Criminal Background Checks. Sources of Law

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Criminal Background Checks. Sources of Law"

Transcription

1 Criminal Background Checks Attorney Michael J. Westcott Axley Brynelson, LLP Sources of Law Federal law Title VII of the Civil Rights Act of 1964 U.S. Equal Employment Opportunity Commission Fair Credit Reporting Act Federal Trade Commission State law Wisconsin Fair Employment Act Wisconsin DWD Equal Rights Division Local law Madison Equal Opportunities Ordinance Madison Equal Opportunities Commission

2 Sources of Law Federal law Title VII No express prohibition against discrimination on the basis of arrest or conviction record Prohibits employment policies and practices which have a disparate impact on members of a protected class if not justified by business necessity Applicants and employees periodically allege race and color discrimination Remains an EEOC area of focus» EEOC Strategic Enforcement Plan (FY )» OFCCP Directive Number 306 (January 29, 2013) Sources of Law Federal law FCRA When an employer uses consumer reports to make employment decisions, including hiring, retention, promotions, etc., it must comply with the Fair Credit Reporting Act. Before obtaining a consumer report, an employer must: Tell the applicant or employee that the employer might use information contained in their consumer report for decisions related to their employment.» Must be in writing;» Must be in a stand-alone format

3 Sources of Law Federal law FCRA Obtain written permission from the applicant or employee Certify compliance to the company from whom you are obtaining the information that you have: Notified the applicant or employee and obtained their written permission; Complied with all of the requirements of FCRA; and Will not discriminate against the applicant or employee or otherwise misuse the information. Sources of Law Federal law FCRA Before an employer takes adverse action, it must provide the applicant or employee with: A notice that includes a copy of the consumer report relied upon by the employer to make the decision; and A copy of A Summary of Your Rights Under the Fair Credit Reporting Act After taking an adverse action based upon information in a consumer report, the employer must give the applicant or employee a notice of that fact (either orally or in writing). The notice must include: The name, address and telephone number of the consumer reporting company

4 Sources of Law Federal law (continued) A statement that the company that supplied the consumer report did not make the decision to take the adverse action and cannot give specific reasons for it; and A notice of the applicant or employee s right to dispute the accuracy or completeness of any information the consumer reporting company furnished and to get a an additional free report from the company if requested within 60 days. Sources of Law State law Wisconsin Fair Employment Act Generally prohibits discrimination on the basis of arrest and conviction record

5 Sources of Law Local law Madison Equal Opportunities Ordinance Generally prohibits discrimination on the basis of arrest and conviction record Federal Law Concerns On April 25, 2012 the EEOC issued EEOC Enforcement Guidance Number Enforcement guidance describes the position the EEOC will take on certain subjects that are covered by federal laws enforced by the EEOC. The EEOC is of the opinion that the use of an individual s criminal history may, in some instances, violate Title VII of the Civil Rights Act of 1964.

6 Arrest Record Defined Arrest record includes information indicating that an individual has been questioned, apprehended, taken into custody or detention, held for investigation, arrested, charged with, indicted or tried for any felony, misdemeanor or other offense pursuant to any law enforcement or military authority EEOC Enforcement Guidance The Enforcement Guidance is available at cfm It explains that employment actions taken based upon an individual s criminal history may constitute: Disparate Treatment; or Disparate Impact

7 EEOC Enforcement Guidance Disparate Treatment analysis is a simple one don t treat individuals differently who are similarly situated from a criminal history standpoint. Disparate Impact analysis is based upon the idea that a neutral policy may disproportionately impact some individual s protected under Title VII. Conviction Record Defined Conviction record includes information indicating that an individual has been convicted of any felony, misdemeanor or other offense, adjudicated delinquent, has been less than honorably discharged or has been placed on probation, fined, imprisoned, or placed on extended supervision or parole by any law enforcement or military authority

8 Disparate Impact Analysis An employer violates Title VII when an employee demonstrates that a neutral policy or practice disproportionately impacts a Title VII-protected group and the employer fails to demonstrate that the policy or practice is job-related for the position in question and consistent with business necessity. Employer Defenses Two methods to demonstrate that the use of criminal history was job-related and consistent with business necessity: Formal validation of the relationship between the criminal conduct and the duties of the position in question Use of targeted exclusions

9 Formal Validation Use of the Uniform Guidelines on Employee Selection Procedures Three different approaches to validate employment screens Targeted Exclusions The employer develops a targeted screen considering the nature of the crime, the time elapsed, and the nature of the job. The employer must provide an opportunity for an individualized assessment for people excluded by the screen to determine whether the policy as applied is job-related and consistent with business necessity.

10 Targeted Exclusions Nature and gravity of the offense: May be assessed with reference to the harm caused by the crime; The legal elements of the crime may be of assistance; Whether the crime is a misdemeanor versus a felony relates to the gravity of the crime Targeted Exclusions Time that has passed since the offense, conduct and/or completion of sentence EEOC is of the belief that permanent exclusions from all employment based on any and all offenses is not consistent with business necessity. In making this assessment, studies regarding how much the rate of recidivism declines over a specified time would be instructive.

11 Targeted Exclusions The nature of the job held or sought Job title Nature of the job s duties Identification of the job s essential functions Circumstances under which the job is performed Environment in which the job s duties are performed Individualized Assessment Employer informs the individual that he/she may be excluded because of past criminal conduct; Provides an opportunity to the individual to demonstrate that the exclusion does not properly apply to him/her; and Considers whether the individual s additional information shows that the policy as applied is not job-related and consistent with business necessity.

12 Individualized Assessment Examples: Record is inaccurate Wrong person Facts/circumstances surrounding the offense Individualized Assessment Examples Number of offenses of which he/she was convicted Age at time of conviction or release from incarceration Evidence of similar work performed post-conviction Employment history before and after conviction Rehabilitation efforts Whether the individual is bonded

13 Individualized Assessment If the individual does not respond to the employer s attempt to gather additional information about his/her background, then the employer may proceed to make its employment decision without the information. Recent Cases Initiated by EEOC BMW Case EEOC initiated lawsuit in June 2013 alleging criminal background check screened out African Americans BMW considered no time limit Had no individualized assessment

14 Recent Cases Initiated by EEOC Dollar General Case EEOC again initiated lawsuit in June 2013 alleging criminal background check screened out African Americans Dollar General used a 10-year time limit Conducted no individualized assessment and did not consider employee allegation that the report was inaccurate Arrest Record Past Arrest Record The WFEA and MEOO prohibit an employer from making any inquiries regarding an applicant s past arrest record during the interview process (except when bondability is required for the job).

