City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L List of Appendices G business days to review and dispute any inaccurate information in the background check. After the five (5) business days have passed, P&C Talent Acquisition 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 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, P&C Talent Acquisition 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. P&C Talent Acquisition must give the applicant five (5) check once the hiring official extends a verbal, tentative offer of employment to the applicant. The hiring official may identify additional candidates for a background check in the event that the top candidate is not hired. If the background check does not reveal any prior criminal activity, the applicant may be hired pending the results of the drug screening and/or pre-employment physical. However, if the background check reveals a conviction, guilty or no contest plea, P&C Talent Acquisition shall determine the degree to which the criminal conduct is related to the position. When determining whether to reject an applicant because of prior criminal activity, P&C Talent Acquisition 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; • applicant’s employment or character references; and • applicant’s participation in a bonding program.

B - General Employment Policies

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