specific guidelines for background checks
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We do criminal (not credit) background checks on all of our employees, but have never developed a specific list of when/how/why a background check would negate us hiring someone.
I know the guidelines: length of time factor, relationship of 'crime' to specific job position, misdemeanor vs. felony, etc. but would like to develop specific guidelines that would allow for some consistency.
Does anyone have a list they use when determining who would or would not be hired?
such as:
If case was filed ____ number of years ago, than not applicable.
If position is working with others and check determines they have a violent history ...
I know the guidelines: length of time factor, relationship of 'crime' to specific job position, misdemeanor vs. felony, etc. but would like to develop specific guidelines that would allow for some consistency.
Does anyone have a list they use when determining who would or would not be hired?
such as:
If case was filed ____ number of years ago, than not applicable.
If position is working with others and check determines they have a violent history ...
Comments
I completely don't agree with this. If you have a policy in place against convictions, it's not the fault of HR who falls into this category. We can go around second-guessing what our policy's look like or imply, but then when do we start making progress?
Just picked up an article from the SHRM website regarding background checks:
4. Limits on Across the Board Convictions Bans
• Courts have found that a policy of automatically denying employment can result in discrimination against certain groups.
• Instead, employers must examine whether there is a sound business reason to not hire an individual with a criminal record, taking into account the nature of the offense, whether it is job-related, when it occurred and what the person has done since.
• Some states have laws prohibiting discrimination against people who have a criminal record. It's advisable to check with the state Department of Labor before securing the criminal record information.