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HomeMy WebLinkAboutResolution No. 382-12 a • RESOLUTION BE IT RESOLVED by the Common Council of the City of Rochester that the City adopt a personnel policy regarding Background Investigation Check Policy and Procedures. A copy of the policy is attached. PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF ROCHESTER, MINNESOTA, THIS L40i DAY OF LS 7&c 1E-3S1Z - , 2012. ACTING PRE IDINT OF SAID COMMON'C70UNCIL ATTEST: Cs� ITY CLERK APPROVED THIS DAY OF cam/ X-05c4. , 2012. MAYOR OF SAID CITY (Seal of the City of Rochester, Minnesota) Res 101Adopt.Pers Policy.BackCheck • CITY OF ROCHESTER ORGANIZATIONAL POLICY • BACKGROUND INVESTIGATION CHECK POLICY AND PROCEDURES Purpose City employees and volunteers provide an array of services that promote the health and well being of the public. Background checks are a key component in determining suitabil- ity for employment. They ensure the timely identification of any history, criminal or other- wise, that may be incompatible with the activities and interactions required for a particular job. General Statement of Policy The City of Rochester will conduct background checks in order to ensure that its current employees, potential employees, temporary and seasonal employees, volunteers and con- tract personnel pose no unreasonable risk to other staff, the public and/or City resources in the performance of their job. Application This policy applies to all public entities under the jurisdiction of the Mayor and Rochester City Council and provides the minimum basis for conducting background investigations. This policy also allows departments to conduct a more comprehensive background inves- tigation check based on the specific duties and responsibilities for each job and/or as may be required by law or regulatory compliance. Types Background Checks For the purpose of this policy, background checks may include: • Reference checks: to determine suitability for employment. • Employment verification: to determine job history. • Criminal background history: to identify any criminal history that could adversely af- fect job performance and/or public safety. • Driver's license verification: determine license status and to identify any motor vehi- cle history that could adversely affect job performance and/or public safety. • A qualifications check/educational verification: to verify educational qualifications and/or degrees/certifications held. • National sex offender registry search: to identify any criminal history that prohibits employment is certain areas. • Social Security number trace: to determine if there is any background information that was not reported by the finalist. • A credit check: to identify credit-related history that could adversely affect job perfor- mance and/or negatively impact the public. CITY OF ROCHESTER ORGANIZATIONAL POLICY • Minimum Standard for all New Employees and Volunteers This section defines the minimum standard background investigation check that shall be done for all new volunteers and new hires for full and part-time positions as well as tempo- rary and seasonal positions, including applicants returning to temporary and seasonal po- sitions. 'Exceptions to the minimum standard exist for some positions. After an interview has taken place, but before a final offer of employment is made, the hir- ing manager, or their designee, shall document on a Background Check Completion form supplied by the HR Department that the following minimum steps for the interview final- ists) have been performed: • Verify current and previous positions held; • Contact the personal/professional references listed on their application; • Obtain certified copies of all post secondary degrees and professional certifications re- quired for the vacancy; and • Conduct a criminal history check utilizing the State of Minnesota Bureau of Criminal Apprehension (BCA) website (https:Hcch.state.mn.us_�. Note: the BCA database will not contain most criminal history that occurred in another state, even a neighboring state. If a valid driver's license is a qualification for the vacancy, the HR Department will verify that the finalist's driver license is valid and that they possess the appropriate class of li- cense. The completed form and all relevant/supporting documentation of such checks shall be forwarded to the Human Resource Department for review and the appropriate HR repre- sentative will notify the hiring manager, or their designee, when the applicant is eligible for hire. If, upon reviewing the completed form and relevant/supporting documentation, the HR De- partment identifies issues related to a finalist's suitability for employment, the matter shall be discussed further between the HR representative and the hiring manager. If needed, the Human Resource Director, Department Head and/or City Attorney's Office may also be requested to review the information and assist in determining the finalist's suitability for employment. In the