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Recreation Commission Meeting January 6, 2003 Mr. Jesse stated that the City, in discussion with Cheryl Farver about fingerprinting in conjunction with what is happening at the schools, asked about the strategy of the purpose of fingerprinting at the Recreation Center. If someone applies for a job and is rejected, policy could be very easily challenged. His thoughts with Ms. Farver were to put policies and procedures in place. Ms. Hayes asked if we got back a negative criminal background check, we couldn’t fire that person? Mr. Jesse replied that if we hired them, we’d have to defend that hire. Mr. Gareau stated that we currently have a background check in place at City Hall. Mr. Gareau then brought up Intellicorp. See Exhibit “D” regarding Intellicorp and make note of that memo. Mr. Gareau stated he did not want to do tests for the sake of doing tests and finding something criminal in someone’s distant background, such as a DUI. On the other hand, if there is someone working for the city who has a history of domestic violence, violence or child abuse, the Law Department would want to know about that. Mr. Jesse noted that, as an administrator, who makes the call, e.g., someone with a DUI shouldn’t be driving city vehicles, and one wants defensible positions as regards felonies/misdemeanors. It all applies to whom? Employees? Contractors? Subcontractors? Do we single out the new (employees) versus the old? Mr. Jesse wants a program, but when there’s issues such as domestic violence to worry about, background checks tend to be put on the back burner. Mr. Jesse and Mr. Gareau began discussion of the cash shortage problems at the Recreation Center after his comment of a large amount of money stolen from Springvale. Mr. Jesse reported that the situation is in more control now than it was in the near past. Accountability has been arranged, and no one could be given money because each ticket booth shift shift drops money in a safe that cannot be opened. Discussion began about the safety complaints in the ticket booth. No one in the ticket booth is hired who is under 18 years old. Security arrangements, however, need to be developed. If the City does background checks for adult employees, would that include juvenile employees, such as summer employees? Mr. Jesse stated that the law provides for background checks only on employees over 18, and any records for under 18 employees are very confidential. However, the law is very inconsistent in these matters. Mr. Gareau gave an example of a court case of a subpoenaed person who worked at a day care center but had been arrested for domestic violence. There are people unwittingly dropping people off at day care centers that may have such people working for them, unknown to the parents or employer. If someone is working with children with a violence issue or someone is working with money who has a theft issue, that, as Mr. Jesse indicates, is more of a problem than background checks. With respect to employee background checks, let’s place it in the big picture. Mr. Jesse stated that he wants the most thorough background check possible, but doesn’t want to turn someone who isn’t a criminal into one. (Overlapping conversation among the members on this subject), ending with the comment that there should be another check for an adult employee (at age 28) who was hired at age 15. Also, it was observed that Intellicorp does not report on every county in the State. In other words, if you’re the criminal, make sure the deed was done in the right/wrong county. See, again, Exhibit D. Page 11