Overall Background Screening Policy
As part of the process of weighing applicant qualifications and determining his/her suitability for open positions, Bonness Inc. requires background checks for all finalists for a position. These background checks are conducted by ADP Screening and Selection Services, a consumer reporting agency.
All applicants for employment with Bonness Inc. are asked to sign a release form authorizing the appropriate background checks. Any applicant who refuses to sign a release form is no longer considered eligible for employment. Applicants also are expected to provide references from their former employers as well as educational reference information that can be used to verify academic accomplishments and records.
The background check will include verification of information provided on the completed application for employment, the applicant’s resume or on other forms used in the hiring process. Information to be verified includes, but is not limited to, social security number and previous addresses. Bonness Inc. will also conduct a reference check and verification of the applicant’s education and employment background as stated on the employment application or other documents listed above.
The background check will also include criminal court record searches. If a conviction is discovered, a determination will be made whether the conviction is related to the position for which the individual is applying or presents safety or security risks before an employment decision is made.
Additional checks such as a driving record or credit record will be made on applicants for all job categories, and will be a qualification method for particular job categories where driving is job related.
If an applicant is denied employment in whole or in part because of information obtained in his/her background check, the applicant will be informed of this and given the name, address and phone number of the screening provider to contact if s/he has specific questions about the result of the check or wants to dispute its accuracy.
Any applicant who provides misleading, erroneous or willfully deceptive information to Bonness Inc. on an employment form or Resume or in a selection interview is immediately eliminated from further consideration for employment with Bonness Inc.
First Check Social Security Validity
As part of the process of weighing applicants’ qualifications and determining their suitability for open positions, Bonness Inc. will conduct a social security number validation to verify an applicant’s SSN. If the applicant’s social security number is not valid, was issued before the applicant was born or belongs to a deceased person, the applicant will be given a chance to produce proof of the validity of his/her social security number before s/he is eliminated from the selection process. Should this situation arise, Bonness Inc. suggests that the applicant contact his/her local Social Security Office to obtain a valid SSN.
Criminal Court Records Policy
All applicants are required to disclose on Bonness Inc.’s employment application if they have been convicted of or served time for a felony. If they have, they are required to describe the situation on the application. The application states that this information will be reviewed for job relatedness and time since convictions.
Applicants will be rejected if they disclose or if a criminal court record reveals that they have:
Address Verification Policy
An Address Verification report will be conducted on each applicant. This report will help provide previous addresses of the applicant and will reveal any discrepancies in information provided by the applicant.
The following characteristics may be subject to rejection for employment by Bonness Inc.:
Workers’ Compensation Records Policy
All new Bonness Inc. workers are required to undergo a medical review process prior to receiving an employment start date. The process, as described below, is structured to conform to the Americans with Disabilities Act (ADA, 1990) and subsequent rules and regulations published in 1991. No medical inquiries will be made or workers’ compensation information gathered until after a conditional job offer (CJO) has been given to the applicant.
After the CJO, the individual will be required to fill out Bonness Inc.’s standard conditional job offer and medical review form.
Driving Record Policy
A safe driving record is very important to Bonness Inc. As a result, Bonness Inc. will complete a motor vehicle background check on all qualified applicants. 3 Any instances of any one of the following events or combination of events in the past 12 months may be reason for disqualification.
The point system is as follows:
The classifications and related points totals are:
Credit Record Policy
Applicant credit history is very important to Bonness Inc.’s executive positions in determining financial responsibility for employment. A history of personal financial irresponsibility as demonstrated by four or more instances of any one of the following events in the past 24 months may be reason for disqualification.
Bonness Inc. is aware that occasionally there are extenuating circumstances such as divorce or a medical crisis that may affect an individual’s credit history. Since credit records are one component of Bonness Inc.’s hiring process, applicants will not be disqualified solely based on bankruptcy or their previous credit history.