event that the City decides that hiring the finalist may not be in their best interest based on the information obtained from the BCA website, the HR Department will notify the finalist that adverse action is being considered by sending a Pre-Adverse Action letter which explains the grounds or reasons for the denial and giving them the option to submit competent evidence of rehabilitation or explanation to the HR Department. The finalist will have five (5) business days to respond to the HR Department in writing no- tifying City that they are contesting the information and to submit any competent evidence of rehabilitation or explanation for any of the information obtained from the BCA website. Election judges and temporary and/or seasonal employees returning for a subsequent year are excluded. For volunteers, including Board and Commission members, the criminal history check is required; however, all other checks are optional. CITY OF ROCHESTER ORGANIZATIONAL POLICY • The Human Resource Director, Department Head and/or City Attorney will make a final determination as to a finalist's fitness for employment with the City of Rochester. Finalist not hired because of criminal conviction data obtained from the BCA website will be sent an Adverse Action letter advised that they are eligible to apply for any future va- cancies and that all competent evidence of rehabilitation will be considered upon reappli- cation. Comprehensive Background Investigation Check: This is an enhanced level of investigation that is applicable to selected applicants including those applying for positions that deal with children, vulnerable adults, expensive equip- ment, finances, and sensitive/secure information or operations or where information from the minimum standards check is questionable. The comprehensive background investigation check also searches for criminal history conviction information from national, state and local databases as opposed to the BCA search which is limited to only Minnesota conviction information. Background checks are also statutorily required for specific positions: Peace Officers - Minn. Stat. § 13.41; 626.84; 626.87. • Fire Protection - Minn. Stat. § 299F.035; 604A.31. Children's Service WorkerNolunteer - Minn. Stat. § 299C.61; 299C.62; 299C.64. (In- cludes employees and volunteers who care for, treat, educate, train, or provide recreation for children and who are not subject to another statutory background check as a condition of employment.) The hiring manager, or their designee, is responsible for requesting that a comprehensive background investigation check be conducted on a finalist for a particular position based the level of responsibility and accountability of that particular position and for identifying what information the investigation is to include. Process for Comprehensive Background Investigation Check This process is similar to the minimum standard background check process in that it takes place after the interview, but before a final offer of employment is made, and requires the hiring manager, or their designee, to document on a form supplied by the HR Department that the following steps for the interview finalist(s) have been performed: • Verify current and previous positions held; • Contact the personal/professional references listed on their application; and • Obtain certified copies from the finalist(s) of all post secondary degrees and profes- sional certifications required for the vacancy. A social networking check is not required, but is encouraged. Again, if a valid driver's license is a qualification for the vacancy, the HR Department will verify that the applicant's driver license is valid and that they possess the appropriate class of license. CITY OF ROCHESTER ORGANIZATIONAL POLICY • Once requested, the Human Resource Department will authorize that a comprehensive background investigation be performed by an outside vendor. The outside vendor will be subsequently responsible for providing all appropriate notices required by the Fair Credit Reporting Act (FCRA) and the Minnesota Access to Consumer Reports Act (MACRA) to the finalist that "consumer reports" and "investigative consumer reports", as those terms are defined in the Fair Credit Reporting Act, will be obtained for employment purposes and their right to receive a copy of those reports. The results of the comprehensive background investigation from the outside vendor and the completed form with relevant/supporting documentation of the minimum standard check from the hiring manager, or their designee, shall be forwarded to the Human Re- source Department for review. The appropriate HR representative will notify the hiring manager, or their designee, when the applicant is eligible for hire. If, upon reviewing the results of the comprehensive investigation and the completed form and relevant/supporting documentation, the HR Department identifies issues related to a finalist's suitability for employment, the matter shall be discussed