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Well it might be pretty hard to sue as i am sure they required her to sign a basic confessional in oreder to let her go with no chanrges. The suit woulo theb be worthless if so. But i really doubt her paperwrok amoung thorusands caught would be worth worrying about. But she might have a probel later if something happens o a lie detector bewcause of her guilt. Face it she agreed to save not being arest and there are conseqauences. i'd thnk before is the time to woory and more about being a thief really.
Choicepoint is merely one of the larger background-check services. Like all of them, an employer buys A REPORT--a single snapshot in time. It is not a constant monitoring or notification service.
Furthermore the company doesn't rely on information supplied by private businesses beyond what is allowed in the Fair Credit Reporting Act. That would be stupid, there is far too great of a risk of false reporting. They rely on the same sources that every other background-check services relies on: credit reports, arrest records, conviction records, insurance records, et cetera. It has to be verifiable fact, and it has to be reported from a source with the power to correct inaccurate information. Just as a store can't correct a shopper's inaccurate credit card record, they can't correct a criminal record either. So they aren't allowed to report it. The source not only has to be a recognized 'information furnisher' and the information has to data they are authorized to disclose.
Most importantly, it is pretty unlikely that Walmart is going to run a check on someone who is already in their employ. Government agencies often do this periodically for employees who have security clearances. And some private employers do this as part of a promotion review process.
But as a random periodic thing? Not very likely. It would be too expensive for starters. Plus, they need the individual's permission to do it. Most people sign an agreement when they apply for a job to allow the employer to run a background check prior to being hired. But that is a one-time use agreement. If the employer wanted to run periodic checks throughout the period of employ, they would need different language and a new signature after the worker is hired. An employer doesn't automatically have the right to run continuous background checks on their workers.
They've got some believable graphics to make you really think they are Big Brother following every worker's every move, but if you dig deeper they confirm what I stated above--they can only provide FCRA-compliant data from recognized 'information furnishers'.
For example on their main page they say "less than 5% of theft incidences are prosecuted"....implying that their reports include every accusation and suspicious thought of every employer, rather than merely the criminal reports that other background reports contain But then you read their FAQs and see that they only include convictions in their reports, not arrests, and of course obviously not employer's suspicions--because those would be FCRA violations.
NMRA is merely a credit bureau, they just happen to market their services to retailers rather than the general population.
She probably steals from the company she works for so she should be worried about getting caught eventually. If she got a wake up call to stop being a low life and makes use of it, fine. If not, lets hope she does get caught, gets fired, charged, fined, etc.
I think they were doubting that the OP were really writing about his friend.
Some posters, not all doubted the truthfulness of my first post. I don't mind....the naysayers don't bother me a bit...LOL
My co-worker is doing okay. She's young (early 20's) and I think she learned a lesson.
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