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Welcome. Let's Get Started.

We look forward to working with you. Below are notifications and WebACE® login procedures.

First Time User

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Confirm receipt and understanding of Notice to Users, Summary of Rights and Adverse Action procedures.*

Notifications

  • Notice to Users: Outlines your obligations as a user of consumer reports under the Fair Credit Reporting Act.
  • Summary of Rights: Provide to the candidate along with the disclosure and authorization when initiating a background check (consumer report and/ or investigative consumer report). In addition this document is required to be provided to a candidate if your organization makes an adverse action determination.
  • FCRA and EEOC Educational Material: An educational document authored by the Federal Trade Commission (FTC) and the Equal Employment Opportunity Commission (EEOC).
  • Data Protection Educational Material:  An educational guide authored by the Federal Trade Commission (FTC).

Adverse Action Procedures

If you are not going to hire a candidate based in whole or in part on screening results, there are additional requirements under the Fair Credit Reporting Act. CareerBuilder Employment Screening will administer the process on your behalf once you notify us by requesting Adverse Action on the completed orders page under the candidate’s name. CareerBuilder Employment Screening will then provide:

  • A copy of the report to the candidate who is the subject of the report.
  • A copy of the Consumer Financial Protection Bureau document entitled "A Summary of Your Rights under the Fair Credit Reporting Act."
  • Inform the candidate they have a right to dispute the content of the report through CareerBuilder Employment Screening.

If you decide not to use CareerBuilder Employment Screening to administer the Adverse Action process, your organization has certified in writing to CareerBuilder Employment Screening that your organization will take the proper steps to comply with the Fair Credit Reporting act and applicable state regulations.

Note: CareerBuilder Employment Screening is not a law firm. Nothing presented in this communication is intended or should be construed as legal advice. You should always seek the advice of your legal counsel.