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Compliance Support From Cisive

Access the Authority on Compliance Best Practices

Legal compliance is becoming a larger challenge than ever. Cisive assists our clients in developing responsible hiring practices as recommended by the Equal Employment Opportunity Commission (EEOC) and by following the guidelines of the Fair Credit Reporting Act (FCRA). 

We incorporate statutory and regulatory considerations, benchmarking, best practices, company culture, and hiring risk levels to ensure the best background screening program in the industry. Whether for healthcare compliance, financial service compliance, or general HR compliance, Cisive has never had a judgment filed against it for violations of the FCRA or any other consumer reporting statute or regulation. Our driving mission is to keep our clients out of harm’s way.

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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Adverse Action

Cisive ensures FCRA, state, and local Ban the Box notification and time-frame and record-keeping compliance; maintains auditable logs; and streamlines the candidate experience.
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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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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