The Company will hold and collect data in relation to you in your employment. This is for the purpose of administration and management and also in compliance with applicable laws and regulations. All data will be treated with the utmost confidentiality.

Information will not be disclosed to any external third party without your consent, except where it is necessary in order to comply with statutory requirements or where an organisation is acting on behalf of The Company. Internally the information may be made available to your manager and/or members of the senior management team, as circumstances dictate. You may, at any time, request access to the information held about you; such requests should be made to your manager and access will be provided within a reasonable period.

Procedure

1) Background checks should only be conducted by legally compliant third-party providers.
2) A comprehensive background checks will be conducted include education, prior employment verification credit and criminal Records. A signed release from the applicant to legally conduct a credit investigation may be obtained.
3) Background checks are conducted during the pre-employment process for job candidates. Background checks for employment purposes reveal any convicted felonies and misdemeanors, judgments, and records from the Police Department databases.
4) Finger print registration and trace through the Police Department will be conducted on any individual being given access.
5) Only candidates that have advanced to the interview stage of consideration will be asked to complete the background check authorization and disclosure from. Candidates who decline to undergo a background check will be disqualified from further consideration.
6) Company reserves the right to rescind the offer if the nature of or facts related to a conviction and/or the number or frequency of the convictions is inconsistent with employment or could harm the reputation of the Company or relates to the duties and responsibilities of the position.
7) Company will consider various factors in evaluating whether a conviction disclosed by an applicant warrants revoking a conditional offer of employment:

i) Nature and frequency of the offense(s),
ii) Time since conviction,
iii) Completion of sentence or any other remediation, and
iv) Relevancy to the position for which the candidate is being considered.

8) After Checking procedure, HR notifies the hiring manager if the result of the background check is not satisfactory.
9) HR with appropriate consultation with the appropriate manager, will determine if the offer needs to be rescinded in cases where the results of the background check are not satisfactory.
10) Company will contact the candidate if the offer is rescinded due to a failed background check. Notification is followed up with a formal letter to that individual.