A mixed-up identity, a dismissed charge that still shows as a conviction, or a record that should have been sealed can cost you a job offer, a promotion, or your current job. Dolgora Law PLLC helps New Yorkers correct inaccurate background reports and pursue claims against the screening companies and employers that violate the law.
Employers rely on background screening companies to report criminal records, employment history, education, and more. These companies pull data from large databases and court records, and the data is often incomplete, outdated, or attached to the wrong person. Common errors include records belonging to someone with a similar name, charges that were dismissed or sealed but still appear, misclassified offenses, duplicate entries, and incorrect job titles or dates.
The Fair Credit Reporting Act (FCRA) treats screening companies as consumer reporting agencies. They must follow reasonable procedures to report information accurately, and employers must follow specific steps — written disclosure, your authorization, and a chance to respond before they act on a report. New York law adds further protections, including limits on how employers may use criminal history. When these rules are ignored, you may be entitled to damages, not just a corrected report.
We help you request a copy of the report from the screening company and the notices the employer sent you, so we can see exactly what was reported and what was done with it.
We compare the report to your actual record and history to pinpoint what is wrong, outdated, sealed, or belongs to someone else.
We prepare a written dispute with supporting documents, such as court records, so the screening company has to investigate and correct the report.
We review whether the employer gave proper disclosure, got your authorization, and sent the required pre-adverse and adverse action notices before acting.
Where the screening company or employer broke the law, we pursue claims for damages on your behalf.
A corrected report, accountability for those responsible, and compensation for the harm done.
A wrong or misleading background report can cost you a job offer, and an employer who skips the required steps may have broken the law. Here’s what employers must do and how to fight back.
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