15 State & Local Prohibitions/Restrictions State and local laws may be pre-empted by Title VII if they require/permit an act that would be an unlawful employment practice under Title VII. If an employer s policy is not job-related and consistent with business necessity, the fact that it was adopted to comply with a state or local law does not protect an employer against liability. Arrest Record Pending Charges An employer may inquire about a pending charge, but such charge cannot be considered unless the circumstances of the pending charge substantially relate to the circumstances of the particular job at issue (substantial relationship analysis). If the circumstances of the pending charge substantially relate to the particular job at issue, the employer may suspend its hiring decision or the individual s employment until the pending charge is resolved. If the charge is dismissed, it s a past arrest record that cannot be considered. If a conviction occurs, the employer can perform another substantial relationship analysis.

16 Conviction Record The WFEA and MEOO do not expressly restrict inquiries about an applicant s conviction record. However, inquiries about conviction record are subject to the general prohibition against making any inquiry in connection with prospective employment, which implies or expresses... discrimination on the basis of any protected class enumerated under the law, including conviction record. Conviction Record An employer may inquire about past conviction record, but a conviction cannot be considered unless the circumstances of the conviction substantially relate to the circumstances of the particular job at issue (substantial relationship analysis). If the circumstances of the conviction substantially relate to the particular job at issue, the employer may decline to hire an applicant or terminate an individual s employment.

17 Substantial Relationship Analysis The determination of whether the circumstances of a particular crime substantially relate to the circumstances of a particular job requires:... assessing whether the tendencies and inclinations to behave in a certain way in a particular context are likely to reappear later in a related context, based on the traits revealed.... It is the circumstances which foster criminal activity that are important, e.g., the opportunity for criminal behavior, the reaction to responsibility, or the character traits of the person. County of Milwaukee v. LIRC, 139 Wis. 2d 805, 824 (1987) The Labor and Industry Review Commission also looks at the elements of the underlying offense Substantial Relationship Analysis In developing the substantial relationship exception, the legislature sought to strike a balance between society s interest in rehabilitating criminals and its interest in protecting citizens. In County of Milwaukee v. LIRC, the Wisconsin Supreme Court explained: This law should be liberally construed to effect its purpose of providing jobs for those who have been convicted of crime and at the same time not forcing employers to assume risks of repeat conduct by those whose conviction records show them to have the propensity to commit similar crimes long recognized by courts, legislatures and social experience In balancing the competing interests, and structuring the [statutory] exception, the legislature has had to determine how to assess when the risk of recidivism becomes too great to ask the citizenry to bear. The test is when the circumstances, of the offense and the particular job, are substantially related

18 Substantial Relationship Analysis Under the WFEA, the substantial relationship analysis is evaluated on an objective basis. This means that it can be performed after the adverse employment decision has been made, as for example, after a discrimination claim has been filed. Under the WFEA, the analysis is not based upon the employer s subjective intent. Substantial Relationship Analysis Under the MEOO, there is an expectation that the employer perform the substantial relationship analysis before the adverse employment decision is made. The employer s subjective intent matters. Under the MEOC, a criminal conviction cannot be substantially related unless the individual was within the last three years placed on probation, paroled, released from incarceration, or paid a fine, for a felony, misdemeanor, or other offense, the circumstances of which substantially relate to the circumstances of the particular job.

19 ERD Cases Moran v. State of Wisconsin, University of WI Madison ERD Case No. CR , (LIRC, 09/16/13) Complainant was terminated from employment based on various convictions. LIRC found that: the circumstances of complainant's drug-related convictions were not substantially related to the circumstances of the job of cleanup worker/custodian; the circumstances of complainant's battery conviction were not substantially related to the circumstances of the job of cleanup worker/custodian; Moran v. State of Wisconsin, University of WI Madison ERD Case No. CR , (LIRC, 09/16/13) the circumstances of complainant's conviction for taking and driving a vehicle without consent were substantially related to the circumstances of the job of cleanup worker/custodian. So holding, LIRC noted that: The presence of college students was not such a vulnerable population that it would be substantially related with respect to drug use. The fact that complainant would have occasional contact with students or other workers is not, standing alone, considered to be a circumstance that would foster criminal activity.

20 Moran v. State of Wisconsin, University of WI Madison ERD Case No. CR , (LIRC, 09/16/13) With regard to the battery conviction, there is a substantial relationship between an employee working in a position of trust and vulnerable people in jobs in which patience or calmness are necessary attributes. In this case, complainant did not work directly with people; rather her job was primarily to clean bathrooms and floors. There was no reason to presume that the custodial job would pose opportunities for criminality for a person with anger management issues or a tendency to solve problems through violence. Moran v. State of Wisconsin, University of WI Madison ERD Case No. CR , (LIRC, 09/16/13) The conviction for taking and driving a vehicle without consent was substantially related because complainant had access to supply closets containing cleaning supplies and other materials and would sometimes clean offices of coaches and their secretaries which have lounges associated with them. The offices and lounges contain expensive equipment, including security cameras, and personal items. Unsupervised access to private offices and lounges could pose a significant opportunity for criminal behavior to someone already involved in theft.

21 ERD Cases Flick v. Ryder Truck Rental & Leasing ERD Case No , (LIRC, 10/03/13) Complainant was terminated from employment because of his conviction for misappropriation of identifying information and theft by false representation LIRC found that a substantial relationship existed: At times complainant worked alone in the workplace and handled rental transactions for retail customers during those times Flick v. Ryder Truck Rental & Leasing ERD Case No , (LIRC, 10/03/13) Complainant had a key to the employer s facility that allowed him access to a room where personal identification documents and personal identifying information were stored. LIRC concluded that: The circumstances of complainant s arrest record were substantially related to the circumstances of his job as were the circumstances of his conviction record. An individual with an inclination to obtain information through misrepresentation would have substantial opportunity, during times when he was unsupervised, to use that information dishonestly in order to acquire money or property.

22 ERD Cases Decker v. Biewer Wisconsin Sawmill ERD Case No. CR , (LIRC, 09/16/2013) Arrest record case where complainant had been questioned by police. Respondent disciplined and put him on a six-month probationary period based upon allegations by two female employees that he had exposed himself to them in the workplace. Shortly thereafter, two additional female employees came forward to report similar conduct. The respondent therefore decided to terminate the employment relationship. ERD Cases Decker v. Biewer Wisconsin Sawmill ERD Case No. CR , (LIRC, 09/16/2013) Respondent would not have discharged the complainant, notwithstanding the investigation by the sheriff's department, had it not learned of the additional allegations against him.

