Para información en español, visite www.consumerfinance.

gov/learnmore o escribe a la
Consumer Financial Protection Bureau, 1700 G Street N.W., Washington, DC 20552.

A Summary of Your Rights Under the Fair Credit Reporting Act

The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and
privacy of information in the files of consumer reporting agencies. There are many types of
consumer reporting agencies, including credit bureaus and specialty agencies (such as agencies
that sell information about check writing histories, medical records, and rental history records).
Here is a summary of your major rights under FCRA. For more information, including
information about additional rights, go to www.consumerfinance.gov/learnmore or write
to: Consumer Financial Protection Bureau, 1700 G Street N.W., Washington, DC 20552.

• You must be told if information in your file has been used against you. Anyone who
uses a credit report or another type of consumer report to deny your application for credit,
insurance, or employment – or to take another adverse action against you – must tell you,
and must give you the name, address, and phone number of the agency that provided the
information.

• You have the right to know what is in your file. You may request and obtain all the
information about you in the files of a consumer reporting agency (your “file
disclosure”). You will be required to provide proper identification, which may include
your Social Security number. In many cases, the disclosure will be free. You are entitled
to a free file disclosure if:

o a person has taken adverse action against you because of information in your
credit report;
o you are the victim of identity theft and place a fraud alert in your file;
o your file contains inaccurate information as a result of fraud;
o you are on public assistance;
o you are unemployed but expect to apply for employment within 60 days.

In addition, all consumers are entitled to one free disclosure every 12 months upon
request from each nationwide credit bureau and from nationwide specialty consumer
reporting agencies. See www.consumerfinance.gov/learnmore for additional
information.

• You have the right to ask for a credit score. Credit scores are numerical summaries of
your credit-worthiness based on information from credit bureaus. You may request a
credit score from consumer reporting agencies that create scores or distribute scores used
in residential real property loans, but you will have to pay for it. In some mortgage
transactions, you will receive credit score information for free from the mortgage lender.

• You have the right to dispute incomplete or inaccurate information. If you identify
information in your file that is incomplete or inaccurate, and report it to the consumer

1
 reporting agency, the agency must investigate unless your dispute is frivolous. See
www.consumerfinance.gov/learnmore for an explanation of dispute procedures.

• Consumer reporting agencies must correct or delete inaccurate, incomplete, or

unverifiable information. Inaccurate, incomplete, or unverifiable information must be
removed or corrected, usually within 30 days. However, a consumer reporting agency
may continue to report information it has verified as accurate.

• Consumer reporting agencies may not report outdated negative information. In

most cases, a consumer reporting agency may not report negative information that is
more than seven years old, or bankruptcies that are more than 10 years old.

• Access to your file is limited. A consumer reporting agency may provide information
about you only to people with a valid need – usually to consider an application with a
creditor, insurer, employer, landlord, or other business. The FCRA specifies those with a
valid need for access.

• You must give your consent for reports to be provided to employers. A consumer
reporting agency may not give out information about you to your employer, or a potential
employer, without your written consent given to the employer. Written consent generally
is not required in the trucking industry. For more information, go to
www.consumerfinance.gov/learnmore.

• You may limit “prescreened” offers of credit and insurance you get based on
information in your credit report. Unsolicited “prescreened” offers for credit and
insurance must include a toll-free phone number you can call if you choose to remove
your name and address form the lists these offers are based on. You may opt out with the
nationwide credit bureaus at 1-888-5-OPTOUT (1-888-567-8688).

• The following FCRA right applies with respect to nationwide consumer reporting
agencies:

CONSUMERS HAVE THE RIGHT TO OBTAIN A SECURITY FREEZE

You have a right to place a “security freeze” on your credit report, which will
prohibit a consumer reporting agency from releasing information in your credit
report without your express authorization. The security freeze is designed to prevent
credit, loans, and services from being approved in your name without your consent.
However, you should be aware that using a security freeze to take control over who gets
access to the personal and financial information in your credit report may delay, interfere
with, or prohibit the timely approval of any subsequent request or application you make
regarding a new loan, credit, mortgage, or any other account involving the extension of
credit.

As an alternative to a security freeze, you have the right to place an initial or extended
fraud alert on your credit file at no cost. An initial fraud alert is a 1-year alert that is

2
 placed on a consumer’s credit file. Upon seeing a fraud alert display on a consumer’s
credit file, a business is required to take steps to verify the consumer’s identity before
extending new credit. If you are a victim of identity theft, you are entitled to an extended
fraud alert, which is a fraud alert lasting 7 years.

