HRinfodesk Poll Result and Commentary: Do You Conduct Criminal Record Checks? Should You?


Criminal record checks are often in the news, and the Canadian federal government was part of that news with recent changes to pardons (now called “record suspensions”) and a program that encourages employers to hire offenders. So we thought it would be a good time to ask our readers: “Does your organization conduct criminal record checks on potential candidates?” O f the 315 people who responded:


36.5 percent (115) said they use criminal background checks,


42 percent (133) said they don’t. Another 21.2 percent weren’t sure.


Employers are increasingly looking to police record checks to inform their hiring decisions. Not surprisingly, at the same time, individuals are increasingly complaining about information the police and other sources disclose in record checks, as well as discrimination based on criminal records. No doubt a criminal record check can provide a valuable look at a job candidate’s past. Indeed, checks are required for certain jobs, particularly working with vulnerable persons. Even so, improper use of the information can easily lead to violations of human rights and privacy legislation.


Read more WORKPLACE VIOLENCE TODAY


“What Is Workplace Violence” By Pat Biles, M.A.


This may seem like a rather elementary question to raise in this newsletter, but I believe that it requires a re-visit. I would first of all like to say that my heart goes out to the victims, survivors of victims, and all persons affected directly and indirectly by the recent killings at the Navy Yard in Washington, D.C.


After a particularly heinous occurrence such as the Navy Yard killings, there is much discussion as to whether or not it was workplace violence. I remember the discussions that took place after the Ft. Hood killings. Some people felt that if the incident was referred to as “workplace violence,” it would somehow m inimize the possible terrorist aspects of the case. After all, who can we blame if it’s workplace violence?


I listened to a webinar in which the instructor separated workplace violence from other types of shootings such as “active shooter” and “meteor sh ower events.” How do we resolve this conundrum? This brings to mind a talk I gave at the Police Station District 2 in Washington, D.C. last year during Workplace Violence Awareness Month (see www.workplaceviolenceawareness.org) This is the police station that services the district where the Navy Yard is located, by the way. A comment was made to me that they don’t deal with workplace violence, that it’s not an issue for them. After I discussed the various types of workplace violence, they realized that the robberies they investigated and the killing of police officers in the line of duty constituted workplace violence.


Unfortunately, too many people still equate workplace violence with “going postal” and think that is the only type Continued on page 22


Military’s Background Check System Failed to Block Gunman with a History of Arrests


The military’s beleaguered background -check system failed to block Navy Yard gunman Aaron Alexis from an all-access pass to a half-dozen military installations, despite a history of arrests for shooting episodes and disorderly conduct. Alexis, a military contractor, used his secret-level clearance to gain entry, where officials said he gunned down a dozen people before being killed by police. The revelations about Alexis’s troubled past —and his ability to pass the government’s security -check system —prompted multiple examinations into how background checks are conducted and how long a security clearance can last without review. President Obama directed his budget office to conduct a government-wide review of security standards for contractors and employees across federal agencies. Defense Secretary Chuck Hagel also ordered a broad review into security and access to military installations worldwide. More than 24 hours after the deadly rampage, there was still widespread confusion over how Alexis managed to escape scrutiny since being given access to classified materials and facilities five years ago. The private contractor that most recently employed him pointed the finger at the Defense Department, which defended its handling of the case. The Department said the latest background check and security clearance confirmation were in late June of 2013 and revealed no issues other than a minor traffic violation.


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