The organization requires all WWFY employees and volunteers to undergo a background screening.
The organization requires all WWFY employees and volunteers to undergo a background screening. Included as part of the background screening will be:
- A Federal Statewide Criminal Search
- County Criminal Search
- National Sex Offender search
- SS number confirmation
As a condition of employment, Employees must complete the background screening after accepting the offer letter. The background screening will be completed utilizing the HRIS system.
Background Screening Process:
Once a candidate has accepted a conditional offer of employment, the candidate will receive a link through the HRIS system to begin the background screening. Once the background screening is returned to the WWFY without any criminal convictions, the candidate can begin the onboarding process.
If the screening report does contain criminal convictions, the Human Resources Director will be notified and will conduct a review of the background screening to determine whether the candidate can still move forward in the hiring process. The review will consist of:
Determine whether any federal, state, or local laws would automatically disqualify the candidate based on the criminal conviction.
If the criminal conviction does not automatically disqualify the candidate, an assessment will be made to determine if there is a substantial relationship between the job and criminal conviction. To make this assessment, the WWFY will analyze (1) the nature of the job, (2) the nature of the crime, and (3) the amount of time that has passed since the conviction. If it does not appear that there is a substantial relationship between the job and the criminal conviction, the candidate can move forward with the hiring process.
If it does appear that there is a substantial relationship between the job and the criminal conviction, and the candidate needs to be disqualified, the WWFY will send the candidate the following:
- Pre-adverse-action letter
- The background screening report
- A governmental notice entitles “A summary of your rights under the Fair Credit Reporting Act”
- A questionnaire allowing the candidate to provide the WWFY more context related to the criminal conviction
The candidate will be provided 5 days to provide documents or materials to dispute the report's accuracy. If the candidate does not dispute the accuracy of the report, the candidate will be dispositioned in the HRIS system and be sent a letter affirming the decision to not hire the candidate.
If the candidate disputes the report's accuracy, the HR Director will review the information and respond to the candidate with a decision within 7 business days of receiving the additional information.
Following their date of hire, employees must undergo a new background screening every two years.