A security freeze does not apply to a person or entity, or its affiliates, or collection
agencies acting on behalf of the person or entity, with which you have an existing
account that requests information in your credit report for the purposes of reviewing or
collecting the account. Reviewing the account includes activities related to account
maintenance, monitoring, credit line increases, and account upgrades and enhancements.

• You may seek damages from violators. If a consumer reporting agency, or, in some
cases, a user of consumer reports or a furnisher of information to a consumer reporting
agency violates the FCRA, you may be able to sue in state or federal court.

• Identity theft victims and active duty military personnel have additional rights. For
more information, visit www.consumerfinance.gov/learnmore.

States may enforce the FCRA, and many states have their own consumer reporting laws.
In some cases, you may have more rights under state law. For more information, contact
your state or local consumer protection agency or your state Attorney General. For
information about your federal rights, contact:

3
 TYPE OF BUSINESS: CONTACT:
1.a. Banks, savings associations, and credit unions with total a. Consumer Financial Protection Bureau
assets of over $10 billion and their affiliates 1700 G Street, N.W.
Washington, DC 20552

b. Such affiliates that are not banks, savings associations, or b. Federal Trade Commission
credit unions also should list, in addition to the CFPB: Consumer Response Center
600 Pennsylvania Avenue, N.W.
Washington, DC 20580
(877) 382-4357
2. To the extent not included in item 1 above: a. Office of the Comptroller of the Currency
a. National banks, federal savings associations, and federal Customer Assistance Group
branches and federal agencies of foreign banks 1301 McKinney Street, Suite 3450
Houston, TX 77010-9050

b. State member banks, branches and agencies of foreign banks b. Federal Reserve Consumer Help Center
(other than federal branches, federal agencies, and Insured State P.O. Box 1200
Branches of Foreign Banks), commercial lending companies Minneapolis, MN 55480
owned or controlled by foreign banks, and organizations
operating under section 25 or 25A of the Federal Reserve Act.
c. FDIC Consumer Response Center
c. Nonmember Insured Banks, Insured State Branches of 1100 Walnut Street, Box #11
Foreign Banks, and insured state savings associations Kansas City, MO 64106

d. Federal Credit Unions d. National Credit Union Administration

Office of Consumer Financial Protection (OCFP)
Division of Consumer Compliance Policy and Outreach
1775 Duke Street
Alexandria, VA 22314
3. Air carriers Asst. General Counsel for Aviation Enforcement & Proceedings
Aviation Consumer Protection Division
Department of Transportation
1200 New Jersey Avenue, S.E.
Washington, DC 20590
4. Creditors Subject to the Surface Transportation Board Office of Proceedings, Surface Transportation Board
Department of Transportation
395 E Street, S.W.
Washington, DC 20423
5. Creditors Subject to the Packers and Stockyards Act, 1921 Nearest Packers and Stockyards Administration area supervisor
6. Small Business Investment Companies Associate Deputy Administrator for Capital Access
United States Small Business Administration
409 Third Street, S.W., Suite 8200
Washington, DC 20416
7. Brokers and Dealers Securities and Exchange Commission
100 F Street, N.E.
Washington, DC 20549
8. Federal Land Banks, Federal Land Bank Associations, Farm Credit Administration
Federal Intermediate Credit Banks, and Production Credit 1501 Farm Credit Drive
Associations McLean, VA 22102-5090
9. Retailers, Finance Companies, and All Other Creditors Not Federal Trade Commission
Listed Above Consumer Response Center
600 Pennsylvania Avenue, N.W.
Washington, DC 20580
(877) 382-4357

THE REMAINDER OF THIS DOCUMENT IS INTENTIONALLY BLANK.

 SAMPLE DOCUMENT ONLY. This sample document should not be construed as legal advice. Employers should consult
their own attorney regarding this document and compliance under the Fair Credit Reporting Act and other applicable state
and local laws. SafestHires expressly disclaims any warranties or responsibilities or damages associated with or arising out of
the information provided in, or the use of, this sample document.

CONSUMER REPORT DISCLOSURE DOCUMENT

Crossover For Work (the “Company”) may order a consumer report on you from SafestHires, Inc. (“SafestHires”), a
consumer reporting agency, in connection with your application for employment, and if you are hired, may order additional consumer
reports on you from SafestHires for employment purposes.

The consumer reports may contain information concerning your character, general reputation, personal characteristics, and mode of
living. As allowed by law, the reports may contain information from private and public record sources regarding the following: criminal
history; driving records; verification of your employment history, licenses, credentials and education; credit reports and history;
government watch lists; address history; Social Security number validation; drug and alcohol testing and other background checks.

