FAQs
My company needs to order several background checks at once. How do we do that?
You may call in your request, e-mail it to us, or simply fill out this Order Form.
What if I only need individual searches as opposed to a background check?
You may order individual searches as opposed to an entire background check. This could be risky depending on your needs. Click here to request any search you require, such as criminal search, ID verification, regulatory searches, etc.
Does Moneta have in place General Data Protection Regulation (GDPR) and Fair Credit Reporting Act (FCRA) compliance?
Yes. Our applicant Authorization Form delineates our policies which comply with GDPR and FCRA statutes.
How does Moneta price its background checks and intelligence assignments?
Moneta’s background checks (from Pre-Employment to Comprehensive Screening) are fee-based, plus expenses, as opposed to an increased flat fee. Price for background checks range from $895 to $5,950, depending on the level of background check required.
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​Moneta charges per hour for intelligence and investigative services. In our free initial consultation, we discuss with you the nature of your request, your needs and what information you already know. Subsequently, we provide an estimate based on the job’s required time and expenses. Our fees are confirmed before work commences.
Does Moneta require payment up front?
Moneta requires 50% up front and the remaining balance within 30 days from the invoice date. No exceptions.
How will we receive our Reports (i.e., Background Check Reports, Intelligence Reports?
Moneta delivers Reports via 1) secure email and 2) uploads them to your Online Client Portal
How does Moneta handle its Clients’ information and personal information of the people and companies it investigates?
Moneta does not disclose client or subject information to any entity outside of our organization and its network of suppliers, outside sources, and independent contractors.
What information is not reportable under the FCRA?
A) Unless the annual salary of the applicant/employee is expected to meet or exceed $75,000 annually, the FCRA restricts the reporting of certain information deemed obsolete, as noted below (note: some states have laws that pre-empt the FCRA’s salary cap. California, for example, generally limits the reporting of most information to seven years, except for bankruptcy, which is 10 years, regardless of the salary amount):
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Civil lawsuits, civil judgments and arrest records that antedate the report by more than seven years or until the governing statute of limitations has expired, whichever is longer;
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Accounts placed in collection or charged to profit-and-loss which antedate the report by more than seven years;
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Bankruptcies after 10 years;
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Paid tax liens after seven years;
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Any other negative information after seven years (except criminal convictions for which the FCRA places no time limit unless state law provides otherwise).
B) General or neutral information such as discrepancies in employment dates, position titles, degrees earned, etc. is not considered “adverse information” for purposes of the FCRA.