policy manual 10 2015

City of Greensboro Personnel Policy Manuał

When determining whether to reject an applicant because of prior criminal activity the department director and Employment Supervisor shall consider the: • nature and gravity of the criminal activity; • time that has passed since the criminal activity; • duties that the applicant will perform; • applicant’s opinion on the accuracy of the background check; • facts surrounding the criminal activity; • number of criminal offenses; • age of the applicant at the time of the criminal activity; • applicant’s employment history before and after the criminal activity; • applicant’s rehabilitation efforts; If the decision is to reject the applicant because of their prior criminal activity, the City shall comply with the requirements of the Fair Credit Reporting Act. First, the Employment Office will send the applicant a “pre-adverse action” letter. This letter must contain a copy of the background check relied on by the City. Also, the letter must provide the applicant with a summary of their rights under the Fair Credit Reporting Act. The Employment Office must give the applicant five (5) business days to review and dispute any inaccurate information in the background check. After the five (5) business days have passed, the Employment Office must provide the applicant with an “adverse action” letter. This letter should provide the applicant with: the contact information of the agency performing the background check; a statement notifying them that the agency performing the background check did not make the adverse employment decision; a notice that the applicant is entitled to receive a free copy of the background check; and a notice that the applicant has a right to dispute the information in the background check with the agency. If the applicant disputes the decision, the City must wait thirty (30) days before proceeding with hiring another applicant. Pending charges that are potentially significant require consultation with the Employment Office. 6.2 Procedures for Active Employees All active employees who are subject to a legal action/proceeding shall provide the following information to their immediate supervisor within two (2) business days of the initial incident: • applicant’s employment or character references; and • applicant’s participation in a bonding program.

F H I J K L TableofContents G

Table of Contents A B C D E

B - General Employment Policies l l li i

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