Other Covered Entities

C3 Intelligence Inc.

Industries

  • Business and Professional Services
  • Due Diligence Investigation Services

Participation

EU-U.S. Privacy Shield Framework: Active

Original Certification Date: 3/31/2017
Next Certification Due Date: 1/11/2020
Data Collected: HR

Swiss-U.S. Privacy Shield Framework: Active

Original Certification Date: 1/11/2019
Next Certification Due Date: 1/11/2020
Data Collected: HR, NON-HR

Purpose of Data Collection

Our primary focus is to provide fast and accurate pre/post employment background screening services. We focus on empowering HR Professional with the right tools to make the perfect hiring decision. Employers check both job applicants and existing employees for several reasons. The things an employer wants to know about you can vary with the kinds of jobs you might seek. These are a few of the reasons employers conduct background screening: -Negligent hiring lawsuits are on the rise. If an employee's actions hurt someone, the employer may be liable. The threat of liability gives employers reason to be cautious in checking an applicant's past. -Terrorist acts have resulted in heightened security and identity-verification strategies by employers. -Corporate executives, officers, and directors face a degree of scrutiny in both professional and private life as a result of corporate scandals. -Fraudulent credentials (false or inflated information) supplied by some job applicants make employers wary of accepting anyone's word at face value. -Federal and state laws require that background checks be conducted for certain jobs. For example, most states require criminal background checks for anyone who works with children, the elderly, or disabled. Many state and federal government jobs require a background check, and depending on the kind of job, may require an extensive investigation for a security clearance. Background reports can range from a verification of an applicant's Social Security number to a detailed account of the potential employee's history and acquaintances. Information included in a background check will depend to some extent on the employer and the job involved. For many jobs, a state or federal law requires the employer to conduct a background check. Jobs that involve work with children, the elderly or people with disabilities are examples of jobs that will almost certainly require a criminal background check. Some employers search social networking sites such as Facebook for the profiles of applicants. Here are some of the pieces of information that might be included in a background check. Note that many of these sources are public records created by government agencies. Driving records, Vehicle registration, Credit records, Criminal records, Social Security number, Education records, Court records, Workers' compensation, Bankruptcy, Character references, Medical records, Property ownership, Military records, State licensing records, Drug test records, Past employers, Personal references, Incarceration records and Sex offender lists FCRA Compliant: We are compliant and up-to-date on laws and legislation regarding the background screening industry. System Security - 24 by 7 on-site security personnel, Biometric scanner and card key access, High definition , Security cameras, Centralized security monitoring station, Multi-level firewall protection, Full data grade HVAC system with N+1 redundancy, On-site generator back-up and power conditioning, Centralized monitoring of HVAC, UPS, temperature, humidity security and fire prevention systems. Our background checks interface system runs on a high-availability servers running a secure operating system. Full backups are performed nightly and incremental backups are performed on a continuous basis throughout the day. Encrypted system backups are moved off site daily. All data transmission done within our background checks interface system are encrypted using SSL Certificates issued and manage by Thawte. (Including all XML traffic). Servers are protected by multi-level firewall technology and intrusion detection software. Third party PCI Approved Scanning Vendors (PCI-ASV). All applicants must receive the following documents before a check can be conducted. Background Disclosure and Authorization Form and a Summary of Rights under the FCRA

Privacy Policy

HR Data

C3 Client Agreement 5-18-2018
Description:

C3 Client Agreement 5-18-2018

Effective Date: 5/1/2018
Privacy Policy
Description:

Our privacy policy is fully listed and may be reviewed using the link below.

Effective Date: 1/1/2016

HR and Non-HR Data

Description:

Information Obtained to Perform Services C3 Intelligence Inc. is consumer reporting agency specializing in screening job applicants for employers. The service we provide to our employer clients requires the collection of information on individuals to create reports utilized by the client for employment selection, retention, and promotion. Here is how our business model works: 1. C3 Intelligence Inc. clients disclose to applicants that they will be processing a background check, communicating the applicant's rights within the disclosure and prior to processing a background, and obtain Authorization from the applicant to conduct a background investigation. 2. C3 Intelligence Inc. clients either directly provide us with the applicant's personal information or utilize technology designed by C3 Intelligence Inc. to obtain it directly from the applicant. 3. Personal information is then utilized to prepare a background report for the employer. 4. The personal information collected may include an applicant's history of employment and other credentials related to the applicant's prospective employment. 5. In addition to the data that is submitted to us either by the applicant directly or from the client, we may collect data from third parties as needed to process verification of education, residence history, job performance, credit reports, driving records, criminal history records and other lawful checks. 6. Prior employers and/or references may be contacted, and the report may include information obtained through personal interviews regarding the applicant’s character, general reputation, personal characteristics and/or mode of living. 7. We then provide the collected information to the current or prospective employer in the form of a consumer report. All information collected in this process will be used only for the purposes of performing employment screening services which includes verification of the accuracy of the personal information and sometimes a check of the applicant’s references. All information collected in this process will only be provided to our employer client unless we are required to disclose personal information in response to lawful requests by public authorities, including to meet national security or law enforcement requirements.

Effective Date: 8/20/2018
Description:

C3 Intelligence does not outsource or offshore our customer support or our employment and education verification services. C3 Intelligence places high value on our centralized single-point-of-contact service model, managed directly from our corporate headquarter in Westlake Village, California. Our onsite client support staff has full access to your accounts and screening reports enabling us to provide information and thorough updates quickly. This model results in consistent, positive customer satisfaction ratings and successful verification rates. C3 Intelligence customer service and processing center employees are all full-time professionals with a minimum of 2-4 weeks of intensive training and additional position-specific mentorship.

Effective Date: 8/20/2018

Non-HR Data

Document: Non HR Data
Description:

Non HR Data Policy

Effective Date: 5/1/2018

Verification Method

Self-Assessment

Dispute Resolution

Questions or Complaints?

If you have a question or complaint regarding the covered data, please contact C3 Intelligence Inc. at:

Krystine Ilustrisimo
VP Operations
C3 Intelligence Inc.
31355 Oak Crest Drive Suite 210
Westlake Village, California 91361

Privacy Shield organizations must respond within 45 days of receiving a complaint.

If you have not received a timely or satisfactory response from C3 Intelligence Inc. to your question or complaint, please contact the independent recourse mechanism listed below


NON-HR RECOURSE MECHANISM



Appropriate statutory body with jurisdiction to investigate any claims against C3 Intelligence Inc. regarding possible unfair or deceptive practices and violations of laws or regulations covering privacy Federal Trade Commission