BACKGROUND CHECKS
Pursuant to Momentum Youth Sports Training’s policies, all new and current employees are subject to background checks consistent with the requirements of the Federal Fair Credit Reporting Act and State law.
At the time of application, the applicant must fully disclose any prior criminal convictions and/or substantiations of child abuse/neglect. Previous conviction of a criminal offense does not automatically disqualify an applicant from employment with Momentum Youth Sports Training.
Momentum Youth Sports Training reserves the right, based upon the type of conviction and position applying for, to deem the applicant inappropriate.
Under no circumstance will Momentum Youth Sports Training hire a person who has a pending arrest warrant or who has an active criminal justice status (ie: pending criminal charge, is on state or federal probation or parole, or is under the custody of the Judicial Branch, the Department of Correction or the Board of Parole). Furthermore, any current staff member who is arrested and charged with a crime will have their status reviewed by the Board of Directors to determine appropriate action or response.
Applicants who are currently involved in the criminal justice system, or who are within five (5) years of release from supervision, are not appropriate candidates for employment. The President/CEO will be notified of an applicant who has a serious criminal record prior to an offer of employment being extended.
Every two (2) years Momentum Youth Sports Training will conduct a Protective Services Check and a Criminal Background Check for all current employees as per the requirements for the program they are working in.
Pre-employment Physical and Drug Testing Policy
I. PURPOSE
It is the purpose of this policy to promote consistency in hiring practices and to ensure appropriate background checks and screenings of candidates for positions with programs operated by Momentum Youth Sports Training. A finalist for a position in a classification that has been designated as meeting the criteria for pre-employment physical and/or drug testing must participate in and successfully pass a drug test as part of the Momentum Youth Sports Training’s post-offer, pre-employment screening process. The effective pre-employment screening will ensure that Momentum Youth Sports Training’s mission is supported with qualified employees and that a safe, secure, drug and alcohol-free environment is established and maintained for employees, clients, residents, and the public which we serve.
II. POLICY
Momentum Youth Sports Training is committed to providing equal employment access to all qualified applicants and employees, and to maintaining a workplace free of discrimination and harassment on the basis of race, color, ancestry, national origin, religious creed, belief or grooming, sex (including sexual orientation, gender identity, gender expression, transgender, pregnancy, childbirth, medical conditions related to pregnancy, childbirth, breastfeeding), marital status, age, medical condition, physical or mental disability, genetic information, military or veteran status, or any other legally protected category, in accordance with federal and state laws.
Funder and Workers Compensation Carrier Requirements
It is the policy of Momentum Youth Sports Training that, as a condition of employment, finalists for any positions (full-time, part-time, and extra help positions) designated as meeting established criteria will be required to successfully pass the pre-employment background, medical, and drug screening requirements that have been identified as appropriate for the position.
Appointment information, including where and when for scheduling purposes, will be included in the conditional job offer letter. Volunteers and interns in assignments that are safety-sensitive or physically demanding will also be subject to testing as deemed necessary and appropriate for the job.
III. PRE-EMPLOYMENT BACKGROUND INVESTIGATIONS
Finalists for employment with all Momentum Youth Sports Training programs will be subject to a background investigation after the applicant’s suitability for employment has been established. The specific components of the background check will be limited to job-relevant and legally mandated matters, based on the nature and duties of the position(s) sought. Background investigations may include criminal conviction history, verification of social security number, prior work verification, verification of academic credentials, credit history, driving history, and other investigations that are deemed to be necessary and relevant.
Background checks are conducted with the full knowledge and consent of the finalist, with applicants required to sign releases authorizing the background and reference checks. Finalists will be provided with all rights afforded by, and all notifications required under applicable State and Federal law. A refusal to sign a release form will serve to eliminate the finalist from further consideration for employment.
IV. PRIVACY RIGHTS
Privacy and confidentiality of all information obtained in the pre-employment screening process will be adhered to in accordance with applicable state and federal regulations.