Certain employers, including those that work with the elderly, disabled, children or other vulnerable populations (such as nursing homes, schools, camps, hospitals, preschools, transportation companies and government agencies serving these populations), are required by Massachusetts law to obtain Criminal Offender Record Information (CORI) reports on applicants, employees and volunteers who will have direct, unsupervised contact with those persons.
The CORI law deals specifically with changes that must be enacted in initial contact with potential new hires to remove questions pertaining to criminal records. This so-called "ban the box" does not preclude background checks later in the hiring process.
Liability is obviously a major concern with this type of law. The whitepaper updates timeframes for "Look back" periods and crimes that will not be cleared from criminal records. There are also certain positions which require a CORI report be obtained pre-employment.
To find out the intricacies of this legislation, download the whitepaper today.
The whitepaper covers the CORI law and restrictions on initial employment screenings and when more in-depth inquiries can be requested. Some highlights are:
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