further between the HR representative and the hiring manager. If needed, the Human Resource Director, Depart- ment Head and/or City Attorney's Office may also be requested to review the information and assist in determining the finalist's suitability for employment. Convictions and Rehabilitation • The City will conform to Minnesota Statutes Chapter 364 relating to criminal offenders and rehabilitation, which encourages the rehabilitation of criminal offenders. The statute further recognizes that the opportunity to secure employment is essential to the rehabilitation of ex-offenders and the resumption of their responsibilities of citizenship. Although a disqualification is possible, a previous conviction does not automatically dis- qualify an applicant from consideration for employment with the City of Rochester. However, if an applicant attempts to withhold information or falsifies information pertaining to a previous conviction(s) and/or their qualifications, they will be disqualified from further employment consideration in any position with the City due to falsification of their applica- tion. Criminal convictions and evidence of rehabilitation will be reviewed on a case-by-case ba- sis following Minnesota Statutes Chapter 364 (Criminal Offenders and Rehabilitation) with consideration for the protection and best interests of the clients, assets and employees' of the City of Rochester. In determining if a conviction directly relates to the position of public employment sought, the City shall consider: 1. the nature and seriousness of the crime or crimes for which the individual was convicted; 2. the relationship of the crime or crimes and the position of public employment sought; 3. the relationship of the crime or crimes to the ability, capacity, and fitness required to perform the duties and discharge the responsibilities of the position of employ- ment. CITY OF ROCHESTER ORGANIZATIONAL POLICY • Competent evidence of sufficient rehabilitation may be established by the production of: 1. a copy of the local, state, or federal release order; and 2. evidence showing that at least one year has elapsed since release from any local, state, or federal correctional institution without subsequent conviction of a crime; and evidence showing compliance with all terms and conditions of probation or parole; or 3. a copy of the relevant Department of Corrections discharge order or other documents showing completion of probation or parole supervision. In addition to the documentary evidence described above, the City shall consider any evidence presented by the applicant regarding: 1. the nature and seriousness of the crime or crimes for which convicted; 2. all circumstances relative to the crime or crimes, including mitigating circumstances or social conditions surrounding the commission of the crime or crimes; 3. the age of the person at the time the crime or crimes were committed; 4. the length of time elapsed since the crime or crimes were committed; and • 5. all other competent evidence of rehabilitation and present fitness presented, including, but not limited to, letters of reference by persons who have been in contact with the ap- plicant since the applicant's release from any local, state, or federal correctional institu- tion. Notification upon Denial of Employment or Disqualification from Occupation The City of Rochester must comply with the Fair Credit Reporting Act (FCRA) and the Minnesota Access to Consumer Reports Act (MACRA) when conducting background checks through a consumer reporting agency such as a credit bureau, detective agency, or human resource consulting company. When using a third-party vendor, the credit, criminal, social security and driver's license verifications are subject to the FCRA. In the event that the City decides that hiring the finalist may not be in their best interest based on the information obtained through a consumer report, the HR Department will no- tify the finalist that adverse action is being considered by sending a Pre-Adverse Action letter based on a Consumer Report which: • Explains the grounds or reasons for the denial and that they may submit competent evidence of rehabilitation or an explanation to the HR Department. • Provides the individual with a Statement of Consumer Rights from the FTC before tak- ing adverse action. • Gives the individual a copy of the consumer or investigative report. • Advises the finalist of his or her rights under the FCRA to dispute incomplete or false information. CITY OF ROCHESTER ORGANIZATIONAL POLICY The finalist will have five (5) business days to respond to the HR Department in writing no- tifying City that they are contesting the information and to submit any competent evidence of rehabilitation or explanation for any of the information obtained from the consumer re- port. The Human Resource Director, Department Head and/or City Attorney will make a final determination as to a finalist's fitness for employment with the City of Rochester. Finalist