Employment Law Questions? Ask an Employment Lawyer.
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Was there any agreement related to the relocation expense payment between you and the company. This is what is important for determining whether or not you have to pay the $7500 back. Usually, there is a provision in these types of agreements which require you to pay back the amount if your offer is withdrawn or you are terminated within a specified amount of time. If there is no such agreement, you could potentially argue that there is no legal obligation for you to return the $7500. It was offered to you to pay for relocation expenses, you used that money to prep for relocation, and then the offer was rescinded. You relied on their representation and, unless there is an agreement to the contrary, you have every right to use that money in preparation for relocating.
Now as for the termination of your offer, unless there was an employment contract between you and the company, there isn't really anything you can do. Employment in the US is "at will" and you can be let go for any reason or no reason at all as long as it is not related to certain types of discrimination.
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As to whether the misdemeanor would disqualify you from your job, this is simply an internal decision of the company and they have a right to determine not to hire someone with any criminal background if they desire.
As for the FCRA, before any adverse action is taken based at least in part on information obtained during a background check, the employer must provide you:
An employer’s failure to adhere to the “pre-adverse action notice” requirements can entitle the applicant to damages against the employer, even if the applicant otherwise would not have successfully challenged the accuracy of the background check report.
Yes, based on what the relocation company told you, the employer has already taken the adverse action; they just haven't told you about it yet personally.
An FCRA violation can result in “actual damages” for lost wages, if the applicant can show that the violation negligently resulted in the denial of a job opportunity. This would most likely require a demonstration that the background check was incorrect.
Nonetheless, even without such “actual damages,” the FCRA provides for “statutory damages” of between $100 and $1,000 per violation, plus potential “punitive damages.” Punitive damages are basically an amount deemed by a reasonable jury, in its discretion, to punish the offending party, with a general limit of not more than 8 to 10 times the amount of other damages available for the claim.
Not a lot of money but you could potentially force a settlement with the employer due to their violation.