309 - BACKGROUND CHECKS

It is Company policy to ensure that all employees are appropriately suited to the Company. To this end, all applicants for employment with the Company must successfully pass the required background checks prior to receiving an official offer of employment. The Company reserves the right to make deviations from this policy, based on business need, with approval from the CEO and/or CLO.

General Guidelines

  • All applicants for employment or training must sign a release authorizing their criminal background check.

  • Only authorized employees will be allowed to conduct the criminal background check(s). Typically, these roles are: DPI Supervisors and Human Resources staff.

Criminal Background Disqualifiers 

  • Any conviction for the attempt or commission of a violent crime, including (but not limited to) sex crimes (excluding prostitution), murder, or a crime that resulted in death, no matter when it occurred.

  • Open or ongoing cases involving any of the above crimes will prevent an applicant or current employee from being hired or assigned, respectively.

Criminal Background Considerations. Criminal background considerations are crimes that may be directly related to the assignment and/or issues that need to be decided on a case-by-case basis. In making the determination, consideration will be given to when the conviction occurred, the frequency and severity of the crimes, and the age of the individual at the time the crimes were committed. These include, but are not limited to:

  • Any conviction for the attempt or commission of an offense against a person, including (but not limited to) kidnapping, battery or assault within the seven years prior to application.

  • Any felony or misdemeanor conviction for an offense against property (including, but not limited to) theft, robbery, burglary, or money laundering within the seven years prior to application

  • Prostitution or other non-violent crimes

  • Any other convictions that are directly related to the job or service to which the applicant is applying.

  • Open or ongoing cases involving any of the above crimes may prevent an applicant or current employee from being hired or assigned, respectively.

When considering the background of an applicant, it is not sufficient to take the applicant’s narrative of the crime, documentation must be provided before placement can be considered. When making a placement selection, it is imperative that the DPI Supervisor review “Non-Prohibitive” background results to ensure the criminal background meets the customers’ criteria. 

Client Preference. In the event that a client organization has a higher tolerance for criminal backgrounds, and/or additional restrictions or considerations, the Company will make placement decisions in conformity with business/contractual obligations. This will not apply to our immediate disqualifiers cited in “Criminal Background Disqualifiers” (above). 

Notification. Employees are obligated to inform their DPI Supervisor if they are arrested or otherwise charged with the commission of a crime. Failure to do so may result in disciplinary action up to and including termination. 

If during the hiring process a criminal background information is found that will eliminate the candidate from further consideration a letter will be sent by the DPI Supervisor via the background screening company site, to the candidate to inform them that the decision was based upon information gathered during the criminal background check, and will provide instruction on how the applicant can obtain the information. Please contact the Human Resources department if assistance is needed in this process. 

@2021 The DPI Group. All Rights Reserved. Revision Dates: 02/10/2021, 04/28/2022 - The DPI policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.