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48 B - General Employment Policies
City of Greensboro Personnel Policy Manuał
• name of the jurisdiction involved (e.g., Guilford County Sherriff’s Department);
• location of the alleged activity;
• specific legal action (e.g., arrest, conviction);
• nature of the alleged activity (e.g., driving while impaired, possession of marijuana);
• date and time of the legal action; and
• dates of any upcoming court appearances.
If the immediate supervisor is unavailable, the employee must report the legal action to the
next higher level supervisor. The reporting supervisor must notify their department director of
the employee’s legal action within two (2) business days. The department director, or designee,
must meet with Employee Relations staff to determine the relevance, if any, of the employee’s
legal action(s). In reaching this decision they shall consider the same factors outlined in Section
6.1 above. Employees’ legal action(s) may subject them to corrective action up to, and including
dismissal from City employment. Likewise, employees failing to notify their supervisor of legal
actions as required by this policy may be subject to corrective action up to, and including dismissal
from employment.
Due to the nature of their positions with the City, some active employees will be subject to
background checks every three (3) years of their employment. The City Manager shall approve
the positions that will be subject to periodic background checks. See Appendix, List of Sensitive
Positions Subject to Periodic Background Checks (under development). Prior to conducting
the background checks, the department director and Employment Supervisor shall identify the
criminal offenses that are job-related for the positions in question. Employees serving in identified
positions must provide their authorization by signing a background check release form. The failure
to do so will subject the employee to corrective action up to, and including, dismissal from City
employment. If the background check reveals a conviction, guilty or no contest plea, the affected
department director, or designee, in concert with the Employment Supervisor shall determine the
degree to which the criminal conduct is related to the position. When contemplating corrective
action, they shall consider the same factors outlined in Section 6.1 above.
7.0 HUMAN RESOURCES CONTACT
Employee Relations and Employment Office Staff
8.0 APPENDIX, APPENDICES
EEOC Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment
Decisions Under Title VII of the Civil Rights Act of 1964 (under development)
List of Sensitive Positions Subject to Periodic Background Checks (under development)