dancerjodi (![[personal profile]](https://www.dreamwidth.org/img/silk/identity/user.png)
dancerjodi) wrote2002-02-18 08:26 am
dancerjodi) wrote2002-02-18 08:26 am
Back at work . . .
And while cleaning out e-mails found this:
"In accordance with Massachusetts General Law, it is required for entities that provide services to the elderly and disabled (such as *company*) to obtain Criminal Offender Record Information (CORI) for individuals who have direct or indirect contact with such persons or access to such persons’ files. The employment of, or engaging in, business with individuals that have been convicted of past offenses could result in liability for *company* as well as pose a danger to our members.
Thus, in order to comply with the law, as part of our hiring process that began last April, CORI checks were performed for all new hires and individuals who were promoted or transferred into new jobs or departments. This included all full, part-time, and temporary employees and consultants who were hired, transferred or promoted as of April 1, 2001.
For a variety of reasons, *company* has now expanded this process and we will soon be conducting criminal background checks on ALL Company employees. This process is to begin effective March 4, 2002.
In consideration of this change, we anticipate that there may be employees currently at *company* who may have misstated their record on their original employment application. Recognizing that statements on applications will be verified when we conduct CORI checks on all employees, we are recommending that those individuals, who think that they may have misrepresented themselves on their applications, bring this to our attention before this process begins. Therefore, anyone who believes they fall into this category should contact their HR Client Services Partner no later than Friday, March 1, 2002 to discuss their situation.
In an effort to provide full disclosure of our intent to conduct these CORI checks we are providing this window of time (between today and March 1) for employees with any personal concerns to bring these concerns to the attention of HR. Our employment applications clearly ask if applicants have ever been convicted of a felony or of a misdemeanor (within the past 5 years and excluding certain offenses). Our practice is, and always has been, to review any positive response to these questions on a case by case basis. This will continue to be our practice during this period as well as going forward."
**********
Not that I'm worried about this for myself (I've had CORI checks before, particularly when I was working for DSS) I just find this a bit - weird.
"In accordance with Massachusetts General Law, it is required for entities that provide services to the elderly and disabled (such as *company*) to obtain Criminal Offender Record Information (CORI) for individuals who have direct or indirect contact with such persons or access to such persons’ files. The employment of, or engaging in, business with individuals that have been convicted of past offenses could result in liability for *company* as well as pose a danger to our members.
Thus, in order to comply with the law, as part of our hiring process that began last April, CORI checks were performed for all new hires and individuals who were promoted or transferred into new jobs or departments. This included all full, part-time, and temporary employees and consultants who were hired, transferred or promoted as of April 1, 2001.
For a variety of reasons, *company* has now expanded this process and we will soon be conducting criminal background checks on ALL Company employees. This process is to begin effective March 4, 2002.
In consideration of this change, we anticipate that there may be employees currently at *company* who may have misstated their record on their original employment application. Recognizing that statements on applications will be verified when we conduct CORI checks on all employees, we are recommending that those individuals, who think that they may have misrepresented themselves on their applications, bring this to our attention before this process begins. Therefore, anyone who believes they fall into this category should contact their HR Client Services Partner no later than Friday, March 1, 2002 to discuss their situation.
In an effort to provide full disclosure of our intent to conduct these CORI checks we are providing this window of time (between today and March 1) for employees with any personal concerns to bring these concerns to the attention of HR. Our employment applications clearly ask if applicants have ever been convicted of a felony or of a misdemeanor (within the past 5 years and excluding certain offenses). Our practice is, and always has been, to review any positive response to these questions on a case by case basis. This will continue to be our practice during this period as well as going forward."
**********
Not that I'm worried about this for myself (I've had CORI checks before, particularly when I was working for DSS) I just find this a bit - weird.