The Riverside Employment Lawyers At Blumenthal Nordrehaug and Bhowmik File A Class Action Lawsuit Against Home Depot U.S.A., Inc., For Alleged Violations of the FCRA

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The class action was brought by Blumenthal Nordrehaug and Bhowmik against the home improvement retail store on behalf of a California employee who alleges various Fair Credit Reporting Act Violations

California employment lawyers Blumenthal, Nordrehaug & Bhowmik

California employment lawyers Blumenthal, Nordrehaug & Bhowmik

For more information about the class action lawsuit filed against Home Depot U.S.A., Inc., please call Nicholas J. De Blouw at (866) 771-7099

The Riverside employment law lawyers at Blumenthal Nordrehaug & Bhowmik filed a class action lawsuit against Home Depot, U.S.A., Inc., alleging the home improvement retail store violated the Fair Credit Reporting Act by allegedly conducting background checks and obtaining credit reports on job applicants without valid authorization to do so. The Home Depot U.S.A., Inc., Case No. 2:17-CV-05798 is currently pending in the United States District Court for the Central District of California. A copy of the complaint can be read by clicking here.

The Class Action Complaint alleges that Home Depot unlawfully inserted liability release provisions into forms purporting to grant Home Depot the authority to obtain and use consumer report information for employment purposes. The Complaint further states that this practice is prohibited by the Fair Credit Reporting Act because the authorization forms signed by job applicants must not include any additional information on them, including, in this case, the clause that releases from any and all liability, Home Depot and other potential third parties who may become involved in the background screening process.

The Fair Credit Reporting Act 15 U.S.C. Section 1681, et seq. provides individuals with a number of rights. Specifically, pertaining to employment-related background checks, the FCRA provides that a prospective employee must give valid consent to the background check. The FCRA requires a signed authorization and disclosure from the applicant, sometimes referred to as a "consent" form. The authorization and disclosure form must be executed and signed by the applicant prior to an employer requesting or conducting a background check. According to the Complaint, the FCRA requires that no extraneous information can be attached or included on the consent form itself. The authorization and disclosure must stand alone according to the FCRA.

Blumenthal, Nordrehaug & Bhowmik represent current and former employees in class action employment law lawsuits, including complaints for missed meal periods, unpaid wages, wrongful termination, and violations of the Fair Credit Reporting Act. Don’t wait for your statute of limitations to run on your potential claims. Feel free to contact one of their experienced labor lawyers today by calling (866) 771-7099.

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Nicholas De Blouw
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