Department: Human Resources Title: Background Check Author: Tina Holbrook Date: October 15, 2012 Revised:October 18, 2012
Oxford Casino is committed to providing its team members, patrons and contractors a safe work environment free from violence, illegal behavior or other threats. Oxford Casino considers a robust background-screening process paramount to achieving a workplace free of such threats. The best predictor of future behavior is past behavior.
The following guideline shall be used to ensure proper background screenings are conducted.
For both applicants and employees, the Oxford Casino will consider arrest and conviction records to prevent hiring and continued employment of individuals where such criminal history demonstrates that the job is inappropriate for such individual pursuant to the business necessity to protect Oxford Casino's legitimate business interests.
It is the responsibility of the Human Resource Department to conduct background screenings in the following manner:
1.Conduct a social security trace to establish employment authorization and past addresses of residence.
2.Conduct a Sex Offender Registry for all states of residency.
3.Conduct a Criminal Record search for all states of residency.
4.Conduct a Credit Report (if applicable) for all states of residency.
5.Conduct a Driving & Accident Report for all state of residency.
6.All employees must report any criminal charges and criminal convictions to your supervisor in writing within 48 hours. Convictions/charges to be reported include, but are not limited to: detention, criminal summons, warrant for arrest, order for arrest and convictions.
7.Minor citations such as expired inspection stickers, expired license plates, warning tickets, parking tickets, improper equipment, or any other non‐moving violations do not need to be reported.
8.Employees failing to report convictions/charges shall be subject to disciplinary action up to and including termination. Convictions/charges reported shall be evaluated in context with the nature of the job to determine continued employment or disciplinary action.
This policy will provide for fair and unbiased treatment regardless of gender, race, color, disability, national origin, marital status, religion, or other protected class of a candidate.