Pre-Employment Screening

Purpose

This standard operating procedure aims to define the background screening process for potential employees.

Scope

All individuals offered a staff position at Docketly will undergo a criminal history check post-offer, pre-employment. The check will include at least a Social Security number trace, county courthouse review, National Sex Offender check, and National Widescreen check.

All individuals offered a staff position at Docket will undergo a 10-panel substance screening.

Process

Docketly may engage a third-party partner to conduct background screening checks.

• Where a third party conducts all or any portion of a background check, Docketly will comply with the Fair Credit Reporting Act requirements.
• Job postings must identify the specific employee screening checks which will be required for the position.
• Applicants will be informed during the pre-employment process that selection is subject to the completion of background screening with results acceptable to the company and which background check(s) would apply.
• Before conducting the background check(s), electronic consent will be obtained from the prospective employee for the position.
• The information obtained through employee screening checks will be maintained electronically in Human Resources (HR).
• Pre-employees who have accepted an offer of Docketly employment and consented to a criminal history or other background check will be permitted to provide responsive information regarding their criminal conviction record and other background records, including evidence of rehabilitation, character, educational achievements, length of time since the last criminal conviction, and other extenuating circumstances.
• Employees who have submitted to criminal screening but whose results have not been returned before their start date may begin employment contingent on their returned screening results.

Substance Screening

• HR will make arrangements for drug screening by a third-party agency. Such tests will be administered in accordance with CO and/or federal law.
• Employees who have submitted to substance screening but whose results have not been returned before their start date may begin employment contingent on their returned screening results.

Special Considerations

Any staff member being transferred or promoted will not be required to go through the background screening process if there is a satisfactory check on file that meets the requirements of the new position. Additional screenings may be required due to the nature and responsibilities of the new position. Seasonal/Intermittent Employees returning to work the following season/cycle are not required to undergo another background screening. If there is a break in service or a cycle where the employee does not return, a new background check must be completed before returning to work.

Definitions

For the purpose of this SOP, the term below has the following definition:

Post Offer, Pre-Employment: After an offer of employment has been extended and accepted but before employment has commenced.

Responsibilities

All individuals to whom this SOP applies are responsible for becoming familiar with and following this SOP. Supervisors are responsible for promoting the understanding of this SOP and taking appropriate steps to help ensure compliance with it.