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Consumer Advocate Statement

As an applicant; employee; contractor; renter; or volunteer, you are a consumer with certain rights under the Fair Credit Reporting Act. Edge’s commitment to consumers is to deliver exceptional and professional support services. When you contact Edge you can expect your questions to be answered within a reasonable time and be treated with courtesy, consideration and respect. Edge promotes accuracy, fairness and privacy when it comes to your information.

Rights Afforded by the Fair Credit Reporting Act


Before an employer can ask for reports about you from any companies that provide them, it must tell you that it might use the information to make a decision. This notice is separate from other documents you get — like an application. An employer may not get a report about you for employment purposes without getting your permission or authorization first, usually in writing.


Employers are required to give applicants separate disclosures prior to requesting a consumer report. The applicant must receive a clear and conspicuous written disclosure that informs them that a consumer report may be obtained and that the report may be used in the employment decision. This written document must be separate from the application packet. The employer must also get written authorization from the applicant before obtaining the consumer report. 15 U.S.C. § 1681b

Additional disclosures apply if the employer decides, based in part on the report, not to hire the applicant. In such a case, the employer must provide:

  • Notice of the adverse action, 15 U.S.C. § 1681m
  • A written or electronic copy of their credit score, if the score is obtained,15 U.S.C. § 1681m
  • Notice of the name, address, and telephone number of the CRA that furnished the report, 15 U.S.C. § 1681m
  • Notice that the applicant can obtain a free copy of the consumer report from the CRA within 60 days 15 U.S.C. § 1681m
  • Notice that the applicant can dispute the accuracy or completeness of any information in the consumer report with the CRA. 15 U.S.C. § 1681m


Full File Disclosure: Want to know what information Edge maintains in our files about you – Order copies of this information that we use to create consumer reports about you.

Once we have verified your identity, all information will be mailed to the address you provide to us. Edge will also include contact information in case you have questions about the information or feel there is an error in any of the reports.

PLEASE NOTE: Edge is not a credit reporting agency and does not create credit reports. Your Full File Disclosure file may include your credit report only if one was ordered by an Edge client in connection with a background report (for example, if an employer requested your credit report as part of a background check).

Edge has no healthcare or medical information about you, no banking records, nor any information about the goods and services you purchase with credit cards.



You may request a copy of your report and you also have the right to dispute the accuracy or completeness of any information in the report.



Click Here to Read the Full Summary of Rights. The Federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and privacy of information in the files of consumer reporting agencies.



In regards to employment/hiring decisions, an adverse action means a denial of employment or any other decision for employment purposes that adversely affects any current or prospective employee. Generally speaking, it means an action was taken or a determination was made that is adverse to the interests of the consumer.

Disputing Your Background Report

Applicants and employees alike have the right to dispute information contained within a consumer report. Employers should direct applicants to contact the CRA (Edge Information Management, Inc.) that performed the background check directly. The CRA’s contact information should appear in the disclosure & release each applicant signs prior to initiating a background check.

One important distinction in the dispute process is related to the final hiring or promotion decision. While the burden to fully investigate a disputed report rests on the CRA (Edge Information Management, Inc.) performing the background check, all hiring decisions must be made by the employer. A CRA simply presents the factual information gathered, re-investigates when necessary and makes amendments to a report as is determined appropriate.

Edge Information Management not only follows the guidelines outlined by the FCRA when disputes are presented by the client and/or the applicant, but exceeds these guidelines by immediately re-investigating the disputed information. Edge handles disputed records as quickly as possible while still maintaining an accurate and thorough re-investigation. Edge works diligently to complete re-investigation efforts well before the FCRA allotted 30 day time frame. Once completed, notifications are immediately sent to the client and applicant/employee.

Credit Report disputes, that is, a consumer report that also contains credit information, are disputed through one of three national providers of credit reports. The Credit Bureau’s work closely with applicants and CRA’s (Edge) to resolve disputed credit information. Applicants should still contact the CRA (Edge) to initiate a credit dispute and, employers will receive notifications directly from the CRA (Edge), as usual, at the conclusion of the dispute process. Credit disputes typically take 30 days to complete as allowed by the FCRA.


Applicants and employee can initiate a dispute by simply contacting the CRA who compiled their consumer report.


Initially, and applicant or employee will need a copy of their consumer report. If the applicant does not have a copy of their report, Edge Information Management, Inc. will provide a copy along with A Summary of Your Rights under the FCRA. If the applicant believes they are the victim of identity theft a copy of Remedying the Effects of Identity Theft will also be provided.