Compliance resource center
Permissible purpose, certifications, notices and adverse-action materials, organized by workflow.
UPDATED AUG 2026 · EDUCATIONAL — NOT LEGAL ADVICE
How this center is organized
By workflow, not by statute: what you need at order time, what the candidate must receive, what happens during verification, and what applies if you act on a report. Each stage lists the materials HVR provides and the obligations that remain with your organization.
At order time
A permissible purpose, certified per order and stored with it. A clear, standalone disclosure to the candidate. The candidate's authorization, captured and timestamped. HVR's workflow collects these; your policies govern them.
- Permissible-purpose certification — per order
- Standalone disclosure — provided to the candidate
- Authorization — captured before verification proceeds
During verification
Source and method records on every field, jurisdiction rules applied at order time (including compensation-request restrictions), and consumer access running in parallel: the candidate can see status and reach support while the verification is live.
If you act on a report
Pre-adverse action: the candidate receives the report copy and a summary of rights, with time to respond. Adverse action: the required notice follows. Disputed information triggers reinvestigation and possibly a corrected version — which you are expected to consider. HVR supplies the report copies, notices and status; counsel supplies the final language.
Requires review by qualified counsel
State-specific materials
Several states add rights and restrictions: file-access rules, fee limits, notice requirements, and limits on what may be considered. Select your state in the Consumer Center for the applicable summary, or contact the compliance team for employer-side materials.
Questions a guide can't answer?
Employers, candidates and verifiers each have a direct line — no shared queue.