23 ERD Cases Decker v. Biewer Wisconsin Sawmill ERD Case No. CR , (LIRC, 09/16/2013) Respondent's policy calls for discharge for sexual harassment and that the complainant was discharged because the respondent concluded sexual harassment had occurred. Held that the Onalaska defense applied and no discrimination occurred. Questions? Attorney Michael J. Westcott Axley Brynelson, LLP

Employment Screening and Criminal Records: Pitfalls and Best Practices

Employment Screening and Criminal Records: Pitfalls and Best Practices Employment Screening and Criminal Records: Pitfalls and Best Practices Tanisha Wilburn Senior Attorney Advisor U.S. Equal Employment Opportunity Commission December 4, 2013 2 BACKGROUND April 25, 2012

More information

Equal Opportunities Division

Equal Opportunities Division City of Madison Department of Civil Rights Equal Opportunities Division 2012 Created by: Annie Weatherby-Flowers Melissa Gombar Equal Opportunities Division (EOD) Equal Opportunities Ordinance City of

More information

GUIDE TO CRIMINAL BACKGROUND CHECKS IN EMPLOYMENT

GUIDE TO CRIMINAL BACKGROUND CHECKS IN EMPLOYMENT GUIDE TO CRIMINAL BACKGROUND CHECKS IN EMPLOYMENT Philadelphia LawWorks, a project of Philadelphia VIP, contributes to Philadelphia s economic development by ensuring that homeowners, nonprofits and small

More information

Use of Criminal Background Checks and Consumer Credit Reports In Employment Decisions

Use of Criminal Background Checks and Consumer Credit Reports In Employment Decisions Use of Criminal Background Checks and Consumer Credit Reports In Employment Decisions As information regarding criminal background becomes readily available on the internet, more employers are using criminal

More information

Employers Guide to Best Practices. For Use of Background Checks in Employment Decisions. Copyright 2010 Lawyers Committee for Civil Rights Under Law

Employers Guide to Best Practices. For Use of Background Checks in Employment Decisions. Copyright 2010 Lawyers Committee for Civil Rights Under Law Employers Guide to Best Practices For Use of Background Checks in Employment Decisions A 2010 poll of the Society of Human Resource Management shows that approximately 60 percent of employers use credit

More information

Job Applicants with Criminal Records

Job Applicants with Criminal Records Job Applicants with Criminal Records What Every Employer Needs to Know The Council on Crime and Justice, a Minnesota nonprofit organization, offers this guidebook to help employers better understand the

More information

Using Criminal History Records to Make Personnel Decisions

Using Criminal History Records to Make Personnel Decisions Using Criminal History Records to Make Personnel Decisions TASPA/TAEE 2014 Winter Conference December 11, 2014 Amber K. King Thompson & Horton LLP 3200 Southwest Freeway, Suite 2000 Houston, Texas 77027

More information

Seattle Office for Civil Rights Rules Chapter 80 Practices for administering Use of Criminal History in Employment Decisions under SMC 14.

Seattle Office for Civil Rights Rules Chapter 80 Practices for administering Use of Criminal History in Employment Decisions under SMC 14. Seattle Office for Civil Rights Rules Chapter 80 Practices for administering Use of Criminal History in Employment Decisions under SMC 14.17 General Provisions SHRR 80-001 Definitions SHRR 80-010 Effect

More information

Seattle Job Assistance Legislation Regulating the use of criminal history in employment decisions. Frequently Asked Questions

Seattle Job Assistance Legislation Regulating the use of criminal history in employment decisions. Frequently Asked Questions Seattle Job Assistance Legislation Regulating the use of criminal history in employment decisions Frequently Asked Questions This Frequently Asked Questions (FAQ) sheet addresses some of the most common

More information

Criminals; Rehabilitation CHAPTER 364 CRIMINAL OFFENDERS; REHABILITATION

Criminals; Rehabilitation CHAPTER 364 CRIMINAL OFFENDERS; REHABILITATION 1 MINNESOTA STATUTES 2013 364.02 Criminals; Rehabilitation CHAPTER 364 CRIMINAL OFFENDERS; REHABILITATION 364.01 POLICY. 364.02 DEFINITIONS. 364.021 PUBLIC AND PRIVATE EMPLOYMENT; CONSIDERATION OF CRIMINAL

More information

Background Checks: Who, What, Where, When, Why, and How

Background Checks: Who, What, Where, When, Why, and How Background Checks: Who, What, Where, When, Why, and How Ethan M. Dennis 215.640.8427 edennis@clarkhill.com Stephanie K. Rawitt 215.640.8515 srawitt@clarkhill.com FIVE W S AND ONE H OF BACKGROUND CHECKS

More information

Department of Employee Relations

Department of Employee Relations City of Milwaukee Department of Employee Relations Guidelines on Conducting Pre-Employment Background Checks January 2013 Table of Contents Why should background checks be conducted?... 3 What are the

More information

Filing Fee $117.00. Instructions for Sealing a Criminal Record

Filing Fee $117.00. Instructions for Sealing a Criminal Record Filing Fee $117.00 Instructions for Sealing a Criminal Record Effective 1-1-2015 This packet is to be used to assist you in filing an application to seal your criminal record. * * * * * * * * * * * * *

More information

Understanding Your Fair Credit Reporting Act Obligations

Understanding Your Fair Credit Reporting Act Obligations Understanding Your Fair Credit Reporting Act Obligations It is important to understand your obligations under the Fair Credit Reporting Act (FCRA) when you become an end user of background screening services.

More information

PROJECT 375 EMPLOYMENT APPLICATION

PROJECT 375 EMPLOYMENT APPLICATION PROJECT 375 EMPLOYMENT APPLICATION Thank you for your interest in PROJECT 375. Our application process is built to ensure the very best experience for you the applicant. Please follow these instructions

More information

Policy Options: Limiting Employer Liability When Hiring Individuals Formerly Incarcerated

Policy Options: Limiting Employer Liability When Hiring Individuals Formerly Incarcerated Policy Options: Limiting Employer Liability When Hiring Individuals Formerly Incarcerated Employers in Philadelphia require skilled and dedicated workers in order to be successful. Returning citizens (those

More information

Background Screening Results: Hiring Decisions and Compliance Considerations

Background Screening Results: Hiring Decisions and Compliance Considerations Background Screening Results: Hiring Decisions and Compliance Considerations A white paper on how to use arrest, conviction, and misdemeanor information in the selection process. Background Screening Results:

More information

Federal Employment Discrimination Law: Title VII Standards that Relate to People with Criminal Records