THE REMAINDER OF THIS DOCUMENT IS INTENTIONALLY BLANK.

Page 1 of 1
 SAMPLE DOCUMENT ONLY. This sample document should not be construed as legal advice. Employers should consult
their own attorney regarding this document and compliance under the Fair Credit Reporting Act and other applicable state
and local laws. SafestHires expressly disclaims any warranties or responsibilities or damages associated with or arising out of
the information provided in, or the use of, this sample document.

INVESTIGATIVE CONSUMER REPORT DISCLOSURE DOCUMENT

Crossover For Work (the “Company”) may order an investigative consumer report on you from SafestHires, Inc.
(“SafestHires”), a consumer reporting agency, in connection with your application for employment, and if you are hired, may order
additional investigative consumer reports on you from SafestHires for employment purposes.

The investigative consumer reports may contain information concerning your character, general reputation, personal characteristics, and
mode of living, including information obtained from personal interviews conducted by SafestHires, most commonly with prior
employers or references.

You have the right to request more information about the nature and scope of any investigative consumer report by contacting the
Company.

THE REMAINDER OF THIS DOCUMENT IS INTENTIONALLY BLANK.

Page 1 of 1
SAMPLE DOCUMENT ONLY. This sample document should not be construed as legal advice. Employers should consult their own
attorney regarding this document and compliance under the Fair Credit Reporting Act and other applicable state and local
laws. SafestHires expressly disclaims any warranties or responsibilities or damages associated with or arising out of the information
provided in, or the use of, this sample document.

CALIFORNIA INVESTIGATIVE CONSUMER REPORT DISCLOSURE DOCUMENT

Crossover For Work

If you live or are applying to work for _______________________ (the “Company”) in California, read the information below.
If not, scroll to the next document.

The Company may order an investigative consumer report on you from an investigative consumer reporting agency in connection with
your application for employment, and if you are hired, may order additional such reports on you from an investigative consumer
reporting agency for employment purposes. Such reports may contain information about your character, general reputation, personal
characteristics, and mode of living. As allowed by law, the reports may contain information regarding the following: criminal history;
driving records; verification of your employment history, licenses, credentials and education; credit reports and history; government
watch lists; address history; Social Security number validation; and other background checks.

The investigative consumer reporting agency is SafestHires, Inc. (“SafestHires”), 6841 Virginia Parkway #103-121, McKinney, TX
75071; telephone number (800) 588-1774; website: https://www.safesthires.com (which has its privacy policy).

SUMMARY OF RIGHTS UNDER CIVIL CODE SECTION 1786.22

(a) An investigative consumer reporting agency shall supply files and information required under Section 1786.10 during normal
business hours and on reasonable notice.

(b) Files maintained on a consumer shall be made available for the consumer’s visual inspection, as follows:

(1) In person, if he or she appears in person and furnishes proper identification. A copy of his or her file shall be available to
the consumer for a fee not to exceed the costs of duplication services provided.

(2) By certified mail, if he or she makes a written request, with proper identification, for copies to be sent to a specified
addressee. Investigative consumer reporting agencies complying with requests for certified mailings under this section shall
not be liable for disclosures to third parties caused by mishandling of mail after such mailings leave the investigative
consumer reporting agencies.

(3) A summary of all information contained in files on a consumer and required to be provided by Section 1786.10 shall be
provided by telephone, if the consumer has made a written request, with proper identification for telephone disclosure, and
the toll charge, if any, for the telephone call is prepaid by or charged directly to the consumer.

(c) The term “proper identification” as used in subdivision (b) shall mean that information generally deemed sufficient to identify a
person. Such information includes documents such as a valid driver’s license, social security account number, military identification
card, and credit cards. Only if the consumer is unable to reasonably identify himself or herself with the information described above,
may an investigative consumer reporting agency require additional information concerning the consumer’s employment and personal
or family history in order to verify his or her identity.

(d) The investigative consumer reporting agency shall provide trained personnel to explain to the consumer any information furnished
him or her pursuant to Section 1786.10.

(e) The investigative consumer reporting agency shall provide a written explanation of any coded information contained in files
maintained on a consumer. This written explanation shall be distributed whenever a file is provided to a consumer for visual
inspection as required under Section 1786.22.

(f) The consumer shall be permitted to be accompanied by one other person, who shall furnish reasonable identification. An
investigative consumer reporting agency may require the consumer to furnish a written statement authorizing the consumer reporting
agency to discuss the consumer’s file in such person’s presence.

THE REMAINDER OF THIS DOCUMENT IS INTENTIONALLY BLANK.

