Book 1

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47 B - General Employment Policies
City of Greensboro Personnel Policy Manuał
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When determining whether to reject an applicant because of prior criminal activity the department
director and Employment Supervisor shall consider the:
• nature and gravity of the criminal activity;
• time that has passed since the criminal activity;
• duties that the applicant will perform;
• applicant’s opinion on the accuracy of the background check;
• facts surrounding the criminal activity;
• number of criminal offenses;
• age of the applicant at the time of the criminal activity;
• applicant’s employment history before and after the criminal activity;
• applicant’s rehabilitation efforts;
• applicant’s employment or character references; and
• applicant’s participation in a bonding program.
If the decision is to reject the applicant because of their prior criminal activity, the City shall
comply with the requirements of the Fair Credit Reporting Act. First, the Employment Office will
send the applicant a “pre-adverse action” letter. This letter must contain a copy of the background
check relied on by the City. Also, the letter must provide the applicant with a summary of their
rights under the Fair Credit Reporting Act. The Employment Office must give the applicant five
(5) business days to review and dispute any inaccurate information in the background check.
After the five (5) business days have passed, the Employment Office must provide the applicant
with an “adverse action” letter. This letter should provide the applicant with: the contact
information of the agency performing the background check; a statement notifying them that the
agency performing the background check did not make the adverse employment decision; a notice
that the applicant is entitled to receive a free copy of the background check; and a notice that the
applicant has a right to dispute the information in the background check with the agency.
If the applicant disputes the decision, the City must wait thirty (30) days before proceeding with
hiring another applicant. Pending charges that are potentially significant require consultation with
the Employment Office.
6.2 Procedures for Active Employees
All active employees who are subject to a legal action/proceeding shall provide the following
information to their immediate supervisor within two (2) business days of the initial incident: