Originally posted by Flamingo
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Employment Credit Checks-Common Myths
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Well, I did. Every one of 'em. Mostly I remember the last one. The wild finish. A guy standing on a station platform in the rain with a comical look in his face because his insides have been kicked out. -Rick
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Most small business won't do extensive background checks and will have less restrictive hiring requirements than large corporatioins.
Worst case, if you think your unemployable because of BK, start your own business. Then you make the hiring decisions!Well, I did. Every one of 'em. Mostly I remember the last one. The wild finish. A guy standing on a station platform in the rain with a comical look in his face because his insides have been kicked out. -Rick
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Originally posted by leena View PostI think you are essentially on the right track here Pizza. 45% of employers are checking credit, and they are using it in ways that differ greatly, not just in a "you have bad credit, forget it" way.Filed Joint, No Asset, > $100,000 Unsecured Ch.7 6/7/13 ~~ 341 Meeting 7/15/13 ~~ Discharged 9/16/13 !!
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Move to oregon. Passed into law in June employers can't do it unless they are finance, law enforcement, or if it's substantially job-related, which they defined as meaning 'access to financial information beyond the scope of a retail transaction" or if the employer has to use the individual employee's credit history for bonding or insurance.
If you're in banking/finance, I guess you still have a problem, but most jobs are not credit checkable in Oregon anymore. Senate Bill 1045
SECTION 1. Section 2 of this 2010 Act is added to and made a part of ORS chapter 659A. SECTION 2. (1) Except as provided in subsection (2) of this section, it is an unlawful
employment practice for an employer to obtain or use for employment purposes information contained in the credit history of an applicant for employment or an employee, or to refuse to hire, discharge, demote, suspend, retaliate or otherwise discriminate against an applicant or an employee with regard to promotion, compensation or the terms, conditions or privi- leges of employment based on information in the credit history of the applicant or employee.
(2) Subsection (1) of this section does not apply to: (a) Employers that are federally insured banks or credit unions; (b) Employers that are required by state or federal law to use individual credit history
for employment purposes; (c) The employment of a public safety officer who is a member of a law enforcement unit,
who is employed as a peace officer commissioned by a city, port, school district, mass transit district, county, Indian reservation, the Criminal Justice Division of the Department of Justice, the Oregon State Lottery Commission or the Governor and who is responsible for enforcing the criminal laws of this state or laws or ordinances related to airport security; or
(d) The obtainment or use by an employer of information in the credit history of an ap- plicant or employee because the information is substantially job-related and the employer’s reasons for the use of such information are disclosed to the employee or prospective em- ployee in writing.
Key word up there: OBTAIN
They can't run your credit. I suppose if they wanted they could run public records and see the BK, and you'd have to prove they used it in the hiring decision. But it definitely helps.
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That is great news about Oregon. I think it is a good law, but frankly ought to be even MORE restrictive about what they can check credit for. "Access to financial information beyond the scope of a retail transaction" is open to much interpretation. However, a law like that will probably make the vast majority of employers not do checks for anything other than law enforcement or finance. Or of course CEO type positions where all bets are off (they interviewed neighbors for a guy in my neighborhood who was up for a CEO slot).Filed: 9/9/2009
341: 10/13, went well!
Discharged 12/17/2009
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