Page 1 of 1
SAMPLE DOCUMENT ONLY. This sample document should not be construed as legal advice. Employers should consult their own
attorney regarding this document and compliance under the Fair Credit Reporting Act and other applicable state and local
laws. SafestHires expressly disclaims any warranties or responsibilities or damages associated with or arising out of the information
provided in, or the use of, this sample document.

ADDITIONAL DISCLOSURES DOCUMENT

Crossover For Work (the “Company”) in any of the states listed below, read the
If you live or are applying to work for ___________________
information that applies to you.

If not, scroll to the next document.

The consumer reporting agency is SafestHires, Inc. (“SafestHires”), 6841 Virginia Parkway #103-121, McKinney, TX 75071;
telephone number (800) 588-1774; website: https://www.safesthires.com.

MASSACHUSETTS: If you contact the Company, you have the right to know whether the Company ordered an investigative
consumer report about you. You also have the right to ask SafestHires for a copy of any such report.

MINNESOTA: You have the right to submit a written request to SafestHires for a complete and accurate disclosure of the nature and
scope of any consumer report the Company ordered about you. SafestHires must provide you with this disclosure within 5 business
days after its receipt of your request or the report was requested by the Company, whichever date is later.

NEW JERSEY: You have the right to submit a request to SafestHires for a copy of any investigative consumer report the Company
ordered about you.

NEW YORK: If you contact the Company, you have the right to know whether the Company ordered a consumer report or
investigative consumer report about you. Shown above is SafestHire’s address and telephone number. You have the right to contact
SafestHires to inspect or receive a copy of any such report that the Company ordered from it. A copy of Article 23-A of the
Correction Law is provided below.

WASHINGTON STATE: If you submit a written request to the Company, you have the right to a complete and accurate disclosure
of the nature and scope of any investigative consumer report the Company ordered about you. You are entitled to this disclosure
within 5 business days after the date your request is received or the Company ordered the report, whichever is later. You also have the
right to request a written summary of your rights under the Washington Fair Credit Reporting Act.

***

If you live or are applying to work for the Company in New York, the information below applies to you.

ARTICLE 23-A, NEW YORK STATE CORRECTION LAW

§ 750. Definitions. For the purposes of this article, the (1) there is a direct relationship between one or more of the
following terms shall have the following meanings: previous criminal offenses and the specific license or
(1) “Public agency” means the state or any local subdivision employment sought or held by the individual; or
thereof, or any state or local department, agency, board or (2) the issuance or continuation of the license or the granting or
commission. continuation of the employment would involve an unreasonable
(2) “Private employer” means any person, company, corporation, risk to property or to the safety or welfare of specific individuals
labor organization or association which employs ten or more or the general public.
persons. § 753. Factors to be considered concerning a previous
(3) “Direct relationship” means that the nature of criminal criminal conviction; presumption.
conduct for which the person was convicted has a direct bearing 1. In making a determination pursuant to section seven hundred
on his fitness or ability to perform one or more of the duties or fifty-two of this chapter, the public agency or private employer
responsibilities necessarily related to the license, opportunity, or shall consider the following factors:
job in question. (a) The public policy of this state, as expressed in this act, to
(4) “License” means any certificate, license, permit or grant of encourage the licensure and employment of persons previously
permission required by the laws of this state, its political convicted of one or more criminal offenses.
subdivisions or instrumentalities as a condition for the lawful (b) The specific duties and responsibilities necessarily related to
practice of any occupation, employment, trade, vocation, the license or employment sought or held by the person.
business, or profession. Provided, however, that “license” shall (c) The bearing, if any, the criminal offense or offenses for
not, for the purposes of this article, include any license or permit which the person was previously convicted will have on his
Page 1 of 2
to own, possess, carry, or fire any explosive, pistol, handgun, fitness or ability to perform one or more such duties or
rifle, shotgun, or other firearm. responsibilities.
(5) “Employment” means any occupation, vocation or (d) The time which has elapsed since the occurrence of the
employment, or any form of vocational or educational training. criminal offense or offenses.
Provided, however, that “employment” shall not, for the purposes (e) The age of the person at the time of occurrence of the criminal
of this article, include membership in any law enforcement offense or offenses.
agency. (f) The seriousness of the offense or offenses.
§ 751. Applicability. The provisions of this article shall apply (g) Any information produced by the person, or produced on his
to any application by any person for a license or employment at behalf, in regard to his rehabilitation and good conduct.
any public or private employer, who has previously been (h) The legitimate interest of the public agency or private
convicted of one or more criminal offenses in this state or in any employer in protecting property, and the safety and welfare of
other jurisdiction, and to any license or employment held by any specific individuals or the general public.
person whose conviction of one or more criminal offenses in this 2. In making a determination pursuant to section seven hundred
state or in any other jurisdiction preceded such employment or fifty-two of this chapter, the public agency or private employer
granting of a license, except where a mandatory forfeiture, shall also give consideration to a certificate of relief from
disability or bar to employment is imposed by law, and has not disabilities or a certificate of good conduct issued to the
been removed by an executive pardon, certificate of relief from applicant, which certificate shall create a presumption of
disabilities or certificate of good conduct. Nothing in this article rehabilitation in regard to the offense or offenses specified
shall be construed to affect any right an employer may have with therein.
respect to an intentional misrepresentation in connection with an § 754. Written statement upon denial of license or
application for employment made by a prospective employee or employment. At the request of any person previously convicted
previously made by a current employee. of one or more criminal offenses who has been denied a license
§ 752. Unfair discrimination against persons previously or employment, a public agency or private employer shall
convicted of one or more criminal offenses prohibited. No provide, within thirty days of a request, a written statement
application for any license or employment, and no employment or setting forth the reasons for such denial.
license held by an individual, to which the provisions of this § 755. Enforcement.
article are applicable, shall be denied or acted upon adversely by 1. In relation to actions by public agencies, the provisions of this
reason of the individual’s having been previously convicted of article shall be enforceable by a proceeding brought pursuant to
one or more criminal offenses, or by reason of a finding of lack of article seventy-eight of the civil practice law and rules.
“good moral character” when such finding is based upon the fact 2. In relation to actions by private employers, the provisions of
that the individual has previously been convicted of one or more this article shall be enforceable by the division of human rights
criminal offenses, unless: pursuant to the powers and procedures set forth in article fifteen
of the executive law, and, concurrently, by the New York city
commission on human rights.

