If a staffing agency, a hospital, a school district, or an employer put your hiring on hold after an AccuSource background check, the report behind that decision is a consumer report under the Fair Credit Reporting Act. The company now operates as AccuSourceHR, and it has grown by acquiring other screeners, which means the name on your report may not be the name you searched for. The rights are the same whichever name appears: see the report, dispute it free of charge, and be compensated when an error costs you the job.
What AccuSource is
AccuSource, Inc. was founded in Southern California in 1999 according to its Better Business Bureau profile and company history, and in January 2022 it was acquired by PeopleWorks Holdings, a private-equity-backed platform that merged it with PeopleG2, another screening company, in the same transaction. It now operates as AccuSourceHR, Inc. from Phoenix, Arizona, and has since absorbed Proforma Screening Solutions, Five Diamond Screening, and Frasco Profiles, so applicants screened by any of those names may find AccuSourceHR behind the report. The company’s dispute page describes it as “a Consumer Reporting Agency (CRA),” and it is listed among the Professional Background Screening Association’s accredited firms. It sells criminal and court searches, Social Security number tracing, education and employment verification, credit reports, driving records, watch-list and social-media checks, international searches, drug and occupational-health testing, I-9 processing, and continuous monitoring, and it markets to staffing, healthcare, government, education, manufacturing, transportation, and hospitality employers through integrations with staffing and payroll platforms. When it assembles those records and sells them to an employer, it is a consumer reporting agency with every duty the FCRA imposes.
Where these reports go wrong
A screener assembled from five acquired companies inherits five sets of data sources and procedures, and the seams show in the reports. A court search matched on name alone can attach a stranger’s conviction to your file — the same failure that produces a mixed credit file; a charge that was dismissed can be reported as pending; an expunged record can surface from a stale database; a non-conviction older than seven years can appear even though the FCRA bars it. Verification calls that go unanswered become “unable to verify,” which a hiring manager reads as a lie on the application. In staffing, where the same report follows you from placement to placement, one error can cost several jobs.
The public-record rule for employment reports
Criminal and court records are where a screening report can do serious damage, and the FCRA adds a specific duty for them. A consumer reporting agency that furnishes a report for employment purposes, and includes public-record information likely to have an adverse effect on your ability to get a job, must do one of two things: notify you, at the time it reports the record, that public-record information is being reported, together with the name and address of the employer receiving it; or maintain strict procedures designed to ensure that the record is complete and up to date (15 U.S.C. § 1681k(a)). For arrests, indictments, convictions and judgments, “up to date” means the current public-record status of the item at the time of the report, so a charge reported as pending after the court dismissed it does not meet the standard. The Federal Trade Commission’s guidance to screening companies describes the same two options and gives examples of reports that raise compliance concerns: convictions belonging to someone with a different middle name or date of birth, multiple entries for the same offense, and records that have been expunged or sealed. If you never received a notice letter, ask AccuSourceHR which of the two routes it relies on.
What the staffing agency or employer owes you
The company that ordered the report has its own duties, and they come in two steps. Before taking adverse action based in whole or in part on the report, an employer must give you a copy of it and a written description of your rights under the FCRA (15 U.S.C. § 1681b(b)(3)(A)), which is your chance to read the AccuSourceHR report and dispute an error before the decision is final. After taking adverse action, it must notify you of the decision; give you the name, address and telephone number of the company that supplied the report; state that the company did not make the decision and cannot give the specific reasons for it; and tell you that you may get a free copy of the report if you ask within 60 days and may dispute its accuracy (§ 1681m(a)). The Federal Trade Commission’s guidance to employers lists the same contents. In staffing, keep both letters: the company named in the adverse-action notice is the one your dispute has to go to, whatever name you were screened under.
How to get your report and dispute it
AccuSourceHR publishes a full dispute channel. According to its dispute page and contact page, disputes go by phone to 888-649-6272 (a number its BBB profile also lists), by fax to 951-734-0884, by email to disputes@accusourcehr.com, through an online dispute form, or by mail to Attn: Compliance Department, AccuSourceHR, Inc., 11811 N. Tatum Blvd., Suite 3090, Phoenix, AZ 85028, and the company states that it has 30 days from receipt to complete the reinvestigation. A copy of your own report is available on request through the same phone number or by writing to the Phoenix address, and the employer that ordered it must give you a copy before taking adverse action. Dispute in writing, attach the court disposition or employment records that prove your point, and keep every letter; our guide to disputing a background check covers what to say.
When it becomes a legal claim
Consumer reporting agencies must follow reasonable procedures to assure maximum possible accuracy, reinvestigate disputes, and delete what they cannot verify. A stranger’s record on your report, a dismissed charge reported as a conviction, or a dispute that changes nothing is the exact failure the FCRA makes compensable: actual damages for the position you lost, statutory and punitive damages where the violation is willful, and attorney’s fees, which is why we handle these cases on contingency. AccuSourceHR sits alongside Accurate Background, Truescreen, and the other companies in our background check company directory — and our background check error lawyer practice covers the rest, from when you can sue a screening company to what a rescinded job offer is worth.
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Published by The Kim Law Firm, LLC — about attorney Richard Kim. Last updated October 2026.