Is Your Background Screening Program Actually Compliant?
Get a free 30-minute review with Michael Amato — 25 years in FCRA compliance at a PBSA co-founder firm. You'll receive a written one-page findings summary, whether or not you ever become a client.
Screening employers since 1979 · PBSA co-founder · 94% client retention
What You Get
This is not a sales call with a discovery questionnaire. It’s a working session followed by a written document you can take to your leadership team.
A 30-minute working call
Michael walks through your current screening process — what you check, how you handle authorizations, and what happens when something comes back. No slides.
A written one-page findings summary
Delivered within 48 hours. Plain language. Specific gaps, specific fixes, ranked by risk. Yours to keep and share internally.
A jurisdiction check
New York, New York City, and any other state you hire in. Requirements differ significantly and most programs are built for only one of them.
Zero obligation
If your program is solid, we'll tell you so and you'll have documentation confirming it. We're not going to invent a problem to sell you something.
Reviewed by Michael Amato, Not a Sales Rep
Michael has spent 25 years as Director of Operations and Compliance at DDS. He has handled screening programs for franchise systems, home care agencies, staffing firms, and employers across more than 100 countries.
DDS was a co-founder of the Professional Background Screening Association — the body that writes the accreditation standards most screening companies are measured against. We’ve been doing this since 1979, and in 1985 we ran the first computer-to-computer criminal record search in the industry.
That background is the reason this review is worth 30 minutes. Michael isn’t reading from a checklist he was handed. He’s seen what actually goes wrong.
What the Review Covers
Most screening programs have at least one gap. Usually it’s a document nobody has looked at since it was drafted. Here’s what we work through:
Authorization and Disclosure
· Whether your FCRA disclosure is a standalone document — the most common single violation we find · Whether written authorization is properly obtained and retained · Language that inadvertently voids consent · How long you keep signed authorizations, and where
Adverse Action Process
· Whether pre-adverse action notice goes out before any decision is made · Whether the candidate receives a copy of the report and the Summary of Rights · The waiting period you allow before final action · Whether your final adverse action notice contains required disclosures
Jurisdiction and Fair Chance
· NYC Fair Chance Act sequencing — when you're permitted to ask · New York Correction Law Article 23-A individualized assessment · Ban-the-box requirements in every state where you hire · How multi-state or multi-location hiring is handled consistently
Scope and Vendor Practice
· Whether your reports include arrests without convictions — a real liability exposure · Whether search scope matches the role, or whether everyone gets the same package · How your vendor handles disputes and reinvestigations · Turnaround times, and what happens when a record can't be verified
If you’re not certain about three or more of these, the review is worth your time.
Why We Do This for Free
Because it works, and because we can afford to.
We’ve kept 94% of our clients — the average DDS relationship runs well over a decade. We’re not trying to close you this quarter. We’d rather show you what we actually know and let you decide.
If we find a gap and your current provider fixes it, that’s a good outcome and it cost you nothing. If you’d rather work with a firm where a person answers the phone and a compliance director reviews your program personally, we’re here.
Either way, you keep the summary.
This Review Is Built For
Franchise systems standardizing screening across locations
Home care, healthcare, and human services employers in New York
Staffing agencies and PEOs handling high-volume, fast-turnaround hiring
Employers of 50-500 people without a dedicated compliance function
Youth-serving organizations screening staff and volunteers
Any employer who hasn't reviewed their screening documents in over two years
It’s probably not useful if you have in-house employment counsel actively managing your screening program. In that case you’re likely already covered.
1979
Screening employers for 47 years
PBSA
Co-founder of the industry's accrediting body
94%
Client retention
85%
Of checks complete within 24 hours
Frequently Asked Questions
Is this really free
It’s free and there’s no catch. You’ll get the written summary regardless of what you decide. We don’t ask for payment information and we won’t add you to a drip campaign.
Do I need to switch providers?
No. Many companies we review stay where they are and simply fix what we identified. That’s a legitimate outcome.
How long does it take?
Thirty minutes on the call. The written summary arrives within 48 hours.
What should I have ready?
Your current disclosure and authorization forms if you can find them, and a rough sense of what checks you run for which roles. If you can’t locate the forms, that’s useful information in itself.
Is this legal advice?
No. Michael is a compliance practitioner with 25 years of operational experience, not an attorney. The review identifies practical gaps against common requirements and industry standards. For legal determinations, consult employment counsel — we can suggest questions to bring them.
What if we hire in multiple states?
That’s exactly where most gaps appear. Tell us which states on the form and we’ll cover the differences.
Book Your Compliance Review
Michael personally reviews every submission. You’ll hear back within one business day.
Prefer to talk now? Call (800) 647-7999 or (718) 234-0005 — a real person answers, not a call center.