THE REMAINDER OF THIS DOCUMENT IS INTENTIONALLY BLANK.

Page 2 of 2
 City & County of San Francisco
Fair Chance Ordinance
Post Where Employees Can Read Easily. Failure to post this notice may result in penalties.

The Fair Chance Ordinance (FCO) regulates when and how San Francisco employers and City contractors may ask about and use
arrest and conviction records in hiring decisions. As of October 1, 2018, all employers with 5 or more employees worldwide, and City
contractors of any size, must observe the following restrictions:

• An employer MAY NOT ask about arrests or convictions on a job application.

• Only AFTER a conditional offer of employment may an employer conduct a background check, or inquire about convictions or
unresolved arrests.
• After making a conditional offer of employment, an employer may consider only convictions that are directly related to the
job, but may NEVER consider any of the following:
• An arrest not leading to a conviction (except for unresolved arrests);
• Participation in a diversion or deferral of judgment program;
• A conviction that has been dismissed or expunged;
• A conviction in the juvenile justice system;
• A conviction that is more than 7 years old (unless the position supervises or provides services to minors, seniors, or
dependent adults);
• Infractions (except driving record infractions when driving is part of the job); or
• A conviction for decriminalized conduct, including the non-commercial use and cultivation of cannabis.

• Before taking any adverse action, such as not hiring an applicant because of a conviction, the employer must:

• Notify the applicant or employee and provide a copy of the background check, if any;
• Give the applicant or employee 7 days to respond with evidence of inaccuracies on the background check or evidence of
rehabilitation or other mitigating factors.*
• Reconsider the action based on evidence the applicant or employee provides.

* Evidence of rehabilitation includes satisfying terms of parole or probation, education or training, participating in alcohol or drug treatment
programs, letters of recommendation; and age at which the individual was convicted. Mitigating factors are things that contributed to the
conviction, such as coercive conditions, physical or emotional abuse, and untreated substance abuse or mental illness.

Preemption. Where federal or state law imposes a criminal history requirement that conflicts with the FCO, the federal or state law will apply.

No Retaliation. An employer may not take an adverse action against an applicant or employee for exercising their rights under the FCO or
cooperating with the Office of Labor Standards Enforcement.

Notice Requirement: Employers must provide this notice to applicants and employees prior to conducting a background check, and must
post this notice in English, Spanish, Chinese, and any other language spoken by at least 5% of the employees at the workplace or job site.
For more information, or to file a complaint, contact the San Francisco Office of Labor Standards Enforcement at: Hotline: (415) 554-5192 Email: [email protected]
10/1/2018

Office of Labor Standards Enforcement For more information

(415) 554-6469 please visit www.sfgov.org/olse
 舊金山公平機會條例
Post Where Employees Can Read Easily. Failure to post this notice may result in penalties.