Federal Employment Discrimination Law: Title VII Standards that Relate to People with Criminal Records Federal Employment Discrimination Law: Title VII Standards that Relate to People with Criminal Records Updated November 30, 2009 Madeline Neighly Margaret (Peggy) Stevenson Oakland, California (510) 409-2427

More information

history on an employment application, and four states Hawaii, Massachusetts, Minnesota, and Rhode Island also ban such inquiries.

history on an employment application, and four states Hawaii, Massachusetts, Minnesota, and Rhode Island also ban such inquiries. March 2014 Another One Bans the Box: San Francisco s Fair Chance Ordinance Prohibits Criminal History Inquiries on Employment and Affordable Housing Applications and Imposes Restrictions on the Use of

More information

State FCRA Rulings. Abide by the Federal Trade Commission s Fair Credit Reporting Act (FCRA), 15 U. S. C. 1661 et seq. and the following state ruling:

State FCRA Rulings. Abide by the Federal Trade Commission s Fair Credit Reporting Act (FCRA), 15 U. S. C. 1661 et seq. and the following state ruling: State FCRA Rulings Alabama Alaska and the following state ruling: AS 12.62.160 (b) (8)Release and Use of Criminal Justice Information Subject to the requirements of this section, and except as otherwise

More information

White Paper of Criminal Background Checks

White Paper of Criminal Background Checks White Paper of Criminal Background Checks Criminal Background Checks For Employment Purposes In recent years, criminal background checks have become a vital part of the employment process, both as a means

More information

Instructions for completion:

Instructions for completion: Application for Employment Instructions for completion: Human Resources Office One Angwin Avenue Angwin, CA 94508 707-965-6231 707-965-6400 (fax) hr@puc.edu (e-mail ) 1. Save this document before proceeding.

More information

Alaska Employers may not use or inquire about sealed or expunged records, but otherwise may use and inquire about all other available records.

Alaska Employers may not use or inquire about sealed or expunged records, but otherwise may use and inquire about all other available records. The Inquiry into or Use of Arrest and Conviction Records in Public and Private Employment 1 Screening By State State Arrest Convictions Alabama Employers may obtain and use all but sealed or Employers

More information

Employment Application

Employment Application Employment Application We appreciate the opportunity to review your qualifications for employment with the company. So that we can thoroughly consider your special skills and abilities, we would appreciate

More information

A Guide to Employer Liability in Maryland: Principles of Agency and Negligent Hiring

A Guide to Employer Liability in Maryland: Principles of Agency and Negligent Hiring A Guide to Employer Liability in Maryland: Principles of Agency and Negligent Hiring Prepared by the Job Opportunities Task Force and the Homeless Person s Representation Project For more information,

More information

EMPLOYMENT APPLICATION CALIFORNIA STATE UNIVERSITY, LONG BEACH RESEARCH FOUNDATION

EMPLOYMENT APPLICATION CALIFORNIA STATE UNIVERSITY, LONG BEACH RESEARCH FOUNDATION EMPLOYMENT APPLICATION CALIFORNIA STATE UNIVERSITY, LONG BEACH RESEARCH FOUNDATION An Equal Opportunity, Affirmative Action, Title IX Employer 6300 State University Drive, Suite 332, Long Beach, CA 90815

More information

Ban the Box. Betsey Lund, Attorney at Law Neils, Franz, Chirhart, P.A. www.nfclaw.com

Ban the Box. Betsey Lund, Attorney at Law Neils, Franz, Chirhart, P.A. www.nfclaw.com Ban the Box 2013 Minnesota Employment Law Update Betsey Lund, Attorney at Law Neils, Franz, Chirhart, P.A. www.nfclaw.com Sponsored by Central MN Society of Human Resource Management (CMSHRM) November

More information

CALIFORNIA CIVIL CODE This title may be cited as the Rosenthal Fair Debt Collection Practices Act.

CALIFORNIA CIVIL CODE This title may be cited as the Rosenthal Fair Debt Collection Practices Act. This document has been compiled by the California Association of Collectors for informational purposes and placing the Rosenthal Act in a centralized location for the use of CAC members. The information

More information

General District Courts

General District Courts General District Courts To Understand Your Visit to Court You Should Know: It is the courts wish that you know your rights and duties. We want every person who comes here to receive fair treatment in accordance

More information

The Rosenthal Fair Debt Collection Practices Act California Civil Code 1788 et seq.

The Rosenthal Fair Debt Collection Practices Act California Civil Code 1788 et seq. The Rosenthal Fair Debt Collection Practices Act California Civil Code 1788 et seq. 1788. This title may be cited as the Rosenthal Fair Debt Collection Practices Act. 1788.1 (a) The Legislature makes the

More information

1. How many children do you have? This question is inappropriate for two reasons.

1. How many children do you have? This question is inappropriate for two reasons. Interview Questions: Legal or Illegal? Can you ask if an employee has been arrested? If they have a high school diploma? What organizations they belong to? Employment application forms and pre-employment

More information

Criminal Background Check Policy

Criminal Background Check Policy Authority: Board of Regents Policy 20-19 Criminal Background Check Policy No: S-14.5 Date: March 10, 2008, amended February 2013 The Board of Regents Policy 20-19 requires that a criminal background check

More information

NOT TO BE PUBLISHED IN THE OFFICIAL REPORTS

NOT TO BE PUBLISHED IN THE OFFICIAL REPORTS Filed 7/7/16 P. v. Salazar CA5 NOT TO BE PUBLISHED IN THE OFFICIAL REPORTS California Rules of Court, rule 8.1115(a), prohibits courts and parties from citing or relying on opinions not certified for publication

More information

ADP TOTALSOURCE MODEL EMPLOYMENT APPLICATION

ADP TOTALSOURCE MODEL EMPLOYMENT APPLICATION ADP TOTALSOURCE MODEL EMPLOYMENT APPLICATION INSTRUCTIONS: Please detach this instruction page prior to giving the application form to the applicant. Please note that we generally advise against making

More information

Colorado Revised Statutes 2013 TITLE 21

Colorado Revised Statutes 2013 TITLE 21 Colorado Revised Statutes 2013 TITLE 21 STATE PUBLIC DEFENDER ARTICLE 1 State Public Defender 21-1-101. Public defender - policy - commission. (1) The office of state public defender is hereby created

More information

WHAT IS SEALING OF A RECORD?

