Klasey Wojcik
kwojcik@srascreening.com
Direct: (754) 201-2693
Zulay Moreno
zmoreno@srascreening.com
Direct: (561) 569-8027
With SRA Screening’s Ongoing Criminal Monitoring, you’re not just screening once; you’re staying protected continuously.
Real-time alerts New or updated criminal records Ongoing visibility after the initial check
Because risk doesn’t stop after hiring… and neither should your screening.
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Flawed Background Check Sparks Lawsuit Against Major Security Firm – A new lawsuit is shining a harsh light on background check practices after a job applicant claims his offer was pulled over inaccurate screening results he was never given a chance to review. The case is raising fresh concerns about fairness, transparency, and compliance in the hiring process.
The LA County Superior Court failed to report roughly 464,000 case outcomes, spanning over 40 years, due to flaws in an outdated case management system, allowing many individuals to pass background checks despite prior convictions. As records are corrected, about 330,000 people could face job loss, licensing issues, or firearm restrictions, while employers and agencies that rely on ongoing monitoring may be automatically alerted to the newly updated information. Officials say the backlog is being processed, and some individuals may qualify for relief such as expungement, though the impact could create significant financial and legal challenges.
A lawsuit claims that an AI recruiting platform builds detailed, undisclosed candidate profiles using third-party data and ranks applicants without transparency, potentially functioning as a “consumer reporting agency” under federal law. Plaintiffs argue the company failed to meet Fair Credit Reporting Act (FCRA) requirements, including proper disclosure and consent, while employers used these rankings to filter candidates before human review. If the case succeeds, it could expand compliance obligations for both AI vendors and employers, increasing scrutiny and transparency in AI-powered hiring practices.
Authorities allege that a medical practice knowingly allowed an unlicensed individual to operate as a doctor, treating patients without proper credentials. According to investigators, the individual examined patients, diagnosed conditions, and even prescribed medications despite lacking any valid medical license, while the practice owner knowingly allowed the activity to continue. The services were then billed to Medicaid as if performed by a licensed physician, turning the operation into a large-scale fraud with serious risks to patient safety. Both the owner and doctor now face multiple felony charges, including fraud, larceny, and licensing violations, as the investigation continues.
When a fraudulent hire is identified, employers should act quickly by immediately revoking system access, preserving evidence, and initiating an internal review to determine the scope of any potential damage. It’s also critical to assess whether sensitive data was accessed and whether any legal or regulatory notification requirements apply, especially if a breach is suspected. Beyond the immediate response, organizations should take the opportunity to strengthen hiring practices by implementing more robust background screening, verifying credentials and employment history more thoroughly, and incorporating identity verification measures where appropriate. These incidents often expose gaps in screening, compliance, and internal controls, making it essential for employers to reevaluate their processes and ensure consistent, defensible hiring practices moving forward.
A job applicant is suing a major security company after allegedly losing a job offer due to inaccurate information in a background check. According to the complaint, the report falsely linked him to serious offenses, including a violent crime and a weapons charge, ultimately costing him the opportunity. The lawsuit further claims the employer failed to provide a copy of the report or give him a chance to dispute the findings before taking action, as required under the Fair Credit Reporting Act (FCRA). The case, which could impact tens of thousands of applicants, highlights the real legal and reputational risks employers face when background check procedures are not properly followed.
Stay informed, stay compliant, and streamline your hiring process with SRA Screening.
