It is the intent of the Diocese that a background check is completed and approved prior to the hiring or utilization of any individual working in an environment engaging children or vulnerable adults. Confidentiality will be maintained throughout the process.
Finding of Guilt
If it appears that the criminal record belongs to the person who is serving as an employee/volunteer, the records will be reviewed to determine what type of offense is reflected, and whether there was a finding of guilt.
Offenses Requiring Inquiry
When the defendant has been charged with any of the following offenses or similar offenses, further inquiry will be necessary, as noted in section 4:
Employee or Volenteer Notification
For the offenses listed in section 3, the employee/volunteer will be notified that a record has been discovered in their criminal background check. He/she will be given an opportunity to offer explanation, including information that would certify that he/she is not the defendant in the criminal action. If the information provided indicates that he/she is guilty of one of the offenses listed in section 3 then the employee/volunteer will not be allowed to work in diocesan, parish or school programs until the situation is reviewed by the Bishop or his designee, and a final decision is made about employment/volunteer status. If the Bishop determines that the candidate is eligible for an employment or volunteer position, the Bishop retains the right to notify any supervisor of the future employee/volunteer about background information.
Verifying Identities
If the criminal records check reveals a criminal record, the Human Resources office will first review the information to assure that the identified defendant is the same person as the employee/volunteer. If there is no match, that conclusion will be documented.
Eligibility for Employment or Volunteering
For the offences listed in section 5, the employee/volunteer will be notified that a record has been discovered in their criminal background check. He/she will be given an opportunity to offer explanation, including information that would certify that he/she is not the defendant in the criminal action. If the information provided indicates that he/she is guilty of one of the offenses listed in section 5 and/or the offense, and circumstances surrounding the offence, indicates a potential danger in working with minors or vulnerable adults, then the employee/volunteer will not be allowed to work in diocesan, parish or school programs until the situation is reviewed by the Bishop or his designee, and a final decision is made about employment/volunteer status. If the Bishop determines that the candidate is eligible for an employment or volunteer position the Bishop retains the right to notify any supervisor of the future employee/volunteer about background information.
Board Consultation
In all matters relating to this protocol, the Bishop may consult with the Diocesan Sexual Misconduct Review Board.
Additional Offenses Requiring Inquiry
When the defendant has been charged with any of the following offenses or similar offences, further inquiry will be required as noted in section 6.
Confidentiality
All records regarding criminal background checks conducted on employees and volunteers are securely kept in confidential files in the Diocesan Human Resources office. This includes forms filled out by employees and volunteers providing personal information. Accesses to such files is restricted to the Bishop/Vicar General, and select employees of the Human Resources department, unless prior permission for access, based on a need to know, is granted by the Bishop.
Background Checks Using CICS
Criminal Background Check Authorization Form for all Clergy, Diocesan and Parish Employees, and Volunteers.
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