WHAT IS SEALING OF A RECORD? WHAT IS SEALING OF A RECORD? It is the Court process that allows you to have any and all official records of your prior criminal conviction or dismissal sealed. Once a record is sealed, nothing will show

More information

TCL > December 2012 Issue > The EEOC s New Enforcement Guidance on the Use of Criminal Background Checks

TCL > December 2012 Issue > The EEOC s New Enforcement Guidance on the Use of Criminal Background Checks TCL > December 2012 Issue > The EEOC s New Enforcement Guidance on the Use of Criminal Background Checks The Colorado Lawyer December 2012 Vol. 41, No. 12 [Page 45] 2012 The Colorado Lawyer and Colorado

More information

Mississippi Security Police Inc. 3003 Pascagoula Street Pascagoula, MS 39567 228.762.0661 228.769.5583 fax

Mississippi Security Police Inc. 3003 Pascagoula Street Pascagoula, MS 39567 228.762.0661 228.769.5583 fax Mississippi Security Police Inc. 3003 Pascagoula Street Pascagoula, MS 39567 228.762.0661 228.769.5583 fax Dear Applicant: Please comply with the following requirements. Please review qualifications and

More information

THE PEOPLE OF THE CITY OF LOS ANGELES DO ORDAIN AS FOLLOWS:

THE PEOPLE OF THE CITY OF LOS ANGELES DO ORDAIN AS FOLLOWS: ORDINANCE NO. 1G4 BU ^ An ordinance adding Article 9 to Chapter XVIII of the Los Angeles Municipal Code to limit employers consideration of the criminal history of applicants for employment. THE PEOPLE

More information

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Charlotte District Office 129 West Trade Street, Suite 400 Charlotte, NC 28202 Intake Information Group: 800-669-4000 Intake Information Group TTY: 800-669-6820

More information

Using Arrest, Conviction, and Misdemeanor Information in the Hiring Process

Using Arrest, Conviction, and Misdemeanor Information in the Hiring Process Summary It is a common belief that the Equal Employment Opportunity Commission (EEOC) prohibits the use of arrest and misdemeanor information in the hiring process. As is discussed below, this is not the

More information

Address: Street. If you are under 18 years of age, do you have a work permit? Yes If you have ever worked under another name, please identify:

Address: Street. If you are under 18 years of age, do you have a work permit? Yes If you have ever worked under another name, please identify: APPLICATION FOR EMPLOYMENT Miles farmers market 28560 Miles Road, Solon, OH 44139 ph 440.248.5222 toll free 800.646.4537 fx 440.248.7518 www.milesfarmersmarket.com Thank you for your interest in applying

More information

Background Checks. What Employers Need to Know. A joint publication of the Equal Employment Opportunity Commission and the Federal Trade Commission

Background Checks. What Employers Need to Know. A joint publication of the Equal Employment Opportunity Commission and the Federal Trade Commission Background Checks What Employers Need to Know A joint publication of the Equal Employment Opportunity Commission and the Federal Trade Commission When making personnel decisions including hiring, retention,

More information

MS STATE PERSONNEL BOARD. Title Goes Here. EEO LAW UPDATE May 21, Presented By: Tim W. Lindsay Ridgeland, MS

MS STATE PERSONNEL BOARD. Title Goes Here. EEO LAW UPDATE May 21, Presented By: Tim W. Lindsay Ridgeland, MS MS STATE PERSONNEL BOARD Title Goes Here EEO LAW UPDATE May 21, 2013 Presented By: Tim W. Lindsay Ridgeland, MS FY 2012 EEOC Charge Statistics Mississippi Total Charges Filed 1,869 (1.9% of US) Race/Color

More information

Best Practices: Hiring Procedures in Public Employment Analysis of Conviction History and Use of Background Checks

Best Practices: Hiring Procedures in Public Employment Analysis of Conviction History and Use of Background Checks All of Us or None c/o Legal Services for Prisoners with Children 1540 Market Street, #490 San Francisco, CA 94102 A Project of Legal Services For Prisoners with Children 415-255-7036 x337 // Fax: 415-552-3150

More information

SUPREME COURT OF WISCONSIN

SUPREME COURT OF WISCONSIN SUPREME COURT OF WISCONSIN 2012 WI 123 CASE NO.: COMPLETE TITLE: In the Matter of Disciplinary Proceedings Against Thomas E. Bielinski, Attorney at Law: Office of Lawyer Regulation, Complainant, v. Thomas

More information

ELIGIBILITY REQUIREMENTS FOR POLICE OFFICER

ELIGIBILITY REQUIREMENTS FOR POLICE OFFICER POLICE DEPARTMENT EMPLOYMENT PLEASE NOTE: Application packets are only available if the City if hiring police officers. Please check the City s job listing for current, available positions. Eligibility

More information

REPORTING CHILD ABUSE IN AN EDUCATIONAL SETTING

REPORTING CHILD ABUSE IN AN EDUCATIONAL SETTING BOARD OF COOPERATIVE EDUCATIONAL SERVICES SOLE SUPERVISORY DISTRICT FRANKLIN-ESSEX-HAMILTON COUNTIES REPORTING CHILD ABUSE IN AN EDUCATIONAL SETTING The Franklin-Essex-Hamilton Board of Cooperative Educational

More information

State Laws and Their Impact on Use of Criminal Records for Employment Purposes

State Laws and Their Impact on Use of Criminal Records for Employment Purposes Laws and Their Impact on Use of Criminal Records for Employment Purposes While the FCRA and EEOC provide a legal framework under which consumer reporting agencies and employers report and use criminal

More information

MISSISSIPPI IDENTITY THEFT RANKING BY STATE: Rank 32, 57.3 Complaints Per 100,000 Population, 1673 Complaints (2007) Updated December 21, 2008

MISSISSIPPI IDENTITY THEFT RANKING BY STATE: Rank 32, 57.3 Complaints Per 100,000 Population, 1673 Complaints (2007) Updated December 21, 2008 MISSISSIPPI IDENTITY THEFT RANKING BY STATE: Rank 32, 57.3 Complaints Per 100,000 Population, 1673 Complaints (2007) Updated December 21, 2008 Current Laws: A person shall not obtain or attempt to obtain

More information

HOW TO FILE A PETITION TO EXPUNGE JUVENILE OFFENSES

HOW TO FILE A PETITION TO EXPUNGE JUVENILE OFFENSES HOW TO FILE A PETITION TO EXPUNGE JUVENILE OFFENSES Disclaimer Neither the staff in Court Administration nor the staff in any Court office will be able to give you legal advice or help you fill out/complete

