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POLICY FOR CONDUCTING CREVIINAL BACKGROUND CHECKS <br />I. Policy Statement: <br />A. To insure that the interests of the City of Colton, hereinafter ("City"), its <br />employees and members of the public are protected and to help minimize <br />potential liability, the City has passed a resolution authorizing it to obtain State <br />summary criminal background information on applicants, employees and <br />volunteers from the Department of Justice. <br />B. The City desires to identify those employees, volunteers and prospective <br />employees and prospective employees and volunteers who have a criminal history <br />so that information about that history can be used in employment decisions. <br />C. The City shall not consider a person who has been convicted of a felony or <br />misdemeanor involving moral turpitude eligible for employment or licensing <br />except that such conviction may be disregarded if it is determined by the <br />Personnel Director that mitigating circumstances exist or that the conviction is not <br />relevant to the employment or license in question. <br />H. Authority: <br />California Penal Code § 11105 allows cities to obtain State summary criminal background <br />information from the Department of Justice if the City Council has given the Personnel <br />Director authority to obtain such records. The Personnel Director has such authority <br />pursuant to Resolution No.��of the City Council. <br />M. Applicability: <br />The City shall obtain criminal background information on all full-time and part-time <br />employees and volunteers and prospective full-time and part-time employees and <br />volunteers, including Police Reserves. <br />IV. Assigned Responsibility: <br />It is the employee's, volunteer's or applicant's responsibility to report any conviction or <br />arrest pending final adjudication to the City. The information shall be included on all <br />employment applications. If any convictions or arrests pending conviction occur while <br />the employee or volunteer is working for the City, the employee or volunteer shall report <br />that conviction or arrest to his or her supervisor who shall forward the information to the <br />Department Head and Personnel Director. <br />"EXHIBIT" <br />3/12/98 <br />c:lcbc policy <br />1 <br />