Background and Reference Check
BACKGROUND & REFERENCE CHECK
It is the college’s policy to conduct a pre-employment background check on all qualified applicants who accept an employment offer in order to maintain a safe and productive work environment. Background checks may include verification of any information on the applicant’s resume or application, a Criminal Offender Record Information (CORI) check, and a Sex Offender Registry Information (SORI) check.
Criminal Offender Record Information (CORI) Check
Bristol Community College is registered under the provisions of M.G.L. c. 6, § 172 to conduct a CORI check for the purpose of screening current and otherwise qualified prospective employees, subcontractors, volunteers, license applicants, current licensees, and applicants for the rental or ease of housing. Upon the completion of the CORI Acknowledgement Form, CORI checks will be submitted to the Department of Criminal Justice Information Services (DCJIS).
Sex Offender Registry Information (SORI) Check
In additional to a CORI check, the college will conduct a review for Sex Offender Registry Information (SORI) regarding criminal convictions of persons within the Massachusetts court system which includes a person's adult conviction record and pending criminal case data and juvenile adjudication data for sex offenses committed within the Commonwealth. If a criminal record is received from the Sex Offender Registry Board (SORB), the Executive Director of Human Resources will meet with the employee and apply the same process as used with the CORI check.
College Actions Based on CORI/SORI Check Results
Unless otherwise provided by law, a criminal record will not automatically disqualify an applicant. Rather, determinations of suitability based on CORI/SORI checks will be made consistent with the policy and any applicable law or regulations. If a criminal record is received from DCJIS, the Executive Director of Human Resources will closely compare the record provided by DCJIS with the information on the CORI/SORI request form and any other identifying information provided by the applicant, to ensure that the record accurately relates to the applicant.
If the college is inclined to make an adverse decision based on the results of the CORI/SORI check, the applicant will be notified immediately. The applicant shall be provided with a copy of the criminal record and the organization’s CORI/SORI policy, advised of the part(s) of the record that makes the individual unsuitable for the position or license. The applicant will also be given an opportunity to dispute the accuracy and relevance of the CORI/SORI record. The review panel may include the Vice President or Dean from the area which the applicant will be working, the CORI/SORI coordinator, Executive Director of Human Resources and a certified designee.
Applicants challenging the accuracy of the policy shall be provided a copy of DCJIS, Information Concerning the Process in Correcting a Criminal Record. If the CORI/SORI record provided does not exactly match the identification information provided by the applicant, Bristol Community College will make a determination based on a comparison of the CORI/SORI record and documents provided by the applicant. Bristol Community College may contact DCJIS.
If Bristol Community College reasonably believes that the record belongs to the applicant and is accurate, then the determination of suitability for the position or license will be made. Unless otherwise provided by law, factors considered in determining suitability may include, but are not limited to the following:
- Relevance of the crime to the position sought
- The nature of the work to be performed
- Time since the conviction
- Age of the candidate at the time of the offense
- Seriousness and specific circumstances of the offense
- The number of offenses
- Whether the applicant has pending charges
- Any relevant information, including information submitted by the candidate or requested by the hiring authority
Relevant Laws, Guidelines & Policies
Office of Human Resources
Related Handbook Sections
Conditions of Employment
Recruitment & Hiring
Termination of Employment
Monday through Friday, 8 a.m.- 5 p.m.