公平機會條例（FCO）規範舊金山之雇主與市府承包商在做出雇傭決定時，何時及如何要求和使用拘捕及刑
事有罪判決紀錄。自2018年10月1日起，所有於全球各地擁有五位（含）以上員工之雇主，以及任何規模的
市府承包商，皆必須遵循下列規範：
• 雇主不得於應徵申請中要求隨附拘捕或刑事有罪判決紀錄。

• 雇主僅得於有條件錄取求職者後，調查其背景或要求刑事有罪判決或仍在調查程序的拘捕紀錄。

• 雇主僅得於有條件錄取求職者後，考量與個人從事該工作之能力直接相關的刑事有罪判決與仍在調查程
序之拘捕，但是不得在決定是否雇用求職者時考量下列任何事項：

• 未導致刑事有罪判決之拘捕（除仍在調查程序中外），
• 參與轉向或暫緩判決項目，
• 經撤銷或消除之有罪判決紀錄，
• 適用青少年司法程序的有罪判決，
• 已做成七年或更長時間之有罪判決（除該職位係負責監督或提供服務予未成年人、年長者，或無法獨
立自主的成年人），
• 輕微違法案件（以駕駛為業者違反交通案件除外），或
• 違紀行為之有罪判決，包括非商業性使用及栽種大麻。

• 採取任何不利行為，例如在因有罪判決而不僱用求職者之前，雇主必須：

• 通知求職者以及提供背景調查報告之副本（若有），
• 給予求職者或 員七天的時間，以提出證明背景調查報告不準確，或已參與更生計畫或具備其他減輕 事由之證據。*
• 依據求職者或 員提供之證據，重新檢視該不利行為。

* 更生證據 包括遵循假釋或緩刑條件、接受教育或培訓、參與酒精或藥物戒癮治療課程、推薦信，以及個人獲
刑事有罪時之年齡。減輕事由係指刑事有罪判決參考的事實，例如強制力之程度、身體或精神虐待、未經治療
濫用藥物或精神疾病。

優先適用。若聯邦或州法律之犯罪紀錄規範與公平機會條例之規範衝突時，應優先適用聯邦或州法律。

禁止報復行為。雇主不得因求職者或其僱員行使公平機會條例中規範之權利，或配合勞工標準
執行辦公室（OLSE）對求職者或其僱員採取報復行為。

通知義務。雇主必須在調查背景之前，提供此通知給求職者或僱員，且必須將此通知以英文、西班牙文、中
文及任何其他超過百分之五比例之僱員使用的語言，公佈於工作場所或辦公室中。

欲查詢更多的資訊或提出申訴，請聯絡 舊金山勞工標準執行辦公室
專線： (415) 554-5192 電子郵件信箱： [email protected]

Office of Labor Standards Enforcement For more information

(415) 554-6469 please visit www.sfgov.org/olse
 Ordenanza de Oportunidades
Equitativas de San Francisco
Post Where Employees Can Read Easily. Failure to post this notice may result in penalties.

La Ordenanza de Oportunidades Equitativas (FCO, por sus siglas en inglés) regula cuándo y cómo los empleadores de San
Francisco y los contratistas de la Ciudad pueden preguntar acerca de los expedientes de arrestos y condenas y usarlos al
momento de tomar decisiones de contratación. A partir del 1º de octubre de 2018, todos los empleadores con 5 o más empleados en todo
el mundo, y los contratistas de la Ciudad de todos los tamaños deben observar las siguientes restricciones:
• Un empleador NO DEBE preguntar sobre arrestos o condenas en una solicitud de empleo.
• Sólo DESPUÉS de hacer una oferta condicional de empleo puede el empleador realizar una verificación de antecedentes, o
preguntar acerca de condenas o arrestos sin resolver.
• Después de hacer una oferta condicional de empleo, un empleador puede considerar únicamente las condenas que estén
directamente relacionadas con el empleo, pero NUNCA puede considerar ninguno de los siguientes:
• Un arresto que no haya resultado en una condena, (con la excepción de arrestos no resueltos);
• Participación en un programa de justicia alternativa o de fallo diferido;
• Una condena que haya sido desestimada o cancelada;
• Una condena en el sistema de justicia juvenil;
• Una condena de más de 7 años de antigüedad (a menos que el puesto supervise o brinde servicios a menores, adultos
mayores o adultos dependientes);
• Infracciones (con la excepción de infracciones de antecedentes de conductor cuando conducir es parte del trabajo); o
• Una condena por conducta despenalizada, incluidos el uso no comercial y el cultivo de cannabis.

