any negative criminal history reports with your local legal counsel and insurance carrier to confirm your ability to employ the employee. Do not inquire into the applicant’s history of arrests. Generally, you can refuse to hire people convicted of felonies or misdemeanors, but there are some exceptions under state law. For example, in California you may not even ask about misdemeanors for minor marijuana convictions. The requirement to bond all MOLLY MAID employees (who have access to customer property) is not discriminatory.
9.5. Driving Record
The Motor Vehicle Report (MVR) report reveals such basic personal data as date of birth, address at the time the license was issued or renewed, physical description, type of license granted, and restrictions on its use. Also included are violations of traffic and safety laws by the subject while the license was in effect, as well as any suspensions or revocations. The MVR may also show signs of drug and alcohol abuse when DUIs (Driving under the Influence) are listed on the report. Poor driving records can be used to exclude applicants who are required to drive as a part of their employment. Most MOLLY MAID owners hire applicants who aspire to be team leaders and so have a general requirement to check the driving record of all employees to ensure that they are qualified to drive the vehicle in an emergency. Some driving infractions (such as DUIs) are indicative of unacceptable behavior for MOLLY MAID employees. Often applicants and/or your insurance company can acquire this information. A release form filled out during the application process authorizes you to check the references that the candidate lists on their application. References are generally checked by telephone. If the applicant has given you the name of her immediate supervisor, ask to speak with the person directly. If you do not have a contact, ask to speak with the personnel department. Identify yourself immediately and state that you are from MOLLY MAID. When checking references, be sure to establish the length of time the applicant was with the firm, the type of work he/she did, attendance at work, and her ability to cooperate with co-workers and supervisors. Also ask about the circumstances surrounding the applicant’s departure, i.e. did he/she leave of her own accord or was he/she dismissed? If the applicant quit the job, ask if he/she would be rehired if he/she applied again in the future (some companies have a policy of not re-hiring past employees). Most companies will give verbal references, but some companies will only give references in writing. If this happens, write your request and ask the same questions you would verbally. Do not consider an applicant without first checking her previous employment references. Asking questions that can be answered with “yes” or “no” will often give you the most honest responses and eliminate personal opinions. Many employers are hesitant to give a negative referral (for potential legal liabilities), but may more enthusiastically respond to your inquiry if the history of the former employee was favorable. 9.6. Checking Past Employment References
MOLLY MAID Personnel Manual Copyright 2015, Molly Maid, Inc.
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