Guidelines for Hiring Candidates with Criminal Backgrounds

Dawn Farm will make a hiring decision after examining a number of factors. Clinical Director and/or President will review all background checks that return criminal activity and will make final hiring decision.

Factors used to determine eligibility for hire may include but are not limited to the following:

• Accuracy of the information provided - Was the prospective employee able to successfully refute or explain the positive response record?
• Prior disclosure of information - Did the prospective employee disclose this information, if such an inquiry was made during the application process?
• Length of time since reported offense - Did the offense occur recently? Is there a series of offenses?
• Nature of the offense(s) - Was the offense employment related? Was the offense related to a history of addictions, and, if so, can it be verified that the candidate is in stable recovery? Was the offense a felony or misdemeanor? Was the offense a violent crime or non-violent crime? Did the offense involve the breach of fiduciary trust? Is there a pattern of offenses? How much time has elapsed since the offense(s)?
• Public trust - Would the public’s trust in Dawn Farm be diminished by hiring this prospective employee?

Generally, Dawn Farm will not hire candidates who:

• have convictions for criminal sexual conduct.
• have convictions for victimizing a client, minor or impaired person.
• have convictions for violent crimes.
• have convictions in the last 5 years.
• are currently on parole or probation.