All offers of employment at Door are contingent upon clear results of a background check. Background checks will be conducted on all final candidates and on all employees who are promoted, as deemed necessary.
- Identity Verification: validates the applicant’s Social Security or National Insurance 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.
- Personal and Professional References: contact will be made with individuals listed as references by the applicant.
- Educational Verification: confirms the applicant’s claimed educational institution, including the years attended and the degree/diploma received.
- 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.
- Credit History: confirms candidate’s credit history.
Final candidates must complete a background check authorisation form and return it to Human Resources.
Human Resources will order the background check upon receipt of the signed release form, and both internal HR staff and an employment screening service, usually Experian, will conduct the checks. A designated HR representative will review all results.
The HR representative will notify the hiring manager regarding the results of the check. In instances where negative or incomplete information is obtained, the appropriate management and the director of Human Resources will assess the potential risks and liabilities related to the job’s requirements and determine whether the individual should be hired.
Background check information will be maintained in a file separate from employees’ personnel files for a minimum of five years.