No fee unless we win|Helping people nationwide|The company that broke the law pays our fees
Mon–Fri 8:30–6 CT · Online review 24/7
Free case review(888) 498-9533Start My Review

Pre-employ.com · Employment background checks

Pre-employ.com background check cost you a job?

Pre-employ.com runs background checks for employers across the country. If its report showed a record that isn't yours, a case that was dismissed or expunged, or a wrong employment history, the Fair Credit Reporting Act lets you fight back.

See If I Have a CaseCall or Text (888) 498-9533

Who Pre-employ.com is and who relies on its reports

Pre-employ.com, Inc. is a background screening company based in Redding, California. A 2014 company press release said it was founded in 1994 as one of the first web-based background check outsourcing companies and that its corporate offices are in Redding. Its website says more than 10,000 employers use it.

Pre-employ.com’s services include criminal searches, employment and education verifications, registry searches, credit reports, drug testing, healthcare sanctions searches, motor vehicle reports, and ongoing monitoring. The CFPB’s list of consumer reporting companies includes Pre-employ.com under employment screening and says its services include continuous monitoring of nationwide databases.

Today, the dispute link on Pre-employ.com’s website leads to an online dispute form operated by JD Palatine LLC, doing business as JDP, and its affiliates.

Errors that show up on Pre-employ.com reports

  • Wrong-person records. A criminal case belonging to someone with a similar name or birth date attached to your report.
  • Dismissed or expunged cases. Charges that were dropped, dismissed or cleared still reported, or reported without the final outcome.
  • Overstated records. A misdemeanor reported as a felony, or a charge reported as a conviction.
  • Duplicates. One case listed several times.
  • Verification errors. Past jobs, dates or degrees reported wrong or as unverified.
  • Old non-conviction records. Arrests and other non-conviction records more than seven years old, which the FCRA generally bars.

How to dispute Pre-employ.com

  1. Get your report. Request a free copy by calling 855-940-3232 or 530-629-5296 (option 3), the numbers on Pre-employ.com’s CFPB listing, or by writing to the compliance address on Pre-employ.com’s CFPB listing (below). If an employer sent you a pre-adverse action notice, keep the copy of the report it included.
  2. Use the official dispute form. Pre-employ.com’s website links to an online dispute intake form. It lets you pick a reason, such as records that were dismissed or expunged, records that are inaccurate, or records that do not belong to you, and upload supporting documents.
  3. Or dispute by mail. Write to Pre-employ.com, Inc., Attn: Compliance Department, P.O. Box 491570, Redding, CA 96049. Send it by a trackable method.
  4. Identify each record. Give the case number, court, county and state for each criminal record, and say exactly what is wrong.
  5. Attach proof. Dismissal or expungement orders, certified dispositions, your ID, and anything showing a record belongs to someone else.
  6. Tell the employer. Let the employer know you have disputed and ask it to wait for the result.
  7. Track the deadline. A consumer reporting agency generally must complete its reinvestigation within 30 days of receiving your dispute and send you written results within five business days after it finishes (15 U.S.C. § 1681i).

How to contact Pre-employ.com

  • Online dispute form: candidate.odyssey.jdp.com/dispute_intake_form.aspx, linked from Pre-employ.com’s website
  • Consumer phone: 855-940-3232 or 530-629-5296 (option 3), per Pre-employ.com’s CFPB listing
  • Mailing address for disputes and file requests: Pre-employ.com, Inc., Attn: Compliance Department, P.O. Box 491570, Redding, CA 96049, per Pre-employ.com’s CFPB listing

Your rights under the FCRA

  • Accuracy (§ 1681e(b)). Pre-employ.com must follow reasonable procedures to assure maximum possible accuracy of what it reports. Matching records by name alone can fall short.
  • Public records for employment (§ 1681k). When it reports public-record information for employment that is likely to hurt you, it must either notify you at the time or maintain strict procedures to keep that information complete and up to date. Reporting a dismissed case without the dismissal is the kind of problem this targets.
  • Disclosure and authorization (§ 1681b(b)(2)). An employer generally must give you a clear, standalone disclosure and get your written permission before ordering a report.
  • Pre-adverse action notice (§ 1681b(b)(3)). Before acting on the report, the employer generally must give you a copy and a summary of your rights.
  • Reinvestigation (§ 1681i). Pre-employ.com must reasonably reinvestigate disputes free of charge and correct or delete what is inaccurate, incomplete or unverifiable.
  • Reporting time limits (§ 1681c). Arrest records and other adverse non-conviction information generally cannot be reported after seven years. Convictions are not subject to that federal limit, though some states set their own.
  • Your file (§ 1681g). You can get your file, its sources, and the list of employers who received your report in the past two years.