not hired because of information obtained from a Consumer Report will be sent an Adverse Action letter and advised that they are eligible to apply for any future vacancies and that all competent evidence of rehabilitation will be considered upon reapplication. Reporting a Conviction It is the duty of all current employees to affirmatively notify their immediate Supervisor (or their Department Head) of a criminal conviction that occurred anytime after they assumed their position with the City of Rochester. The conviction must be reported within two weeks after it is officially entered into court records. For purposes of this policy, conviction in- cludes any conviction which has not been expunged and for which a jail sentence could have been imposed. • Once notified, the Supervisor will discuss the conviction with the Human Resources De- partment who shall follow the procedures contained in this policy in determining the job re- latedness of the criminal conviction to the performance of the duties of the. position. Intentional failure of the employee to notify their immediate Supervisor (or their Department Head) of a criminal conviction may be grounds for employment sanctions up to and includ- ing suspension and termination, regardless of when the omission is discovered. Such fail- ure may be grounds for suspension and termination of employment regardless of whether it is determined that such conviction is of a nature that would have disqualified the employ- ee from the position of employment in question. The City of Rochester reserves the right to periodically review the criminal history of cur- rent employees and volunteers to ensure compliance with the goals and intent of this poli- cy. Job Announcement/Employment Application Background Investigation Check No- tice Every job announcement and application for employment with the City of Rochester must contain a notice to applicants that, prior to hiring, the final candidate(s) must successfully pass a pre-employment background investigation. The notice shall also advise applicants that they may be required to sign an informed consent form allowing the City to obtain their criminal history and/or verify their qualifications in connection with the position sought and that applicants who do not sign the informed consent form will not be considered further for • the position. See attachment "G." The failure of a job announcement to include a notice that a background check may be re- quired shall not preclude the City from conducting these checks. CITY OF ROCHESTER ORGANIZATIONAL POLICY • Disclaimer Nothing herein shall be construed as limiting the rights of the City of Rochester to deter- mine a candidate's suitability for employment. The City shall fully comply with all laws and regulations governing background checks. In the event the laws or regulations are amend- ed, this Policy and the applicable terms, conditions or requirements shall be deemed to have been amended automatically. The City of Rochester also reserves the right to amend this policy as needed or necessary. Adopted 8/17/09, Revised 8/20/12 CITY OF ROCHESTER ORGANIZATIONAL POLICY • ATTACHMENTS Attachment "A" — Background Check Completion Form . . . . . . . . . . . . . . . . . . . . . . . 9 Attachment "B" — Pre-Adverse Action Letter (Based on BCA conviction data) . . . . . . .10 Attachment "C" — Pre-Adverse Action Letter (Based on a consumer report). . . . . . . . .11 Attachment "D" —A Summary of Your Rights Under the Fair Credit Reporting Act. . . .12 Attachment "E" —Adverse Action Letter (Based on BCA conviction data) . . . . . . . . . . 14 Attachment T" —Adverse Action Letter (Based on a consumer report). . . . . . . . . . . . 15 Attachment "G" — Sample Job Posting Language. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Attachment "H" — Informed Consent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 • CITY OF ROCHESTER ORGANIZATIONAL POLICY iCity of Rochester, Minnesota Report of Background Investigation Check This form is to be completed by the hiring manager, or their designee, after the interview process but before an offer of employment is made documenting that the minimum standard background investi- gation check has been performed for the interview finalist(s). If, upon reviewing the completed form and relevanbsupporting documentation, the HR Department identifies issues related to a finalist's suitability for employment, the matter shall be discussed further between the HR representative and the hiring manager. If needed, the City Attorney's Office may also be requested to review the infor- mation and assist in determining the finalist's suitability for employment. Name of Finalist: Position applied for: Date of Interview: Work Location: Hiring Manager: Is a valid Minnesota Drivers license a requirement for this vacancy? _ No_Yes. If yes, what class? X Type of check: Date completed: Verify current and previous positions held. Contact all personal/professional references listed on their