More information

100 West Cypress Creek Road Suite 850 Fort Lauderdale, Florida PHONE: FAX

100 West Cypress Creek Road Suite 850 Fort Lauderdale, Florida PHONE: FAX 100 West Cypress Creek Road Suite 850 Fort Lauderdale, Florida 33309 PHONE: 954-876-0033 FAX 954-876-0062 EMPLOYMENT APPLICATION An Equal Opportunity Employer and a Drug Free Workplace The Broward MPO

More information

Background Checks and the Fair Credit Reporting Act. Cole Cummins, ARM-P APEI

Background Checks and the Fair Credit Reporting Act. Cole Cummins, ARM-P APEI Background Checks and the Fair Credit Reporting Act Cole Cummins, ARM-P APEI Today s Topics n Why do background checks n FCRA n EEOC n Best Prac:ces Why Do Background Checks n To keep the workplace safe

More information

KANE COUNTY DRUG REHABILITATION COURT COURT RULES AND PROCEDURES

KANE COUNTY DRUG REHABILITATION COURT COURT RULES AND PROCEDURES KANE COUNTY DRUG REHABILITATION COURT COURT RULES AND PROCEDURES I. MISSION The Illinois General Assembly has recognized that there is a critical need for a criminal justice program that will reduce the

More information

Fair Credit Reporting Act (FCRA) Basics. A Primer for U.S. Employers from Littler Mendelson, the Nation s Largest Workforce Law Practice

Fair Credit Reporting Act (FCRA) Basics. A Primer for U.S. Employers from Littler Mendelson, the Nation s Largest Workforce Law Practice Fair Credit Reporting Act (FCRA) Basics A Primer for U.S. Employers from Littler Mendelson, the Nation s Largest Workforce Law Practice Fair Credit Reporting Act (FCRA) Basics A Primer for U.S. Employers

More information

Application for Employment

Application for Employment Application for Employment GENERAL INFORMATION (Please Print) Name: Telephone No.: LAST FIRST MIDDLE Email Address: Present Address: Position Desired: STREET CITY STATE ZIP Pay Desired: If hired, can you

More information

CHAPTER 9: NURSING HOME RESPONSIBILITIES REGARDING COMPLAINTS OF ABUSE, NEGLECT, MISTREATMENT AND MISAPPROPRIATION

CHAPTER 9: NURSING HOME RESPONSIBILITIES REGARDING COMPLAINTS OF ABUSE, NEGLECT, MISTREATMENT AND MISAPPROPRIATION CHAPTER 9: NURSING HOME RESPONSIBILITIES REGARDING COMPLAINTS OF ABUSE, NEGLECT, MISTREATMENT AND MISAPPROPRIATION 9.1. PURPOSE Effective protection of residents in long term care facilities from abuse,

More information

SECURITY GUARD LICENSE GUIDE

SECURITY GUARD LICENSE GUIDE SECURITY GUARD LICENSE GUIDE DISCLAIMER: The information provided below is not an all inclusive set of laws or rules and regulations that must be followed if licensure is obtained. The information below

More information

The Juvenile and Domestic Relations District Court

The Juvenile and Domestic Relations District Court The Juvenile and Domestic Relations District Court I. General Information The juvenile and domestic relations district court handles cases involving: Juveniles accused of delinquent acts, traffic infractions

More information

Criminal Background Checks: What are your Rights? by Susannah Ashton and April Frazier

Criminal Background Checks: What are your Rights? by Susannah Ashton and April Frazier A Project of Legal Action Center Criminal Background Checks: What are your Rights? by Susannah Ashton and April Frazier There is a need to insure that consumer reporting agencies exercise their grave responsibilities

More information

STANDARD APPLICATION For Teaching Positions in Pennsylvania Public Schools

STANDARD APPLICATION For Teaching Positions in Pennsylvania Public Schools STANDARD APPLICATION For Teaching Positions in Pennsylvania Public Schools (PLEASE PRINT OR TYPE) POSITION(S) DESIRED NAME LAST FIRST MIDDLE SOCIAL SECURITY NUMBER 1 PRESENT ADDRESS STREET (AREA CODE)

More information

OVERVIEW OF STATE LAWS THAT BAN DISCRIMINATION BY EMPLOYERS

OVERVIEW OF STATE LAWS THAT BAN DISCRIMINATION BY EMPLOYERS OVERVIEW OF STATE LAWS THAT BAN DISCRIMINATION BY EMPLOYERS As states consider passing laws that prohibit employment discrimination against people with criminal records, it may be helpful to examine how

More information

So what do you really know about the candidates

So what do you really know about the candidates 44 PROFITABLE RESTAURATEURS ARE ALWAYS LEARNING IN-HOUSE COUNSEL Do Ask, Do Tell Vetting Employee Applicants Without Breaking the Law Questions on an employment application that could elicit information

More information

OLMSTED COUNTY ATTORNEY DOMESTIC ABUSE PROSECUTION POLICY POLICY STATEMENT:

OLMSTED COUNTY ATTORNEY DOMESTIC ABUSE PROSECUTION POLICY POLICY STATEMENT: OLMSTED COUNTY ATTORNEY DOMESTIC ABUSE PROSECUTION POLICY POLICY STATEMENT: It is the policy of the Olmsted County Attorney to pursue all domestic abuse allegations with zealous, yet discretionary prosecution

More information

The Lawyer as Gatekeeper The Backdrop

The Lawyer as Gatekeeper The Backdrop Lawyers as Gatekeepers The SEC s New Focus on Inside and Outside Counsel Julie M. Allen Frank Zarb National Conference of the Society of Corporate Secretaries and Governance Professionals June 28, 2014

More information

Background Check Policy

Background Check Policy Dartmouth College Employment Policies and Procedures Manual Policy Effective Date: August 1, 2012 Background Check Policy I. POLICY STATEMENT Dartmouth College ( Dartmouth ) is committed to ensuring that

More information

Restoration of Civil Rights. Helping People regain their Civil Liberties

Restoration of Civil Rights. Helping People regain their Civil Liberties Restoration of Civil Rights Helping People regain their Civil Liberties Consequences of a Felony Food Stamps and social security benefits: People convicted of a felony for possession or sell of controlled

More information

Criminal Background Checks: Questions and Answers Use and Application for the Rental Housing Industry

Criminal Background Checks: Questions and Answers Use and Application for the Rental Housing Industry Criminal Background Checks: Questions and Answers Use and Application for the Rental Housing Industry In today s society, rental property owners are often confronted by residents, neighbors, and law enforcement

More information

BACKGROUND CHECKS FOR EMPLOYMENT AT BALL STATE UNIVERSITY

BACKGROUND CHECKS FOR EMPLOYMENT AT BALL STATE UNIVERSITY BACKGROUND CHECKS FOR EMPLOYMENT AT BALL STATE UNIVERSITY I. POLICY STATEMENT: Ball State University is committed to employing qualified employees who possess good professional character and standards.

