Personnel screening involves analyzing the background of company applicants to ensure that they are a creditable fit for the role in which they intend to work. The process may entail analysis of criminal records, credit history, employment/academic verifications, job skills and other criteria. This policy provides a framework for building a screening policy that fits the needs of your organization.

From the policy:

PURPOSE
This policy provides guidelines for screening employment candidates, either as full-time or part-time employees or contingent workers, including temporary, volunteer, intern, contract, consultant, offshore or 1099 workers for high-risk roles. It aims to ensure that candidates meet regulatory and circumstantial requirements for employment.

This policy is not a substitute for legal advice. While it’s designed to be broadly applicable, laws vary between jurisdictions. In the United States, the Civil Rights Act and the Americans with Disability Act are cornerstones of employment law. State, county and municipal regulations may prohibit using certain types of personal information such as credit history as a means of determining suitability for employment. Consult with your organization’s HR lead or internal and external counsel as appropriate.

SCOPE
All full-time and part-time employees, as well as contingent workers, are covered by this policy.