application. Obtain certified copies of all post secondary degrees and professional certifica- tions required for the vacancy. Conduct a criminal history check utilizing the State of Minnesota Bureau of Crim- inal Apprehension (BCA) website: https://cch.state.mn.us/ Optional— Internet/social networking search: (google, facebook, myspace, etc.) Attach supporting documentation for each background check. Summary of Minimum Background Investigation Check: As the hiring manager, or their designee, I certify that I have performed the minimum background in- vestigation check on the above-named finalist and that based on this information: _The finalist is suitable for employment with the City of Rochester. _Additional information is needed and a comprehensive background investigation check is requested. _The finalist is not suitable for employment for the following reason(s): Hiring Manager: Date: Signature Note: a previous conviction does not automatically disqualify an applicant from consideration for em- ployment with the City of Rochester. To be completed by the Human Resource Department: Date drivers license check completed by the HR department: Eligible for hire: _ No_Yes. Date hiring manager notified: CITY OF ROCHESTER ORGANIZATIONAL POLICY • PRE-ADVERSE ACTION NOTIFICATION Based on BCA Conviction Data (Date) Applicant or Employee Name Address City, State, Zip Dear (Name): This letter is to notify you that the City of Rochester has obtained criminal conviction data from the State of Minnesota Bureau of Criminal Apprehension (BCA) website (https:Hcch.state.mn.us_� on you to determine your eligibility for employment or continued employment with the City. If you wish to submit any competent evidence of rehabilitation and/or an explanation for any of the information obtained, please do so in writing within five (5) business days from the date of this letter so an employment decision may be made. If there are errors in the information obtained, you may dispute the matter directly with the Minnesota Bureau of Criminal Apprehension (BCA): Bureau of Criminal Apprehension 1430 Maryland Ave. East St. Paul, MN 55106 651-793-7000 Sincerely, (HR Dept Representative) CITY OF ROCHESTER ORGANIZATIONAL POLICY PRE-ADVERSE ACTION NOTIFICATION Based on a Consumer Report (Date) Applicant or Employee Name Address City, State, Zip Dear (Name): This letter is to notify you that the City of Rochester has obtained a Consumer Report on you for use in evaluating issues relating to your employment or potential employment with the City. A copy of the report that was obtained is attached and consists of information received from the Consumer Reporting Agency listed below: Verified Credentials, Inc. 20890 Kenbridge Court Suite A Lakeville, MN 55044 952-985-7200 800-473-4934 The information contained within this Consumer Report is currently under review in determin- ing your eligibility for employment or continued employment with the City. If you wish to submit any competent evidence of rehabilitation and/or an explanation for any of the information obtained, please do so in writing within five (5) business days from the date of this letter so an employment decision may be made. If there are errors in the information obtained, you may dispute the matter directly with Veri- fied Credentials, Inc. This notice is provided to you pursuant to the Fair Credit Reporting Act (FCRA). Additional information is outlined in the enclosed notice entitled "A Summary of Your Rights under the Fair Credit Reporting Act." Sincerely, (HR Dept Representative) Enclosure: Consumer Report, Summary of Rights • CITY OF ROCHESTER ORGANIZATIONAL POLICY Para informacion en espano/, visite www.ftc.gov/credit o escribe a la FTC Consumer Response Center, Room 130-A 600 Pennsylvania Ave. N.W., Washington, D.C. 20580. A Summary of Your Rights Under the Fair Credit Reporting Act The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and privacy of information in the files of consumer reporting agencies. There are many types of consumer reporting agencies, including credit bureaus and specialty agencies (such as agencies that sell information about check writing histories, medical records, and rental history records). Here is a summary of your major rights under the FCRA. For more information, including information about additional rights, go to www.ftc.gov/credit or write to: Consumer Response Center, Room 130-A, Federal Trade Commission, 600 Pennsylvania Ave. N.W., Washington, D.C. 20580. • You must be told if information in your file has been used against you. Anyone who uses a credit report or another type of consumer report to deny your application for credit, insurance, or employment — or to take another adverse action against you — must tell you, and must give you the name, address, and phone number of the agency that provided the information. • You have the right to know what is in your file. You may request and obtain all the information about you in the files of a consumer reporting