Altura Credit Union: Hiring, Background Check & Employment Verification FAQs

Altura Credit Union's careers page calls it Riverside's credit union and says it has been part of the community since 1957. Wikipedia reports that the credit union was founded in 1957 by Peggy Green, a secretary, as Riverside Schools Credit Union to serve school district employees in Riverside County, and that it merged with Visterra Credit Union in 2015 while keeping the Altura name.

Altura says credit unions are owned by their members and that any profits are used to provide better rates and service. Its careers page says the credit union has expanded to a network of branches within Riverside County, with plans for more. Wikipedia describes Altura as a federally insured, state-chartered credit union that offers checking and savings accounts, mortgage loans, and wealth management services.

According to Wikipedia, membership is open to people who live, work, attend school, or worship in Riverside or San Diego counties, along with specific cities in Orange and San Bernardino counties. Altura also runs a subsidiary, Auto Expert, that helps members buy new and used vehicles. Credit union employees typically work in branches, lending, member service, and corporate functions, and each of these touches member funds or personal data.

Company culture and employee programs: Altura's careers page says it offers a competitive salary plus bonus, health benefits, generous vacation time, tuition programs, and opportunities for professional growth. A separate health and wellness section lists Kaiser and Cigna medical and prescription plans, dental and vision coverage, fitness challenges and gym access, onsite wellness programs, flexible spending accounts, an employee assistance program, life and AD&D insurance, and pet insurance. Altura also describes community volunteerism through its AlturaCares program. Specific benefits may vary by role and position type.

Yes. Employers in the credit union and financial services industry, including Altura Credit Union, are legally permitted to run pre-employment background checks, provided they follow the Fair Credit Reporting Act (FCRA) and applicable federal and California laws. The FCRA requires written disclosure and authorization before a consumer report is obtained for employment purposes. Credit unions also operate under federal rules about who may work at an insured institution.

Altura Credit Union is generally reported to conduct background checks as part of its hiring process, which is consistent with credit unions and other financial institutions. Employees handle member funds, account information, and lending data, so employers in this field commonly screen candidates before they start. The scope of the Altura Credit Union background check may vary by role, with teller, lending, and corporate positions screened differently.

Altura's careers page describes the Altura Credit Union hiring process step by step. Candidates click Join the Team, select the position they want, read the job description, and apply online. The page says applicants will be notified by email about the status of their application within three weeks of submitting it and asks candidates not to email resumes. Candidates who advance typically interview with a hiring manager, and those who receive a conditional offer are usually asked to consent to a background check before starting.

Most background checks return within a few business days, though the timeline depends on the searches ordered and on the courts or agencies being queried. Checks that add credit history or records from several counties can take longer. Candidates who want more detail on typical timelines can review background check turnaround times.

The specific components of a background check are determined by the employer. For a role at a credit union like Altura, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be run for their role.

Altura may require a drug test for some positions, but it does not publish a drug testing policy on its careers page. Financial institutions vary: some screen all new hires, while others test only for certain roles or after a conditional offer. Requirements may vary by position and location. Candidates should read their offer paperwork and ask the hiring team what pre-employment testing, if any, applies to the job.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Altura does not publicly detail how it treats felony records, and decisions are typically made case by case. Federal law adds a rule specific to credit unions for certain offenses involving dishonesty or breach of trust, covered in a question further down this page. Many states and cities have also enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates can review California screening laws for state-specific rules and should answer application questions honestly.

Candidates applying to Altura will typically be asked for written consent before a background check begins, usually on a disclosure form. They should be ready to provide a full legal name, date of birth, Social Security number, and address history. Applicants for roles with access to member funds may also be asked about employment history and, where permitted, credit history. Accurate details help searches run in the right jurisdictions and can prevent delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

In some cases, yes, because federal law restricts who may work at an insured credit union. Section 205(d) of the Federal Credit Union Act generally prohibits people convicted of, or in a pretrial diversion program for, an offense involving dishonesty or breach of trust from working at or taking part in the affairs of an insured credit union without the regulator's written consent. The National Credit Union Administration may grant consent in some circumstances, and the 2022 Fair Hiring in Banking Act expanded opportunities for people with minor or older offenses. Not every conviction triggers the rule.

A credit check may be part of screening for some roles, though Altura does not publish which ones. Financial institutions sometimes review credit history for positions with access to member funds, lending, or payment systems. Under the FCRA, an employer must give a separate written disclosure and obtain the candidate's authorization before pulling a credit-based report for employment, and some states restrict the practice. Candidates can ask the hiring team whether credit history applies to the role.

Running a personal background check with Checkr lets you preview what Altura Credit Union may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

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The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.