| Correct!
Answer:
D. Generally speaking, written permission from
an applicant or employee is good through the length of the
employment relationship as long as the consent for specifically
specifies the length of the consent (i.e, throughout a person's
employment). Employers should be cautious, however, in California,
because the statute could be construed to require separate
consent every time a background check is run, unless it
falls into the workplace investigations exception. Under
federal law and some state laws (including CA), a company
does not need written consent for a background check when
investigating a current employee for a violation of company
policy or potential violation of the law. This exception,
however, does not allow an employer to get credit history.
Once
a company has received written permission from a job applicant
to conduct a background check, the same authorization may
also be used to conduct future background check on the person
once they are an employee:
A-
for consideration in promoting the person to a sensitive
job
B-
for conducting an investigation for alleged violation of
company's employee conduct policy
C-
for a challenging termination in which it is believed that
the employee may become violent
D-
for any permissible reason that complies with the FCRA
E-
for none of the above
F-
for only A, B, C
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