Background Check Policy
TruGreen is committed to hiring and promoting qualified individuals, protecting the security, safety and health of associates and safeguarding the assets and resources of the Company. Therefore, TruGreen has adopted a policy to conduct (or have a third party conduct), subject to all applicable laws, background checks on our associates and applicants from a consumer reporting agency in connection with your employment or application for employment (including independent contractor assignments, as applicable).
This policy applies to all associates and applicants for employment.
Background information may be obtained in the form of consumer reports and/or investigative consumer reports (commonly known as background reports). These background reports may be obtained at any time after receipt of your authorization and, if you are hired or engaged by TruGreen, throughout your employment with the Company or your contract period. The types of information that may be obtained include, but are not limited to
- Social insurance number verifications
- Address history;
- Criminal records and history;
- Public court records;
- Education history verifications (e.g., dates of attendance, degrees obtained);
- Employment history verifications (e.g., dates of employment, salary information, reasons for termination, etc.);
- Personal and professional references checks;
- Professional licensing and certification checks;
- Other information bearing on your character, general reputation, personal characteristics, mode of living and credit standing.
Depending on the nature of the work being performed, additional components could include:
- Motor vehicle records
The information may be obtained from private and public record sources, including, as appropriate, government agencies and courthouses; educations institutions; former employers; personal interviews with sources such as neighbors, friends and associates; and other information sources.
Applicant Duty to Disclose
With the exception of minor traffic violations (unless the position requires a motor vehicle record check), an applicant will be automatically disqualified from further consideration if they fail to accurately and fully complete the Background Check .
Falsification of Company Documents
Regardless of the findings of background checks conducted on associates, if it is determined that an associate was not truthful in his/her application for employment, the associate may be subject to disciplinary action, up to and including termination of employment for falsifying company documents.
A conviction will not automatically preclude employment consideration. TruGreen will comply fully with all municipal,Provincial and federal laws when considering various factors in evaluating whether a conviction disclosed by an applicant warrants revoking a conditional offer of employment: