Pre-Employment screening checklist and compliance:

At Xukor we understand that you will have questions about the employee screening process both at the beginning and throughout the process. At Xukor we believe in making things simple; we strive to make the pre-employment screening process as easy as possible for our clients and for the candidate. At any point in the screening process, please do not hesitate to contact us if you have any questions or need clarification of any items. Toll Free: 1-800-858-3694 or email us at: information@xukor.com

Xukor required forms and information:

Before the screening process begins, we require the completion of a Xukor Service Agreement. We perform a detailed background check on a business before the application is accepted. The checks performed are as follows: copies of a business license and/or articles of incorporation, business credit reports, liens, judgments, bankruptcies, civil filings and bank and trade references. Click here for the Xukor Service Agreement.

Once your account is set up with Xukor, you will have a detailed resource area on the extranet site that you will be able to access 24/7. The resource area contains the following useful information for you and your organization to utilize:

• Summary of Rights - FCRA (Effective Jan 31, 2005) - Candidate must receive a copy
• Documents Required in Cases of Adverse Action
• Sample Adverse Action letter
• Sample Pre-Adverse Action letter
• Drivers Privacy Protection Act- Candidates must receive a copy who have a DMV record search performed
• Employer Checklist and Tips - Summary of employer obligations
• A Xukor Pre-Employment Referencing Tutorial: An online do-it-yourself guide designed for:

• Useful and educational links to Government Agencies and Human Resource Organizations
• Useful and educational articles written by Xukor

As a consumer reporting agency, Xukor operates in full compliance with the Federal Fair Credit Reporting Act (FCRA). All background investigations are conducted in compliance with federal, state and local laws. The employer must have written consent of the candidate (signature) to obtain any background investigation or investigative report(s). Reports on candidates will be requested only by the Subscriber's designated representative. Employees will be forbidden to attempt to obtain reports on themselves, associates, or any other person except in the exercise of their official duties.

(The Fair Credit Reporting Act provides that any person who knowingly and willfully obtains information on a consumer from a consumer reporting agency under false pretense shall be fined under title 18, or imprisoned not more than two years or both.)