About Canyon Taxi, LLC
Canyon Taxi believes that hiring qualified individuals to fill positions contributes to the overall strategic success of the company. Background checks serve as an important part of the selection process at Canyon Taxi. This type of information is collected as a means of promoting a safe work environment for current and future Canyon Taxi employees. Background checks also help the company obtain additional applicant related information that helps determine the applicant's overall employability, ensuring the protection of the current people, property, and information of the organization.
At Canyon Taxi reference checks are conducted on job applicants applying for all positions.
Canyon Taxi will use a third party agency to conduct the background checks. The type of information that can be collected by this agency includes, but is not limited to, that pertaining to an individual’s past employment, education, character, finances, reputation, etc. This process is conducted to verify the accuracy of the information provided by the applicant.
Canyon Taxi will ensure that all background checks are held in compliance with all federal and state statutes, such as the Fair Credit Reporting Act. For example, the Americans with Disabilities Act prohibit organizations from collecting non job-related information from previous employers or other sources. Therefore, the only information that can be collected is that pertaining to the quality and quantity of work performed by the applicant, the applicant's attendance record, education, and other issues that can impact the workplace.
When doing this, Canyon Taxi must:
· Certify to the consumer-reporting agency that the employer is in compliance with the FCRA and will not misuse the information it receives.
· Disclose to the applicant or employee, on a separate form, its plans to obtain a consumer or investigative consumer report and that the information received will be used solely for employment purposes.
· Obtain written authorization from the applicant or employee.
· Inform the individual of his or her right to request additional information on the nature of the report and the means through which such information may be obtained.
· Inform the applicant that the report will include information about the individual's character, general reputation, personal characteristics, etc.
· Provide the individual with a summary of his or her rights under the FCRA.
Note: The U.S. Equal Employment Opportunity Commission on Wednesday, April 25, 2012 approved guidance on employer use of criminal background checks. In short, the EEOC guidance does not prohibit employers from considering criminal information during the hiring process. However, it does require employers to take new steps to prevent discrimination under Title VII of the Civil Rights Act of 1964