスするポジション
•Positions with the state Department of Justice
•Sworn peace officers or other law enforcement personnel
•Managerial positions, i.e., employees who qualify for the executive exemption under California wage and hour law
•Positions where the information sought in the credit report must be revealed by law
•Positions (other than the regular solicitation of credit card applications at a retail establishment) that involve regular access to all of the following personal information of any one person: bank or credit card account information, Social Security number, and date of birth
•Positions requiring the employee to be a named signatory on the employer’s bank or credit card, transfer money on the employer’s behalf or be authorized to enter into financial contracts on behalf of the employer
•Positions involving access to trade secrets, as defined
•Positions that involve regular access to $10,000 or more in cash of the employer, a client or a customer
▼英語での情報は下記より
Credit Reports (AB 22)
AB 22 imposes significant restrictions on an employer’s ability to obtain a credit report for employment purposes. It generally permits employers that are seeking to fill only specific, identified exempt positions to obtain and use credit reports to screen applicants or current employees. The use of the credit reports in other occupations generally is prohibited.
Further, employers will be required to provide the employee or applicant with a disclosure statement setting forth the specific basis permitting the employer to obtain a credit report.
Credit reports may be obtained only if the position to be filled falls into one of eight exempt categories:
•Positions with the state Department of Justice
•Sworn peace officers or other law enforcement personnel
•Managerial positions, i.e., employees who qualify for the executive exemption under California wage and hour law
•Positions where the information sought in the credit report must be revealed by law
•Positions (other than the regular solicitation of credit card applications at a retail establishment) that involve regular access to all of the following personal information of any one person: bank or credit card account information, Social Security number, and date of birth
•Positions requiring the employee to be a named signatory on the employer’s bank or credit card, transfer money on the employer’s behalf or be authorized to enter into financial contracts on behalf of the employer
•Positions involving access to trade secrets, as defined
•Positions that involve regular access to $10,000 or more in cash of the employer, a client or a customer
Credit reports also may be obtained for employees of financial institutions subject to Sections 6801-6809 of the United States Code. Technically, such businesses are not required to disclose the statutory support for obtaining a credit report.
California employers should ensure that their practices for obtaining and using credit reports comply with this new enactment. If use of a credit report is permitted, the employer must provide the applicant or employee with a disclosure form that states the permitted basis for the credit check. Employers also should modify forms to ensure compliance with SB 909 (requiring background screening firms to provide subjects of their reports with a Disclosure and Request for Consent before a subject’s data can be sent outside the United States). Multistate employers should ensure compliance with the requirements of the federal Fair Credit Reporting Act and applicable state laws.
