OVERVIEW
The objective of the Background Check Policy is to ensure that any employees and contractors on our staff that may at any time have access to customer data has been properly vetted via a background check.

GENERAL POLICY

  • A small group of designated employees and contractors are given access to customer data on an as-needed basis.
  • Employee role is used to determine if employee/contractor shall have access to customer data (e.g. technical support). See Access Control Policy for additional details on roles.
  • Background checks are required for roles that may at any time access customer data.
  • Background checks are done at time of hire (or if employee is transferred into function that requires access to customer data).
  • Background checks shall be kept on file for all active employees/contractors and kept for a minimum of three (3) years after termination/departure.

BACKGROUND CHECK SCOPE
All offers of employment are contingent upon clear results of a thorough background check. Background checks will be conducted on all final candidates and on all employees who are promoted, as deemed necessary.

Background checks include:

  • Social Security Verification (as applicable): validates the applicant's Social Security number, date of birth and former addresses.
  • Prior Employment Verification: confirms applicant's employment with the listed companies, including dates of employment, position held and additional information available pertaining to performance rating, reason for departure and eligibility for rehire. This verification will be run on the past two employers or the previous five years, whichever comes first.
  • Educational Verification: confirms the applicant's claimed educational institution, including the years attended and the degree/diploma received.
  • Valid Work Permits (if applicable)
  • Criminal History: includes review of criminal convictions and probation. The following factors will be considered for applicants with a criminal history:
    • The nature of the crime and its relationship to the position.
    • The time since the conviction.
    • The number (if more than one) of convictions.
    • Whether hiring, transferring or promoting the applicant would pose an unreasonable risk to the business, its employees or its customers and vendors.

AUDIT

See Access Control Policy for details on Background Check Audits