At Fidelity Background Checks, we understand that background screening involves sensitive personal, professional, and business information. Protecting that information is an important part of building trust with the employers, organizations, and individuals who rely on our services.

We are committed to responsible information handling, confidentiality, and maintaining appropriate safeguards throughout the background screening process. Our goal is to help businesses make informed hiring decisions while respecting the privacy and security of the individuals being screened.

Our Commitment to Data Security

Background screening may involve personally identifiable information (PII), employment records, criminal history information, and other sensitive data. We recognize the importance of protecting this information against unauthorized access, disclosure, alteration, and misuse.

Our approach to information security emphasizes confidentiality, responsible data management, and compliance with applicable laws and regulations.

Secure Handling of Personal Information

Information collected during background screening should be limited to what is reasonably necessary for authorized screening purposes. This may include names, addresses, dates of birth, identifying information, employment histories, and other information relevant to a requested background check.

We recognize the importance of handling this information carefully and using it only for legitimate, authorized purposes.

Confidentiality and Privacy

Confidentiality is essential to the background screening process. Background check information should be accessible only to individuals and organizations with a legitimate, authorized reason to receive it.

Fidelity Background Checks is committed to respecting individual privacy and helping clients understand their responsibilities when requesting, reviewing, and using background screening reports.

Protection Against Unauthorized Access

Protecting sensitive information requires appropriate administrative, technical, and physical safeguards.

Depending on the systems and services involved, security measures may include access controls, secure communications, authentication procedures, and monitoring designed to reduce the risk of unauthorized access.

We recognize that information security requires ongoing attention as technology, security threats, and regulatory requirements evolve.

Background Screening and FCRA Compliance

The Fair Credit Reporting Act (FCRA) establishes important requirements for consumer reporting agencies and employers that use consumer reports for employment purposes.

Fidelity Background Checks supports responsible background screening practices and recognizes the importance of FCRA requirements relating to permissible purposes, report accuracy, consumer rights, and appropriate use of screening information.

Employers using background checks for employment decisions generally have responsibilities that may include:

• Obtaining required disclosures and written authorization before requesting employment background reports.

• Using background screening information only for legally permissible purposes.

• Following applicable pre-adverse and adverse action procedures.

• Providing required notices and information about consumer rights.

• Respecting applicable federal, state, and local privacy and employment laws.

Employers remain responsible for meeting their own legal obligations when making employment decisions.

Responsible Access to Background Check Reports

Background screening reports can contain sensitive information that should not be shared unnecessarily.

Organizations requesting background checks should establish appropriate procedures to ensure that screening information is accessed and used only by authorized personnel.

Recommended practices include limiting access based on job responsibilities, protecting account credentials, avoiding unnecessary distribution of reports, and securely storing or disposing of records in accordance with applicable legal requirements.

These practices help reduce the risk of unauthorized disclosure and support responsible hiring procedures.

Protecting Applicant Information

Applicants and employees deserve to know that their personal information is being handled responsibly.

We recognize the importance of transparency throughout the background screening process, including explaining how information may be collected, used, and disclosed.

Individuals who are the subjects of consumer reports may have rights under the FCRA, including the right to dispute inaccurate or incomplete information and request information about reports maintained by consumer reporting agencies.

Additional rights may apply under state and local laws.

Data Accuracy and Integrity

Information security involves more than preventing unauthorized access. It also includes protecting the integrity of the information used to prepare background screening reports.

Accurate information helps employers make informed decisions and reduces the risk of errors affecting applicants.

Fidelity Background Checks recognizes the importance of reasonable procedures designed to promote accuracy, appropriate identification of individuals, and responsible handling of disputed information.

When an applicant identifies potentially inaccurate or incomplete information, applicable consumer reporting laws establish procedures for investigating disputes and correcting or updating information when appropriate.

Secure Information Sharing

Background screening frequently involves the exchange of information between employers, applicants, screening providers, and authorized information sources.

Sensitive information should be transmitted through appropriate channels designed to reduce the risk of unauthorized interception or disclosure.

Employers should avoid sending sensitive personal information through unsecured communication methods and should use approved screening systems or other authorized methods when submitting background check requests.

Data Retention and Secure Disposal

Sensitive screening information should not be retained indefinitely without a legitimate business or legal reason.

Retention practices should account for applicable recordkeeping requirements, contractual obligations, and business needs.

When information is no longer required and applicable retention obligations have been satisfied, records should be disposed of using methods appropriate to their sensitivity.

Secure disposal helps reduce unnecessary exposure of personal information and supports responsible data management.

Employer Responsibilities for Information Security

Protecting background screening information is a shared responsibility between screening providers and the organizations requesting reports.

Employers can strengthen their screening procedures by establishing internal privacy policies, training authorized employees, limiting access to sensitive records, and regularly reviewing how background check information is handled.

Businesses should also understand that certain industries, including healthcare, financial services, education, transportation, and government contracting, may have additional screening, confidentiality, or recordkeeping requirements.

Frequently Asked Questions About Background Check Security

Is my personal information protected during a background check?

Background screening information should be handled using appropriate safeguards that protect sensitive personal data against unauthorized access and disclosure. Specific protections depend on the screening provider’s systems, procedures, and applicable legal requirements.

Who can access my background check results?

Background screening reports should generally be accessible only to authorized parties with a legitimate and legally permissible purpose. Employers should restrict access to personnel who need the information for authorized business purposes.

Does Fidelity Background Checks follow the Fair Credit Reporting Act?

Fidelity Background Checks recognizes the importance of FCRA compliance and responsible consumer reporting practices. The FCRA establishes requirements concerning permissible purposes, accuracy, consumer rights, and the use of background screening reports.

Can background check information be shared with third parties?

Background screening information may be disclosed when authorized and permitted or required by applicable law. Employers and screening providers must consider applicable privacy and consumer reporting requirements before sharing sensitive information.

What should I do if I believe my background check contains incorrect information?

If you believe a background screening report contains inaccurate or incomplete information, you may have the right to dispute the information with the consumer reporting agency that prepared the report. The FCRA establishes procedures and timelines for investigating qualifying disputes.

How long is background check information stored?

Retention periods may vary depending on applicable legal requirements, contractual obligations, and the type of information involved. Organizations should maintain appropriate retention and secure disposal procedures.

How can employers protect background screening information?

Employers can protect screening information by restricting access to authorized personnel, using secure systems, safeguarding account credentials, training employees on privacy responsibilities, and securely disposing of records when appropriate.

Questions About Security or Privacy?

At Fidelity Background Checks, we believe responsible background screening begins with trust, transparency, and respect for sensitive information.

Whether you are an employer requesting background checks or an individual with questions about how screening information is handled, we encourage you to contact our team.

Contact Fidelity Background Checks to learn more about our background screening services, privacy practices, and information security procedures.