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Orange County ABC Board Policy and Procedure Manual <br /> Procedures: <br /> Because there are several types of occupations, several types of background checks may <br /> be required as follows: <br /> -�O­ Criminal history check and GFe�'�steFy Fepe rt Requi�„Fed enly if,^pliGant finalistemployee will be working iR a sensitive position (fGr example, have arGe6s te s aT <br /> Gash, <br /> handle bank FeGGrd6 Gash disb6IF6erneRtS, use safe GOrnbiRatiGns, held keys <br /> to fang iImo? 8tG \ <br /> ➢ Education verification if position requires <br /> ➢ Employment verification. <br /> ➢ License verification — Required only if a license is needed for the specific occupation, <br /> this includes driver's license. <br /> ➢ Social Security Number Verification. <br /> Eligibility: <br /> A previous conviction does not automatically disqualify a candidate from consideration from <br /> employment with the Board. The candidate may still be eligible for employment with the <br /> Board based on a variety of factors such as: <br /> ➢ The nature and gravity of the offense. <br /> ➢ How long ago the offense occurred. <br /> ➢ The number of convictions. <br /> ➢ The relationship between the job and the offense. <br /> ➢ The applicant's/employee's employment history; and, <br /> ➢ Efforts at rehabilitation. <br /> frem empleyment in that oF any etheF pesitien at the Board for a peFied Of GRe year because <br /> of falSifiGatiOR of his/her applieation. The convietien(s) may FemaiR Felevant to and be <br /> Gensidered iR aRy hiring, premetion, OF transfer deGiSien made subsequent to suGh year 0 <br /> However, convictions must be job related: When refusing to hire an applicant or taking other <br /> adverse employment action based on an arrest, the Board must show that the type of crime <br /> committed is job related and that the action is based on a business necessity. <br /> appl4r.atie vVill be greURGIS fer dismissal from employment. Additienal penalties <br /> falsification .,f nn applinn}inn may apply if ram,ired by lay <br /> Record Retention: All information obtained, as part of a background investigation, is to be <br /> held in strictest confidence. Documentation is to be retained in the applicant's file or <br /> employee's personnel file for the appropriate retention period. Unauthorized disclosure of <br /> information gathered through the background investigation will not be tolerated and may <br /> subject the discloser to disciplinary action. <br /> See Forms 9-13 to 9-17 for applicable documents <br /> Page 2 <br /> 3-3 1/18/2019 <br />