| Correct!
D is the correct answer. All information
used by employers to qualify someone for employment must
be job related. Thus, the relevance of credit information
must be job specific. A few states have passed laws advertised
as “restricting” the use of credit reports,
but the bottom line is that there is no substantial change.
Hawaii and Washington passed general laws restricting the
use of credit reports to when required by law or where it
is substantially job related (the traditional EEOC standard).
The states of Oregon, Illinois and Maryland passed statutes
that have the general limitations but also contain lists
of employers and positions where the use of credit reports
is specifically authorized as being job related. Employers
in those states should check those statutes for the specifics
of these safe harbors.
An
employer wants to obtain credit reports as part of the pre-employment
screening process. Can the employer order these reports?
A.
No. The use of credit reports for employment has been prohibited
by the EEOC.
B.
It depends. The use of credit reports have been prohibited
by several states, so it depends upon where the applicant
is being hired.
C.
An employer may obtain a credit report if an employee will
handle money.
D.
Yes. An employer may request a credit report if the information
is job related.
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