If information from a CRA is used for employment purposes, the user has specific duties, which are set forth in Section 604(b) of the FCRA. The user must:

-Make a clear and conspicuous written disclosure to the consumer before the report is obtained, in a document that consists solely of the disclosure, that a consumer report may be obtained.

-Obtain prior written authorization from the consumer.

-Certify to the CRA that the above steps have been followed, that the information being obtained will not be used in violation of any federal or state equal opportunity law or regulation, and that , if any adverse action is to be taken on the consumer report, a copy of the report and a summary of the consumer’s rights will be provided to the consumer.

Not sure how you could manage that on an iPhone. Seriously, if you want to run a check on the guy you just met in the bar, go ahead and use your iPhone. If you are an employer and want legally defensible, up-to-date, comprehensive employment screening, don’t take risks with your organization.

Hire a third party background check provider that will comply with the FCRA and provide county criminal courthouse record checks, as well as database records. You want to make sure you handle everything in a legally defensible manner.

Call me with questions! 888-833-5304