• Antes de realizar alguna acción adversa, como no contratar a un solicitante debido a una condena, el empleador debe:
• Notificar al solicitante o al empleado y proporcionar una copia de la verificación de antecedentes, si corresponde;
• Dar al solicitante o empleado un plazo de 7 días para responder con evidencia de inexactitudes en la verificación de
antecedentes o evidencia de rehabilitación u otros factores atenuantes.*
• Reconsiderar la acción basada en la evidencia que provea el solicitante o el empleado.
* La evidencia de rehabilitación incluye cumplir con los términos de una libertad probatoria/bajo palabra; recibir educación/capacitación;
participación en programas de tratamiento contra el alcohol o drogas; cartas de recomendación; y la edad a la que la persona recibió la
condena. Los factores atenuantes incluyen factores que hayan contribuido con la condena, como por ejemplo condiciones de coerción, el
maltrato físico o emocional, y el consumo de sustancias controladas o la enfermedad mental sin tratar.
Aplicación preferente. Cuando la ley federal o estatal impone un requisito de antecedentes penales que entra en conflicto con la Ordenanza
FCO, prevalecerá la ley federal o estatal.
Sin represalias. Un empleador no debe emprender una acción adversa contra un solicitante o empleado por ejercer sus derechos bajo la
Ordenanza FCO o por cooperar con la Oficina de de las Normas Laborales (OLSE).
Requisito de notificación: Los empleadores están obligados a proporcionar este aviso a los solicitantes y empleados antes de realizar una
verificación de antecedentes y deben publicar este aviso en inglés, español, chino, y todo idioma hablado por más del 5% de los empleados
en el lugar de trabajo o sitio de trabajo.
Para obtener más información o para presentar una queja comuníquese con la: Oficina de las normas laborales (Office of Labor Standards Enforcement: OLSE)
de San Francisco por medio de: Línea telefónica de atención directa: (415) 554-5192 Correo electrónico: [email protected]

Office of Labor Standards Enforcement For more information

(415) 554-6469 please visit www.sfgov.org/olse
 Ang Ordinansa ng Makatarungang
Pagkakataon ng San Francisco
Post Where Employees Can Read Easily. Failure to post this notice may result in penalties.

Ang Ordinansa ng Makatarungang Pagkakataon (The Fair Chance Ordinance/FCO) ang nangangasiwa kung kailan at paano maaring itanong
ng mga may-ari ng negosyo sa San Francisco at mga kontratista ng Lungsod ang tungkol sa talaan sa pagdakip at paghatol ng pagkakasala at
paggamit nito sa mga desisyon sa pagtanggap ng kawani. Simula noong Oktubre 1, 2018, lahat ng may-ari ng negosyo na may 5 o higit pang
empleyado sa buong mundo, at kontratista ng Lungsod anuman ang laki, ay nararapat na tumupad sa sumusunod na alituntunin:

• Ang may-ari ng negosyo ay HINDI MAARING magtanong tungkol sa mga pagdakip o mga paghatol sa aplikasyon sa trabaho.
• PAGKATAPOS lamang magbigay ng may pasubaling alok ng trabaho maaring magsagawa ng pagsusuri ng kasaysayan, o
magtanong tungkol sa mga paghahatol o mga hindi pa nalulutas na pagdakip.
• Pagkatapos magbigay ng may pasubaling alok ng trabaho, ang may-ari ng negosyo ay maaring isaalang-alang ang mga
paghahatol na direktang may relasyon sa trabaho, ngunit HINDI maaring isaalang-alang anuman sa mga sumusunod:
• Ang pagdakip na hindi humantong sa paghahatol (maliban sa mga hindi nalutas na pagdakip);
• Pakikilahok sa programa ng paglilipat o pagpapaliban ng hatol;
• Ang paghahatol na inalis o binura;
• Ang paghahatol sa sistema ng hustisya sa kabataan;
• Ang paghahatol na lampas sa 7 taon (maliban kung ang posisyon ay namamahala o nagbibigay ng serbisyo sa mga menor de edad, mga matatanda, o
mga matatanda na umaasa);
• Ang mga pagsuway (maliban sa mga talaan ng pagsuway sa pagmamaneho kung ang pagmamaneho ay kasama sa trabaho); o
• Ang paghahatol sa asal na hindi na itinuturing na labag sa batas, katulad ng hindi komersyal na paggamit at pagpapalago ng marijuana.

