In a prior article, we covered the basics: how background checks work, what to expect, and typical timelines. This article picks up where that one left off.

Here, we’re talking about what happens when something goes wrong. When information doesn’t match. When you need to dispute an error. When identity theft is involved. We’ll also cover what employers need to know about managing these situations.

Your Rights During a Background Check

What rights do candidates actually have?

The Fair Credit Reporting Act (FCRA) protects you when a background check is used for employment. You have the right to know a check is being run, to see what’s in your report, and to dispute anything that’s wrong. You also get advance notice before an employer makes a decision based on negative information.

These are legal requirements, not suggestions. We follow them, and employers have to as well.

What’s a consumer report?

It’s the official term for your background check report. A consumer reporting agency (like us) pulls together the information the employer ordered (criminal records, employment history, education verification, whatever applies) and delivers it in a report. That’s what employers review when making hiring decisions.

What is adverse action, and why does it matter?

Adverse action means an employer is considering not hiring you based on something in your background check. Before they can make that final decision, they have to give you notice and a chance to respond. That’s your opportunity to dispute errors, provide context, or submit documentation.

We don’t make those decisions. Employers do. But we help make sure the process is handled correctly.

When Your Background Check Has Errors

What if something on my report is wrong?

You have the right to dispute it. People file disputes all the time: records that belong to someone else with a similar name, incorrect case details, charges that were dismissed but still show up, outdated information that should have been updated.

If you see something that doesn’t belong to you or isn’t accurate, file a dispute.

How does the dispute process actually work?

Once you file a dispute, we investigate. We go back to the original source (courts, previous employers, schools) and verify what’s correct. Under the FCRA, we have a set timeframe to complete this and get back to you.

If we find an error, we update your report and notify you and the employer. If the information was correct, we’ll let you know that too.

What happens after a dispute is resolved?

Both you and the employer get notified. If changes were made, the employer reviews the updated report before making any final decisions. If nothing changed, at least you know the record was verified.

Identity Theft and Sensitive Situations

What if I’m a victim of identity theft?

If someone else’s actions are showing up on your background check because of identity theft, you need to act quickly. Start by placing a fraud alert or security freeze on your credit and consumer files. Then reach out to us. We’ll walk you through what documentation you’ll need and how to get your report corrected.

What protections exist for victims of trafficking?

If you’ve been a victim of certain forms of trafficking, you may be able to request that specific adverse information be blocked from your consumer report. There’s a process for this, and it requires documentation. Contact us directly and we’ll explain your options and what’s needed.

Technical Issues and Application Mistakes

What if I made a mistake on my background check application?

It depends on what you got wrong and how far along the process is. If you mistyped your name, date of birth, or Social Security number and we’ve already started the search, we might need to start a new report to keep everything accurate and compliant.

If you catch it early, reach out to us or the company that’s hiring you. We’ll figure out the best path forward.

How do I submit additional documentation?

If we’ve asked for proof of something (a court document, an updated diploma, etc.), you can upload it securely through the candidate portal. Just follow the instructions carefully.

For Employers: Managing Screening Programs

How do employers get started with UBS?

Work with our sales team. We’ll help you set up your account, get credentialed, and build screening packages that match your hiring needs and compliance requirements. If you’re new to background checks or switching providers, we’ll walk you through it.

Can employers change candidate information after submitting an order?

Not usually. Once an order is submitted, we start working on it right away. Key details like name, date of birth, and Social Security number need to be accurate from the start. Changes to that kind of information after submission usually aren’t allowed. Double-check before you hit submit.

What types of background checks does UBS offer?

We cover the full range: criminal background checks, drug testing and occupational health screenings, motor vehicle records, employment and education verification, identity searches, and compliance-focused screenings. If you need it for hiring, we probably offer it.

Do you integrate with ATS and HRIS platforms?

Yes. We integrate with most major applicant tracking systems and HRIS platforms, so background checks fit into your existing workflow.

Why This Matters

Background checks involve sensitive information, legal requirements, and real consequences for people’s lives and careers. When disputes arise or complications pop up, you need a partner who knows how to handle them correctly.

Contact Universal Background Screening to learn how we can support your hiring and compliance needs.