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 security 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:
- Pre-employment physicals
- 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 Consent Form. Applicants eliminated due to a failure to disclose a felony conviction will not be eligible for reconsideration for another position at TruGreen at any time in the future. Applicants who fail to disclose a misdemeanor conviction will have the circumstances reviewed by a committee.
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.
Additional Contract Requirements
If TruGreen enters into a contract with a customer or subcontractor that requires more stringent, broader scoped or more frequent criminal background checks, it will, subject to all applicable laws, comply with the terms and conditions of that contract and any associates working on such a contract will be required to meet the requirements outlined in that contract. Upon conducting those contractually specified criminal background checks, if it is determined the associate is not eligible to work on that account/contracted project, the associate’s criminal background check information will be reviewed based on our internal criminal background check policy and, if eligible, the Company will attempt to place the associate in another area or on another job. If the Company is unable to find another job on which to place the associate, the associate’s criminal background check reveals new material which disqualifies him/her from employment with the company, or the associate was hired for the sole purpose of working on that account/contracted project, the associate may be terminated.
A conviction will not automatically preclude employment consideration. TruGreen will comply fully with all municipal, state and federal laws when considering various factors in evaluating whether a conviction disclosed by an applicant warrants revoking a conditional offer of employment:
1. Nature and frequency of the offense(s);
2. Time since conviction;
3. Completion of sentence or any other remediation; and
4. Relevancy to the position for which the candidate is being considered.
Reporting of Results
The scoring of the background check is intended to comply fully with all municipal, state and federal laws. In the event the provisions of this policy conflict with state or local law, the applicable state or local law will supersede this policy. The results of the background screen will be reported back to the company as a Fail, Provisional or Pass, based upon current TruGreen scoring criteria. Prior to making an adverse employment decision based on criminal offender record information, the company, via our third-party provider, notifies the subject of the potential decision, of the criminal offender record information on which the potential adverse decision would be based, of this policy, and of how to dispute inaccurate information.