Sexual Offenders

HRPager

[font size="1" color="#FF0000"]LAST EDITED ON 04-15-04 AT 02:41PM (CST)[/font][br][br]I got my last Employment Law Letter for SD and it talked about getting a sex offender list from your local police department because if you run background checks for the last 7 years and they were convicted before that, it won't show on the background check. I went down to the local police station today and got a list and it showed a current employee on the list (who was convicted within the last 7 years). I pulled the background check and it didn't show on there. I verified the name, SS#, and address and called the verification company to find out why this didn't show. While all this is happening, I received an email from a co-worker of his that he has been following her home and calling her at home. What a coincidence! I'm now waiting for the local police station to call me back regarding information on the sex offender list and the verification company to call me back of why it didn't show on there - then terminate if all information matches up. Heads up that getting access to the sex offender list is important!

Don D

On what basis are you terminating?

HRinNH

Can you terminate an employee if you just now find ot his past history as a sexual offender?

cebudragonlady

Focus on the co-employee's complaint that this guy is following her around, and do an harrassment investigation . The co-worker should get a restraining order .

Chari

lnelson

I would think you could terminate on falsifing information if he never stated convicted of felony on original application. ( But that would be if you can ask that in SD I am not sure for that state. )

I could be wrong and if I am I am sure I will hear it.

Although terminating him may not solve the problem with the co-worker because he could still continue this behavior so I would investigate that complaint first and then proceed.

Don D

No offense intended, but, your comments are based on conjecture. We know nothing of the application process or whether there was falsification. The original poster needs to clarify that for us. If they merely discovered now that there was a prior conviction, it might be precarious to terminate based on the emotionality of the circumstances.

lnelson

Agreed Don D. - It was conjecture but I did say to investigate the situation first then proceed.
I am trying here.x:D

HRGddss

If OP was surprised to find the conviction on the list, s/he probably didn't know about it, no? If your application has a place re: convictions and they lied about it, I'd probably go that route for term. Esp. given current behaviors.