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Equal Opportunity Employer / Affirmative Action Employer

The information listed below is requested in part of the City of Westfield’s equal opportunity/affirmative action program to provide statistical information in compliance with Federal and state regulations.  Your response is strictly voluntary and will not result in any adverse treatment.  The data is confidential, it will be available only to authorized personnel.  Your cooperation is appreciated.

CITY OF WESTFIELD

CRIMINAL BACKGROUND CHECKS (CORI)

POLICY

It is the policy of the City of Westfield to require all applicants for employment with the City, upon receiving an offer of employment, consent to a criminal background check through DCJIS/CORI.

DEFINITIONS

CORI — Criminal Offender Record Information — Records compiled by the DCJIS including records and data in any communicable form compiled by a Massachusetts Criminal Justice Agency which concern an identifiable individual and relate to the nature or disposition of a criminal charge, an arrest, a pre-trial proceedings, other judicial proceedings, previous hearings conducted pursuant to M.G.L. c. 276 § 58A Where the defendant was detained prior to trial or released with conditions under M.G.L. c. 276 § 58A(2), sentencing, incarcerations, rehabilitation, or release. Published records of public court, judicial or administrative proceedings are excluded from CORI. Also excluded is information related to criminal proceedings that were initiated against an individual before he/she turned 18 unless the individual was adjudicated as an adult.

Employee — includes not only traditional employees but also volunteers, subcontractors, contractors, vendors, and special state, county and municipal employees.

DCJIS — Massachusetts Department of Criminal Justice Information Services

PROCEDURES 

1. The Personnel Department for the City of Westfield will register annually for iCORI service.
2. Applicant must provide a suitable form of government issued identification which must contain a photograph. If the applicant does not have a government issued identification, a birth certificate may be used.
3. Upon application for employment with the City of Westfield, applicant shall provide to the Personnel Department a completed CORI Acknowledgement Form (see Attachment A). CORI checks will only be conducted as authorized by the DCJIS and M.G.L. c. 6, § 172 and only after a CORI Acknowledgement Form has been completed. CORI will only be accessed for applicants who have received a conditional offer of employment.
4. The applicant shall be informed on the face of the application or in a CORI Acknowledgement Form, the applicant is consenting to a criminal background inquiry which shall be used to determine suitability for employment.
5. An additional CORI check may be obtained within one year.
6. All CORI obtained from the DCJIS is confidential, and access to the information is limited to those individuals who have a "need to know."
7. All personnel authorized to review or access CORI will review, and will be thoroughly familiar with, the educational and relevant training materials regarding CORI laws and regulations made available by the DCJIS.
8. Once the completed CORI Acknowledgement Form is received by the Personnel Department, a CORI request will be submitted using the iCORI service.
9. If a criminal record is received from the DCJIS, the information is to be verified to ensure the record belongs to the applicant.
10. Unless otherwise provided by law, a criminal record will not automatically disqualify an applicant. Rather, determination of suitability based on background checks will be made consistent with this policy and any applicable law or regulations.
11. Factors considered in determining suitability may include, but not limited to:

1. Relevance of the record to the employment sought;
2. Nature of the work to be performed;
3. Time since conviction;
4. Age of the applicant at the time of the offense;
5. Seriousness and specific circumstances of the offense;
6. The number of offenses;
7. Whether the applicant has pending charges;
8. Any relevant evidence of rehabilitation or lack thereof;
9. Any other relevant information.

L. If the City is inclined to make an adverse decision based on the results of a criminal history background check, the applicant will be notified immediately. The subject shall be provided with a copy of the CORI policy and a copy of the criminal history. The source(s) of the criminal history will also be revealed.

accepted 04/30/2018 

If you have provided a valid email address, you will receive an emailed copy of your submission.