agency (your "file disclosure"). You will be required to provide proper identification, which may include your Social Security number. In many cases, the disclosure will be free. You are entitled to a free file disclosure if: • a person has taken adverse action against you because of information in your credit • report; • you are the victim of identity theft and place a fraud alert in your file; • your file contains inaccurate information as a result of fraud; • you are on public assistance; • you are unemployed but expect to apply for employment within 60 days. In addition, by September 2005 all consumers will be entitled to one free disclosure every 12 months upon request from each nationwide credit bureau and from nationwide specialty consumer reporting agencies. See www.ftc.gov/credit for additional information. • You have the right to ask for a credit score. Credit scores are numerical summaries of your credit-worthiness based on information from credit bureaus. You may request a credit score from consumer reporting agencies that create scores or distribute scores used in residential real prop- erty loans, but you will have to pay for it. In some mortgage transactions, you will receive credit score information for free from the mortgage lender. • You have the right to dispute incomplete or inaccurate information. If you identify information in your file that is incomplete or inaccurate, and report it to the consumer reporting agency, the agency must investigate unless your dispute is frivolous. See www.ftc.gov/credit for an explana- tion of dispute procedures. • Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information. Inaccurate, incomplete or unverifiable information must be removed or corrected, usually within 30 days. However, a consumer reporting agency may continue to report information it has verified as accurate. • Consumer reporting agencies may not report outdated negative information. In most cases, a consumer reporting agency may not report negative information that is more than seven years old, or bankruptcies that are more than 10 years old. CITY OF ROCHESTER ORGANIZATIONAL POLICY • Access to your file is limited. A consumer reporting agency may provide information about you only to people with a valid need -- usually to consider an application with a creditor, insurer, em- ployer, landlord, or other business. The FCRA specifies those with a valid need for access. • You must give your consent for reports to be provided to employers. A consumer reporting agency may not give out information about you to your employer, or a potential employer, without your written consent given to the employer. Written consent generally is not required in the truck- ing industry. For more information, go to www.ftc.gov/credit. • You may limit "prescreened" offers of credit and insurance you get based on information in your credit report. Unsolicited "prescreened" offers for credit and insurance must include a toll- free phone number you can call if you choose to remove your name and address from the lists these offers are based on. You may opt-out with the nationwide credit bureaus at 1-888-5- OPTOUT (1-888-567-8688). • You may seek damages from violators. If a consumer reporting agency, or, in some cases, a' user of consumer reports or a furnisher of information to a consumer reporting agency violates the FCRA, you may be able to sue in state or federal court. • Identity theft victims and active duty military personnel have additional rights. For more in- formation, visit www.ftc.gov/credit. States may enforce the FCRA, and many states have their own consumer reporting laws. In some cases, you may have more rights under state law. For more information, contact your state or local consumer protection agency or your state Attorney General. Federal enforcers are: TYPE of BUSINESS: CONTACT: Consumer reporting agencies, creditors and others not listed Federal Trade Commission: Consumer Response Center — below FCRA,Washington,DC 20580 1-877-382-4357 National banks,federal branches/agencies of foreign banks Office of the Comptroller of the Currency (word"National"or initials"N.A."appear in or after bank's name) Compliance Management,Mail Stop 6-6 Washington,DC 20219 1-800-613-6743 Federal Reserve System member banks(except national banks, Federal Reserve Board and federal branches/agencies of foreign banks) Division of Consumer&Community Affairs Washington,DC 20551 1-202-452-3693 Savings associations and federally chartered savings banks Office of Thrift Supervision (word"Federal"or initials"F.S.B."appear in federal institution's Consumer Complaints name) Washington,DC 20552 1-800-842-6929 Federal credit unions(words"Federal Credit Union"appear in National Credit Union Administration institution's name) 1775 Duke Street Alexandria,VA 22314 1-703-519-4600 State-chartered banks that are not members of the Federal Federal Deposit Insurance Corporation Reserve System Consumer Response Center,2345 Grand Avenue,Suite 100 Kansas