The Fair Credit Reporting Act (FCRA) was written and enacted into law to promote the accuracy, fairness and privacy of information in the files of consumer reporting agencies. The FCRA makes it very clear to employers what is expected of them in regards to information gained for the purposes of employment screening. Among these is the mandate to get written permission from the potential job applicant prior to pulling criminal background checks on them. Employers are also required to give an adverse action notice and summary of rights as outlined by the FCRA if records were found that may adversely affect them. Although criminal records are classified as public records and are available to anyone through the courts, when used as part of an employment screening process have to adhere to the FCRA. To read more about this subject read recent press release found at: http://www.criminalbackgroundrecords.com/news/2014-3-17-Consumers-Rights-with-Background-Screening.html