Employment Verification

Employment verification confirms dates of employment, job title, employment status, and eligibility for rehire. Where the employer’s policy and state law allow, it can also include income history and reason for separation. What’s available depends on each employer’s disclosure policy and any state restrictions on salary history requests.

Some employers only confirm dates and titles, some restrict disclosure due to legal concerns, and some no longer exist or keep organized records. When a direct response isn’t available, GCheck supplements with database verification and candidate-provided documentation so your team still has the most complete picture the situation allows.

Once a candidate authorizes the check, a verification request is sent to the employer by email. The employer confirms the details through a secure link, which standardizes the response and avoids the errors that come with handwritten or faxed replies. If there’s no response, the request automatically escalates to a backup method to keep things moving.

Employment verification is governed by FCRA requirements for disclosure, authorization, and adverse action, along with state salary history laws and other state-specific restrictions on what employment information can be requested or used. GCheck’s process follows these requirements regardless of where a candidate or employer is located.

FCRA violations carry statutory damages of $100 to $1,000 per violation, plus actual damages and, in cases of willful violation, punitive damages. State laws can add further penalties. GCheck’s workflows are built to follow FCRA and state requirements throughout the verification process, which is the strongest protection against this exposure.

Common challenges include employers who don’t respond, companies that confirm only dates and titles, employers that no longer exist, and international employers with different verification norms. GCheck addresses these through persistent email follow-up, database verification where available, and clear documentation of what could and couldn’t be confirmed, so hiring decisions can move forward with the best available information.

The FCRA requires written authorization before verification begins, disclosure that a consumer reporting agency is involved, a pre-adverse action notice if findings may affect a hiring decision, and a final adverse action notice with dispute rights once a decision is made. GCheck’s workflow is built around these requirements so compliance doesn’t depend on someone remembering each step manually.