Can you sue Pre-employ.com?

You may be able to sue if Pre-employ.com reported inaccurate or outdated information about you because it did not use reasonable procedures, or failed to reasonably reinvestigate your dispute, and the report hurt you, for example by costing you a job offer.

  • Negligent violations (15 U.S.C. § 1681o): actual damages, such as lost wages and emotional distress, plus attorney’s fees and costs.
  • Willful violations (§ 1681n): actual damages or statutory damages of $100 to $1,000, punitive damages, and attorney’s fees and costs.
  • Deadline (§ 1681p): generally two years after you discover the violation, and no later than five years after it happened.

We did not find a CFPB, FTC or state enforcement action against Pre-employ.com. Some background check companies require arbitration in their contracts with consumers, so a lawyer should review any terms you agreed to before filing. The employer may also have separate duties under the disclosure and adverse action rules.

FCRA Attorneys handles these cases on contingency. No fee unless we win.

Get a free case review

FCRA deadlines are strict. If a Pre-employ.com report cost you a job, save the report, the notices and your dispute, and request a free case review. FCRA Attorneys has offices in Dallas, Houston, Chicago, Los Angeles and Atlanta, and files FCRA cases in federal court nationwide, directly or with local counsel.

Questions about suing Pre-employ.com

Can I sue Pre-employ.com?

Yes, if the facts support it. Pre-employ.com prepares background reports that employers use in hiring, which makes it a consumer reporting agency under the FCRA. You may have a claim if it reported inaccurate information without reasonable procedures, or failed to reasonably reinvestigate your dispute.

Why does the Pre-employ dispute form say JDP?

The Submit Dispute link on Pre-employ.com's website leads to an online dispute intake form run by JD Palatine LLC, doing business as JDP, and its affiliates. You can use that form for a Pre-employ.com report. Keep a screenshot of what you submit.

Does Pre-employ.com have a file on me?

Usually only if an employer ordered a report. The CFPB listing says Pre-employ.com may not have information about you unless an employer or other user obtained a report, and that it provides a free report if one has been prepared at a client's request.

What does it cost to bring a case?

Nothing out of pocket. FCRA Attorneys works on contingency, with no fee unless we win, and the FCRA lets a successful consumer recover reasonable attorney's fees and costs from the company.

Related reading

Sources

Updated November 2026. This page is general information, not legal advice.

More company guides

Other companies we sue

Employment & gig-work background checksCheckrCheckr runs background checks for employers and gig platforms, including Uber and Lyft. If a Checkr report pinned someone else's record on you or reported something it shouldn't have, the Fair Credit Reporting Act gives you the right to fight back.Employment background checksSterlingSterling, now part of First Advantage, screens job candidates for employers. If its report tied you to someone else's record or reported something too old or incomplete, the Fair Credit Reporting Act gives you the right to sue.Employment background checksHireRightHireRight screens job applicants and gig workers for employers around the world. If its report showed a record that isn't yours, isn't current or shouldn't be there, the Fair Credit Reporting Act lets you sue.Employment background checksFirst AdvantageFirst Advantage is one of the largest employment background screening companies, and since late 2024 it also owns Sterling. If its report got you wrong, the Fair Credit Reporting Act lets you dispute it and, when the company fails you, sue.Employment background checksGoodHireGoodHire runs employment background checks for small businesses. If your GoodHire report was wrong and cost you a job, the Fair Credit Reporting Act gives you the right to sue.Employment background checksAccurate BackgroundAccurate Background prepares employment background checks covering criminal records, driving records, drug tests and employment verification. If its report about you was wrong, the Fair Credit Reporting Act gives you the right to sue.

No fee unless we win

The company that broke the law pays our fees.

Start My Free ReviewCall or Text (888) 498-9533
CallTextFree Review