• Bago gumawa ng anumang gawaing salungat, katulad ng hindi pagtanggap sa aplikante dahil sa isang paghahatol, ang
may-ari ng negosyo ay kailangang:
• Abisuhan ang aplikante o empleyado at bigyan ng kopya ng pagsusuri sa mga kasaysayan, kung mayroon man;
• Bigyan ang aplikante o empleyado ng 7 araw para sumagot kasama ng katibayang hindi wasto sa pagsusuri sa kasaysayan o katibayan ng pagbabagong
buhay o iba pang nagpapagaan ng mga kadahilanan.*
• Muling isaalang-alang ang aksiyon batay sa katibayan na ibinigay ng aplikante o empleyado.
* Katibayan ng pagbabagong buhay: kabilang ang mga maayang mga tuntunin ng paglayang may kondisyon or probasyon, edukasyon o
pagsasanay, pakikilahok sa mga programa ng paggamot ng alkohol o droga, mga sulat ng rekomendasyon; at edad ng tao nuong hinatulan.
Ang mga nagpapagaan na kadahilanan ay mga bagay na nakaambag sa paghahatol, katulad ng sapilitang mga kondisyon, abusong pisikal o
emosyonal , at pag-abuso sa droga na hindi nagamot o sakit sa pag-iisip.
Pagpigil: Kung ang batas na pederal o estado ay nangangailangan ng kriminal na kasaysayan na sumasalungat sa FCO, ang batas na pederal
o estado ang iiral.
Walang Paghihiganti: Ang may-ari ng negosyo ay hindi maaring magsagawa ng masamang aksiyon laban sa aplikante o empleyado na
gumamit ng kanilang karapatan ayon sa FCO o makipagtulungan sa Opisina ng Pagpapatupad sa mga Pamantayan ng Paggawa (Office of
Labor Standards Enforcement).
Kinakailangan na Paunawa: Ang mga may-ari ng negosyo ay kailangang magbigay ng paunawang ito sa mga aplikante o empleyado
bago gawin ang pagsusuri sa kasaysayan, at ipaskil itong paunawa sa Ingles, Kastila, Intsik at iba pang wika na ginagamit ng hindi bababa
sa 5% ng empleyado sa lugar ng trabaho o puwesto ng trabaho.
Para sa karagdagang kaalaman, o para maghabla ng reklamo, tawagan ang San Francisco Office of Labor Standards Enforcement sa:
Hotline: (415) 554-5192 Email: [email protected]

Office of Labor Standards Enforcement For more information

(415) 554-6469 please visit www.sfgov.org/olse
SAMPLE DOCUMENT ONLY. This sample document should not be construed as legal advice. Employers should consult their own
attorney regarding this document and compliance under the Fair Credit Reporting Act and other applicable state and local
laws. SafestHires expressly disclaims any warranties or responsibilities or damages associated with or arising out of the information
provided in, or the use of, this sample document.

CONSUMER REPORT / INVESTIGATIVE CONSUMER REPORT AUTHORIZATION DOCUMENT

Crossover For Work (the “Company”) to order consumer reports and investigative consumer reports
By signing below, I authorize ____________________
from SafestHires, Inc. (“SafestHires”), a consumer reporting agency. I understand that, as allowed by law, the Company may rely on
this authorization to order additional consumer reports and investigative consumer reports from SafestHires without asking me for my
authorization again during any period of employment.

For the specific purpose of preparing consumer reports and investigative consumer reports for the Company, and subject to all laws
protecting my informational and individual privacy, I authorize the following to disclose to SafestHires the information needed to
compile the reports: my past or present employers; learning institutions, including colleges and universities; law enforcement and all
other federal, state and local agencies; federal, state and local courts; the military; credit bureaus; testing facilities; and motor vehicle
records agencies.

Please check this box if you would like to receive a free copy of your report

The below-requested information will be used for background screening purposes only.
Last Name First Name Middle Name

Other Name(s) (Alias) Used

Check this box if you have no middle name or initial

Social Security Number (SSN): If no SSN, enter National ID Number:
Date of Birth:

Current Residential Address Apt. or Unit #

City State or Province Postal Code (Zip)

Applicant Signature of Acknowledgement and Authorization:

Signature:

Date:

THE REMAINDER OF THIS DOCUMENT IS INTENTIONALLY BLANK.

Page 1 of 1
INTERNATIONAL CRIMINAL BACKGROUND SEARCH CHECKLIST FOR

FIRST NAME______________________________________________________________________

LAST NAME ______________________________________________________________________

DATE OF BIRTH__________________________________________________________________

ADDRESS__________________________________________________________________________

AUTHORIZATION FORM? YES____________________ NO______________________

PASSPORT SCAN? YES_____________________ NO______________________

NIGERIA ALSO REQUIRES

Also provide the applicant's current address.

A copy of the applicant's National ID card will also suffice in lieu of the
passport scan if the applicant still resides in-country