SOS: lost a $95K Job Offer

Looking for advice on this situation. Background Check Has Wrong Criminal Record - Lost a $95K Job Offer Any guidance would be greatly appreciated.

Details: I'm in a situation where I need to understand my legal options. Has anyone dealt with something similar?

This sounds like a clear violation. Document everything and file with the appropriate agency. In California, you have strong protections under the Labor Code.

Don't resign — that weakens your leverage. Let them fire you if it comes to that. A wrongful termination claim is stronger than a constructive dismissal claim.

From an HR perspective, this is exactly the kind of situation that triggers EEOC complaints. Most companies will settle to avoid the investigation costs.

From an HR perspective, this is exactly the kind of situation that triggers EEOC complaints. Most companies will settle to avoid the investigation costs.

Good discussion. Tagging this for the resource library.

Update: Thanks everyone for the guidance. I consulted with an attorney and we're moving forward. The advice here helped me understand what questions to ask and what to expect. Will update when there's a resolution.

You likely have claims against both the background check company AND the employer under the Fair Credit Reporting Act (FCRA):

Against the CRA (background check company): FCRA § 1681e(b) requires them to follow "reasonable procedures to assure maximum possible accuracy." Mixed-file cases (reporting someone else's records as yours) are a common FCRA violation. If they didn't match on SSN, that's a strong accuracy claim.

Against the employer: FCRA § 1681b(b)(3) requires the employer to provide you with a copy of the report and a "reasonable period" to dispute it BEFORE taking adverse action. If they rescinded the offer without giving you a chance to dispute, that's a separate violation.

Damages can include: lost wages, emotional distress, and attorney fees. If the violation was willful, statutory damages of $100-$1,000 per violation plus punitive damages. Most FCRA attorneys work on contingency. This is a strong case.

I settled an FCRA mixed-file case in 2025 and wanted to share what happened. My situation was almost identical -- a background check company merged my records with someone who had a similar name and a criminal history in a neighboring county. I lost a government contractor position that paid $112K.

Here is what I learned about building a strong FCRA case. First, under 15 U.S.C. Section 1681e(b), the consumer reporting agency has a duty to follow reasonable procedures to assure maximum possible accuracy. When they fail to match on SSN and instead rely only on name and date of birth, courts have consistently found that unreasonable. See Cortez v. Trans Union (3d Cir. 2010) where the court held that failing to use SSN matching when available is a willful violation.

Second, the employer obligation under Section 1681b(b)(3) is critical. Before taking adverse action, the employer must provide you with a copy of the report and a summary of your rights under the FCRA, then wait a reasonable period for you to dispute. Most courts interpret reasonable as at least five business days. If they pulled the offer the same day or next day, that is almost certainly a violation.

We settled for $85K total -- $45K from the background check company and $40K from the employer. My attorney took 33% on contingency so I netted about $57K. Not the full salary I lost, but meaningful. The attorney also got fees paid separately by the defendants under the FCRA fee-shifting provision.

One practical tip: immediately request your file from every major consumer reporting agency (there are dozens beyond the big three). Under Section 1681g, they must provide your file upon request. This helps you identify if the mixed-file problem exists elsewhere and strengthens your case by showing a pattern of negligence.