Background Check Policy
Purpose
Section titled “Purpose”At Cadence OneFive, we are committed to providing a safe and secure environment for our employees, clients, and stakeholders. To support this commitment, we conduct background checks on potential new hires and, in some cases, current employees. This policy outlines our approach to background checks and ensures compliance with relevant laws and regulations.
This policy applies to all potential new hires and, when applicable, current employees of Cadence OneFive.
Policy
Section titled “Policy”1. Conditional Offers of Employment
Section titled “1. Conditional Offers of Employment”All offers of employment at Cadence OneFive are contingent upon the successful completion of a background check. The job offer will clearly state this condition.
2. Types of Background Checks
Section titled “2. Types of Background Checks”Depending on the position, background checks may include:
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Criminal history
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Employment verification
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Education verification
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Professional license verification
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Credit history (for positions with financial responsibilities)
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Driving record (for positions requiring operation of company vehicles)
3. Consent and Disclosure
Section titled “3. Consent and Disclosure”Before conducting a background check, Cadence OneFive will:
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Provide a clear and conspicuous written disclosure to the candidate that a background check will be conducted
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Obtain written authorization from the candidate to conduct the background check
A consent form will be sent out as an attachment to the offer letter.
4. Use of a Third-Party Provider
Section titled “4. Use of a Third-Party Provider”Cadence OneFive will use a reputable third-party background check service provider that complies with the Fair Credit Reporting Act (FCRA) and other applicable laws.
Currently, the vendor is Goodhire.com.
5. Evaluation of Results
Section titled “5. Evaluation of Results”When evaluating the results of a background check, we will consider:
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The nature and gravity of any offenses or conduct
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The time that has passed since the offense, conduct, or completion of the sentence
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The nature of the job sought
6. Adverse Actions
Section titled “6. Adverse Actions”If Cadence OneFive considers taking adverse action based on the results of a background check, we will:
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Provide the candidate with a copy of the background check report
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Provide a written description of the candidate’s rights under the Fair Credit Reporting Act (FCRA)
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Allow the candidate a reasonable opportunity to review the report and explain any negative information
7. Final Decision
Section titled “7. Final Decision”The final decision to hire, promote, or take other employment action will be made by the appropriate hiring manager in consultation with Human Resources.
8. Confidentiality
Section titled “8. Confidentiality”All information obtained from background checks will be kept confidential and shared only on a need-to-know basis.
9. Compliance with Laws
Section titled “9. Compliance with Laws”Cadence OneFive will comply with all applicable federal, state, and local laws regarding background checks, including but not limited to the Fair Credit Reporting Act (FCRA) and any relevant “ban-the-box” laws.
10. Periodic Review
Section titled “10. Periodic Review”This policy will be reviewed periodically to ensure compliance with changing laws and best practices.
Responsibilities
Section titled “Responsibilities”-
Human Resources: Oversee the background check process, ensure compliance with this policy and applicable laws, and maintain confidentiality of background check information.
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Hiring Managers: Work with HR to determine appropriate background checks for positions and participate in the evaluation of results as needed.
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Candidates/Employees: Provide accurate information and timely cooperation with the background check process.
Questions
Section titled “Questions”If you have any questions about this policy or the background check process, please contact Human Resources.
Last updated: 7/16/2024