To protect the safety of its employees and customers and to protect the assets of the business, background checks will be conducted on all applicants to whom a contingent offer of employment has been made. Human resources will conduct the background check through its resources and in full compliance with the Fair Credit Reporting Act.
If there is any substantive information included in the background check received, human resources along with the appropriate Ordway personnel will, in their sole discretion, determine the relevance of such information to the vacant position’s responsibilities and the hiring decision.
Having a criminal history, a criminal conviction, or a motor vehicle violation does not necessarily preclude employment. The nature of the offense, the circumstances surrounding it and its relevance to a particular position are evaluated on a case-by-case basis. An evaluation shall consider, but shall not necessarily be limited to, the following factors:
- Date of conviction(s).
- Subsequent employment record.
- Number and gravity of crime(s) committed and the nature of the crime(s) in relationship to the nature of the work to be performed.
- Potential opportunity, through possible abuse of work-related functions or situations, to cause financial or property loss or other harm.
All decisions relating to the background check received shall be made in Ordway’s sole discretion.