More information

20 TH JUDICIAL DISTRICT OF COLORADO ADMINISTRATIVE ORDER (Updated9/7/05) SUBJECT: Criminal Bonding Procedures and Appointment of Counsel

20 TH JUDICIAL DISTRICT OF COLORADO ADMINISTRATIVE ORDER (Updated9/7/05) SUBJECT: Criminal Bonding Procedures and Appointment of Counsel 20 TH JUDICIAL DISTRICT OF COLORADO ADMINISTRATIVE ORDER 03-103 (Updated9/7/05) SUBJECT: Criminal Bonding Procedures and Appointment of Counsel To: Judicial Officers, District Administrator, Clerk of Court,

More information

Criminal Convictions and Employment Rights In New York State Robert D. Strassel

Criminal Convictions and Employment Rights In New York State Robert D. Strassel Policy Brief April 26, 2010 Criminal Convictions and Employment Rights In New York State Robert D. Strassel Executive Summary New York has a strong policy toward preventing discrimination based on prior

More information

Mifflinburg Bank and Trust Company Application for Employment

Mifflinburg Bank and Trust Company Application for Employment Mifflinburg Bank and Trust Company Application for Employment Date Equal access to programs, services and employment is available to all persons. Those applicants requiring reasonable accommodation to

More information

Glossary of Court-related Terms

Glossary of Court-related Terms Glossary of Court-related Terms Acquittal Adjudication Appeal Arraignment Arrest Bail Bailiff Beyond a reasonable doubt Burden of proof Capital offense Certification Charge Circumstantial evidence Citation

More information

KENTUCKY VICTIMS RIGHTS LAWS1

KENTUCKY VICTIMS RIGHTS LAWS1 CONSTITUTION STATUTES KENTUCKY VICTIMS RIGHTS LAWS1 Kentucky does not have a victims' rights amendment to its constitution. Title XXXVIII, Witnesses, Evidence, Notaries, Commissioners of Foreign Deeds,

More information

This chapter shall be known and may be cited as the Alyce Griffin Clarke Drug Court Act.

This chapter shall be known and may be cited as the Alyce Griffin Clarke Drug Court Act. 9-23-1. Short title This chapter shall be known and may be cited as the Alyce Griffin Clarke Drug Court Act. HISTORY: SOURCES: Laws, 2003, ch. 515, 1, eff from and after July 1, 2003. 9-23-3. Legislative

More information

BRYCE A. FETTER ORLANDO JUVENILE CHARGES ATTORNEY

BRYCE A. FETTER ORLANDO JUVENILE CHARGES ATTORNEY BRYCE A. FETTER ORLANDO JUVENILE CHARGES ATTORNEY People make mistakes, especially young people. Juvenile lawyer Bryce Fetter believes children should get a second chance through rehabilitation rather

More information

How to Apply for a Pardon. State of California. Office of the Governor

How to Apply for a Pardon. State of California. Office of the Governor How to Apply for a Pardon State of California Office of the Governor Statement of Philosophy A California Governor's pardon is an honor traditionally granted only to individuals who have demonstrated exemplary

More information

APPLICATION FOR EMPLOYMENT

APPLICATION FOR EMPLOYMENT APPLICATION FOR EMPLOYMENT The Town of East Hampton is an equal opportunity employer and does not discriminate on the basis of race, religion, color, national origin, age, sex, gender, disability or any

More information

JUVENILE SEX OFFENDER REGISTRATION

JUVENILE SEX OFFENDER REGISTRATION JUVENILE SEX OFFENDER REGISTRATION Requirements, Penalties & Relief Oregon law requires a juvenile found to be within the jurisdiction of the juvenile court of certain sex offenses to register as a sex

More information

NEW YORK. New York Executive Law 296 Human Rights Law Unlawful discriminatory practices

NEW YORK. New York Executive Law 296 Human Rights Law Unlawful discriminatory practices NEW YORK New York Executive Law 296 Human Rights Law Unlawful discriminatory practices 15. It shall be an unlawful discriminatory practice for any person, agency, bureau, corporation or association, including

More information

Victims of Crime Act

Victims of Crime Act Victims of Crime Act PURPOSE Recognizing the state's concern for victims of crime, it is the purpose of the Victims of Crime Act [31-26-1 NMSA 1978] to assure that: A. the full impact of a crime is brought

More information

Equal Employment Opportunity (EEO) Complaint & Investigation Guideline Number 200-002b-AOG Responsible Office Human Resources Date Revised 01/30/2014

Equal Employment Opportunity (EEO) Complaint & Investigation Guideline Number 200-002b-AOG Responsible Office Human Resources Date Revised 01/30/2014 Title Equal Employment Opportunity (EEO) Complaint & Investigation Guideline Number 200-002b-AOG Responsible Office Human Resources Date Revised 01/30/2014 1. Purpose The SCA is committed to providing

More information

3344-60-01 Employee background screening policy.

3344-60-01 Employee background screening policy. 3344-60-01 Employee background screening policy. (A) Purpose In an effort to protect the campus community and its assets, the university seeks to ensure that individuals hired, promoted, or otherwise placed

More information

Criminal Records & Employment

Criminal Records & Employment Criminal Records & Employment 1. What exactly is a criminal record? YOUR LEGAL RIGHTS A criminal record, formally known as a summary criminal history, or more commonly known as a rap sheet, is a list of

More information

4028 Background Checks Policy 4028 Original Adoption: 03/23/1993 Effective Date: 06/27/2012 Revision Dates: 06/26/2012

4028 Background Checks Policy 4028 Original Adoption: 03/23/1993 Effective Date: 06/27/2012 Revision Dates: 06/26/2012 4028 Background Checks Original Adoption: 03/23/1993 Effective Date: 06/27/2012 Revision Dates: 06/26/2012 I. PURPOSE is committed to the safety of its students and staff. In order to maintain a safe and

More information

AN ACT. The goals of the alcohol and drug treatment divisions created under this Chapter include the following:

AN ACT. The goals of the alcohol and drug treatment divisions created under this Chapter include the following: ENROLLED Regular Session, 1997 HOUSE BILL NO. 2412 BY REPRESENTATIVE JACK SMITH AN ACT To enact Chapter 33 of Title 13 of the Louisiana Revised Statutes of 1950, comprised of R.S. 13:5301 through 5304,

