Where Criminal Offender Record Information (CORI) checks are part of a general
background check for employment, volunteer work or licensing purposes, the
following practices and procedures will generally be followed.
I. CORI checks will only be conducted as authorized by the Massachusetts Criminal
History Systems Board (CHSB). All applicants will be notified that a CORI check will
be conducted. If requested, the applicant will be provided with a copy of the CORI
policy.
II. An informed review of a criminal record requires adequate training. Accordingly,
all personnel authorized to review CORI in the decision-making process will be
thoroughly familiar with the educational materials made available by CHSB.
III. Unless otherwise provided by law, a criminal record will not automatically
disqualify an applicant. Rather, determinations of suitability based on CORI checks
will be made consistent with this policy and any applicable law or regulations.
IV. If a criminal record is received from CHSB, the authorized individual will closely
compare the record provided by CHSB with the information on the CORI request
form and any other identifying information provided by the applicant, to ensure the
record relates to the applicant.
V. If Needham Girls Youth Lacrosse (NGYL) is inclined to make an adverse decision
based on the results of the CORI check, the applicant will be notified immediately.
The applicant shall be provided with a copy of the criminal record and the
organization's CORI policy, advised of the part(s) of the record that make the
individual unsuitable for the position or license, and given an opportunity to dispute
the accuracy and relevance of the CORI record.
VI. Applicants challenging the accuracy of the policy shall be provided a copy of
CHSB's Information Concerning the Process in Correcting a Criminal Record. If the
CORI record provided does not exactly match the identification information provided
by the applicant, NGYL will make a determination based on a comparison of the CORI
record and documents provided by the applicant. NGYL may contact CHSB and request
a detailed search consistent with CHSB policy.
VII. If NGYL reasonably believes the record belongs to the applicant and is accurate,
based on the information as provided in Section IV on this policy, then the
determination of suitability for the position will be made. Unless otherwise
provided by law, factors considered in determining suitability may include, but not be
limited to the following:
(a) Relevance of the crime to the position sought;
(b) The nature of the work to be performed;
(c) Time since the conviction;
(d) Age of the candidate at the time of the offense;(e) Seriousness and specific circumstances of the offense;
(f) The number of offenses;
(g) Whether the applicant has pending charges;
(h) Any relevant evidence of rehabilitation or lack thereof;
(i) Any other relevant information, including information submitted by the candidate
or requested by the hiring authority
VIII. NGYL will notify the applicant of the decision and the basis of the decision in a
timely manner.
