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Adverse Action Support From Cisive

Pre-adverse and Adverse Action Fulfillment That Streamlines the Candidate Experience

Cisive ensures FCRA (Fair Credit Reporting Act), state, and local Ban the Box notification, time-frame, and record-keeping compliance; maintains auditable logs; and streamlines the candidate experience through online notification and data collection.

Prevent Adverse Hiring Actions From Becoming Legal Liabilities

Under the FCRA, a pre-decision notification is required prior to taking an adverse employment, retention, or promotion action. Cisive assists our clients in streamlining this compliance process to relieve recruiters from the initial burden of collecting sufficient information to start the individual assessment process as expected by the EEOC, while preventing a premature adverse hiring decision that could create liability for the company.


More Compliance Support From Cisive

  • Legal Compliance
    Cisive works with professional industry organizations including the NAPBS and employee advocate organizations like the Legal Action Center, the Lawyers’ Committee for Civil Rights Under Law, and the National Workrights Institute to develop best practices.
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  • Ban the Box
    The Cisive platform ensures state-specific Ban the Box documents are presented to the correct person when necessary to comply with legislation, improving your time to fill and streamlining your workflow.
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  • Dispute Process
    Our comprehensive, secure, web-based dispute resolution system can track every notification sent to candidates, including receipts, reviewed documents, and disputes or consumer statements.
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  • Certifications
    Cisive is committed to preserving compliance and is accredited by the National Association of Professional Background Screeners (NAPBS) and active in several other compliance organizations.
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White Paper: FCRA Required Pre-decision and Adverse Action — Failure to Notify Opens the Door for a Class Action Lawsuit