More information

Teacher Application NAME LAST FIRST MIDDLE SOCIAL SECURITY NUMBER PRESENT ADDRESS STREET PERMANENT ADDRESS E-MAIL ADDRESS EDUCATIONAL BACKGROUND

Teacher Application NAME LAST FIRST MIDDLE SOCIAL SECURITY NUMBER PRESENT ADDRESS STREET PERMANENT ADDRESS E-MAIL ADDRESS EDUCATIONAL BACKGROUND Teacher Application NAME LAST FIRST MIDDLE SOCIAL SECURITY NUMBER PRESENT ADDRESS STREET (AREA CODE) TELEPHONE CITY STATE ZIP CODE PERMANENT ADDRESS STREET (AREA CODE) TELEPHONE CITY STATE ZIP CODE E-MAIL

More information

Title 15 CRIMINAL PROCEDURE -Chapter 23 ALABAMA CRIME VICTIMS Article 3 Crime Victims' Rights

Title 15 CRIMINAL PROCEDURE -Chapter 23 ALABAMA CRIME VICTIMS Article 3 Crime Victims' Rights Section 15-23-60 Definitions. As used in this article, the following words shall have the following meanings: (1) ACCUSED. A person who has been arrested for committing a criminal offense and who is held

More information

BACKGROUND INFORMATION DISCLOSURE (BID)

BACKGROUND INFORMATION DISCLOSURE (BID) DEPARTMENT OF CHILDREN AND FAMILIES DCF-F-2978-E (R. 06/2016) BACKGROUND INFORMATION DISCLOSURE (BID) STATE OF WISCONSIN Wis. Stat. 48.685 Wis. Admin. Code DCF 12.03 Completion of this form is required

More information

Fairview Recovery Services, Inc. Application for Employment

Fairview Recovery Services, Inc. Application for Employment Fairview Recovery Services, Inc. Application for Employment Equal Opportunity/Culturally Competent/Affirmative Action Employer Fairview Recovery Services, Inc. strongly encourages women and minorities

More information

CERTIFICATES OF RELIEF FROM DISABILITIES AND CERTIFICATES OF GOOD CONDUCT LICENSURE AND EMPLOYMENT OF OFFENDERS

CERTIFICATES OF RELIEF FROM DISABILITIES AND CERTIFICATES OF GOOD CONDUCT LICENSURE AND EMPLOYMENT OF OFFENDERS NOTE: THE CONTENT OF THE FOLLOWING DOCUMENT IS FROM A NYS DEPARTMENT OF CRIMINAL JUSTICE SERVICES PUBLICATION. CANDIDATES WHO HAVE A FELONY CONVICTION WILL BE AUTOMATICALLY DISQUALIFIED FROM APPOINTMENT

More information

HOUSE BILL No. 2172. AN ACT concerning nurse aide trainees; criminal background checks.

HOUSE BILL No. 2172. AN ACT concerning nurse aide trainees; criminal background checks. Session of HOUSE BILL No. By Representative Whipple - 0 0 AN ACT concerning nurse aide trainees; criminal background checks. Be it enacted by the Legislature of the State of Kansas: Section. (a) A sponsor

More information

SEX OFFENSE/REGISTRY: Provides for the unlawful use of a social networking website AN ACT

SEX OFFENSE/REGISTRY: Provides for the unlawful use of a social networking website AN ACT Regular Session, HOUSE BILL NO. BY REPRESENTATIVE THIERRY SEX OFFENSE/REGISTRY: Provides for the unlawful use of a social networking website AN ACT To amend and reenact R.S. :. and to enact R.S. :.(),

More information

SUMMER YOUTH INITIATIVE EMPLOYMENT OPPORTUNITIES

SUMMER YOUTH INITIATIVE EMPLOYMENT OPPORTUNITIES SUMMER YOUTH INITIATIVE EMPLOYMENT OPPORTUNITIES The City of South Euclid is hiring part-time qualified applicants for the Summer Youth Initiative Program. Applicants should be 18 years or older and able

More information

APPLICATION FOR EMPLOYMENT

APPLICATION FOR EMPLOYMENT FRONTRUNNERS NEW BALANCE STORES LOS ANGELES 2828 Wilshire Blvd Santa Monica CA 90403 APPLICATION FOR EMPLOYMENT BACKGROUND CHECKS Frontrunners/NBLA is concerned about violence in the workplace, falsified

More information

! EMPLOYMENT APPLICATION

! EMPLOYMENT APPLICATION ! EMPLOYMENT APPLICATION The Lucky Star and Feather Warrior Casinos are Equal Opportunity Employers and will not discriminate against an applicant or employee on any grounds protected under federal, state,

More information

ORDINANCE NO AN ORDINANCE ESTABLISHING FAIR CHANCE HIRING STANDARDS IN THE CITY, CREATING A CIVIL PENALTY, AND CREATING AN OFFENSE.

ORDINANCE NO AN ORDINANCE ESTABLISHING FAIR CHANCE HIRING STANDARDS IN THE CITY, CREATING A CIVIL PENALTY, AND CREATING AN OFFENSE. ORDINANCE NO. 20160324-019 AN ORDINANCE ESTABLISHING FAIR CHANCE HIRING STANDARDS IN THE CITY, CREATING A CIVIL PENALTY, AND CREATING AN OFFENSE. BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF AUSTIN:

More information

Employer Instructions for Use ODH Form 805 Uniform Employment Application for Nurse Aide Staff

Employer Instructions for Use ODH Form 805 Uniform Employment Application for Nurse Aide Staff Effective November 1, 2012 Employer Instructions for Use ODH Form 805 Uniform Employment Application for Nurse Aide Staff Purpose This form is to be used by employers as the only employment application

More information

SEALING OF RECORDS. Conviction / Acquittal / Dismissal CLARK COUNTY DISTRICT ATTORNEY S OFFICE. DAVID ROGER District Attorney

SEALING OF RECORDS. Conviction / Acquittal / Dismissal CLARK COUNTY DISTRICT ATTORNEY S OFFICE. DAVID ROGER District Attorney SEALING OF RECORDS Conviction / Acquittal / Dismissal CLARK COUNTY DISTRICT ATTORNEY S OFFICE DAVID ROGER District Attorney NOTICE: This Website contains instructions for using the Clark County District

More information

Federal & State Criminal Background Check. Consent to Fingerprint Background Check

Federal & State Criminal Background Check. Consent to Fingerprint Background Check Federal & State Criminal Background Check Superior School District #3 (SSD3) requires that a national & state criminal history background check, including fingerprinting, be completed for all candidates

More information