the employer’s attorney-agent in preparing and evaluating Plaintiffs background investigation. Moreover, Plaintiff has alleged no facts suggesting that Defendant Blitz made the decision to terminate Plaintiff or that the information he furnished in his report to DHA Group was not filtered by an autonomous decision maker. Some courts have broadly held that any entity or individual can be liable under the FCRA’s adverse action provision “even though the party taking the adverse action did not have the ultimate authority to make the hiring decision” so long as the party made the “decision to furnish a report to an employer” that is detrimental to the employee’s employment or employment prospects. See, e.g., Adams v. National Engineering Service Corp., 620 F.Supp.2d 319, 332 (D.Conn.2009) (<HOLDING>); Goode, 848 F.Supp.2d at 542 (holding that
holding that glc 152 15 provides that the only party immune from suit under the statute is the direct employer a special employer is not immune because the special employer is not liable for the payment of workers compensation and there was no agreement between the direct employer and the special employer that the special employer would be liable for the payment of such compensation holding that arizona rule of civil procedure 52a requires the court to find only the ultimate facts not the evidentiary facts upon which the ultimate facts are based holding that many actions taken by an employer though unfavorable to an employee do not constitute a basis for discrimination because they do not qualify as an ultimate employment decision holding that the staffing agency which forwarded a background check conducted by another entity to the ultimate employer was liable under  1681bb3 because its decision to furnish the report to the ultimate employer was an adverse action holding that the employer had not demonstrated the employee was discharged for gross misconduct because the conduct was an isolated incident and the employer did not try to show that its staffing ability had suffered serious  or indeed any consequences as a result of the employees conduct