City,Missouri 64108-2638 1-877-275-3342 Air,surface,or rail common carriers regulated by former Civil Department of Transportation,Office of Financial Management Aeronautics Board or Interstate Commerce Commission Washington,DC 20590 1-202-366-1306 Activities subject to the Packers and Stockyards Act, 1921 Department of Agriculture Office of Deputy Administrator-GIPSA Washington,DC 20250 202-720-7051 CITY OF ROCHESTER ORGANIZATIONAL POLICY ADVERSE ACTION NOTIFICATION Based on BCA Conviction Data (Date) Applicant or Employee Name Address City, State, Zip Dear (Name): We regret to inform you that based on our hiring criteria we are unable to consider you further for an employment opportunity with our organization based on background information re- ceived from the State of Minnesota Bureau of Criminal Apprehension (BCA) website (https:Hcch.state.mn.us_�. Thank you for your interest in employment with the City of Rochester. Feel free to apply for any future vacancies that may become available and all competent evi- dence of rehabilitation will be considered upon reapplication. • Sincerely, (HR Dept Representative) CITY OF ROCHESTER ORGANIZATIONAL POLICY • ADVERSE ACTION NOTIFICATION Based on Consumer Report (Date) Applicant or Employee Name Address City, State, Zip Dear (Name): We regret to inform you that based on our hiring criteria we are unable to consider you further for an employment opportunity with our organization based on background information re- ceived from Verified Credentials, Inc., our employment screening vendor. In accordance with the Fair Credit Reporting Act, you have previously received a copy of this information and a copy of your rights under the Act. You also have the right to obtain a free copy of the report within 60 days of the receipt of this letter by contacting the supplier at the address and telephone number listed below. Please refer to these documents if you have fur- ther questions. You have the right to dispute the accuracy or completeness of the information contained in the report by contacting: Verified Credentials, Inc. 20890 Kenbridge Court Lakeville, MN 55044 (800) 473-4934 Any dispute regarding the information on your report must be resolved with Verified Creden- tials, Inc. Thank you for your interest in employment with the City of Rochester. Feel free to apply for any future vacancies that may become available and all competent evi- dence of rehabilitation will be considered upon reapplication. Sincerely, (HR Dept Representative) • CITY OF ROCHESTER ORGANIZATIONAL POLICY Notice to Applicants — to be added to all employment applications and/orjob postings. "Prior to hiring, final candidates for employment with the City of Rochester must successfully complete a pre-employment background investigation, which may include but is not limited to, education certification, driving record and criminal history. The criminal history information may be obtained from the BCA website or from a consumer reporting agency. Final candi- dates may also be required to sign an informed consent form allowing the hiring officials for the City to obtain their background history and/or verify their qualifications in connection with the position sought. Final candidates who do not sign the informed consent form will not be considered an applicant for employment purposes." • • CITY OF ROCHESTER ORGANIZATIONAL POLICY Informed Consent City of Rochester 201 Fourth Street SE Rochester MN 55904 507 328-2555 Date: The following named individual has made application to become an employee or volunteer with the City of Rochester. Last Name of Applicant (please print): First Name (please print): Middle (full) (please print): Maiden, Alias or Former (please print): Date of Birth (mm/dd/yyyy): Sex (M or F): Social Security Number (Optional): I authorize the City of Rochester to obtain my criminal history record information from the Minnesota Bureau of Criminal Apprehension (BCA) website for the purpose of becoming an employee or a volunteer with this agency. The expiration of this authorization shall be for a period no longer than one year from the date of my signature. Signature of Applicant Date Notary: CITY OF ROCHESTER ORGANIZATIONAL POLICY Informed Consent City of Rochester 201 Fourth Street SE Rochester MN 55904 507 328-2555 Date: The following named individual has made application to become an employee or volunteer with the City of Rochester. Last Name of Applicant (please print): First Name (please print): Middle (full) (please print): Maiden, Alias or Former (please print): Date of Birth mm/dd/ ( yyvy): Sex (M or F): Social Security Number (Optional): I authorize the City of Rochester to obtain my criminal history record information from the Minnesota Bureau of Criminal Apprehension (BCA) website for the purpose of becoming an employee or a volunteer with this agency. The expiration of this authorization shall be for a period no longer than one year from the date of my signature. Signature of Applicant Date Notary: