The screening steps applicable to each position will be specified by the organization. Additional screening steps may be put in place if a staff member or volunteer changes positions and/or assumes new responsibilities within the organization.
- A volunteer applicant should complete the required screening steps prior to beginning service. An employee applicant should complete the required screening steps prior to receiving an offer of employment.
- An applicant has the right to withdraw from the selection process at any time without prejudice.
- The organization will designate a selection committee whose task is to approve volunteers for available positions. The governing body’s task is to hire paid staff persons.
- The organization reserves the right to reject an applicant for any reason. Those reasons include but are not limited to: refusing or failing to complete screening; failing to provide requested information; providing information subsequently determined to be false or misleading; or obtaining information from references or a criminal record check which suggest the applicant is not suitable for the position.
- The organization reserves the right to establish a minimum length of time for membership or residency before an individual applies for a volunteer position.
- The organization reserves the right to reject an applicant for any misdemeanor or felony conviction, for any plea of no contest to a felony or misdemeanor, or while the applicant is under investigation for or charged with a misdemeanor or felony.
- Information obtained through the screening process for volunteer applicants will be stored in a locked file with access limited to those individuals determined by the organization to have access. Personnel files of paid employees will be stored according to any applicable laws and standard business practices.
- The organization will conduct criminal record checks every three years unless otherwise required by liability insurance carrier standards or community practice.
- A volunteer, staff member, governing board member, or member of the selection committee who learns of or has knowledge of prior acts of misconduct by the applicant must report that knowledge to the selection committee.
