Dayton Making One Hundred Percent of City Positions Background Check Required

By Michael Klazema on 5/2/2012

Instead of waiting for changes to state or federal laws, Dayton, Ohio is taking a more blanketed approach to their hiring practices now.  Although they are only required to have about 70% of their city employees background checked before hiring, they have decided to make all positions require that level of vetting.  They are hoping this will alleviate concerns regarding fairness when to it comes to their policy on hiring felons.  No potential employee will be hired if they have a felony conviction on their record.  As of now, there are three positions which have not been background checked.  These positions include the waste collector, administrative typists, and a mechanic.  Once their new policy is officially in effect, these two will be held to the same scrutiny as all other positions. 

Nonprofit agencies are asking for a different policy change though.  They would like to see felons get a fair shot at city jobs.  In fact, PowerNet and LEAD, two agencies concerned with justice in hiring, especially when it comes to former convicts, would like all potential hires to get through the first round of interviews without even having to check the felon box. This way, if they make it to the next round after they’ve proven they are qualified for the position, only then would their criminal history come in to question.  Of course, the city’s current policy on not hiring ex-felons would then have to be changed to allow certain people to be hired if their felony is not related to the position they apply for.

Maurice Evans, secretary and chief examiner for the Civil Service, said they do not know how many ex-felons currently work for the city.  He is sure that there are none working in the departments of police, fire, law, airport, water, and sewer though, because those positions have always included background checks.  Many companies are upping their background check requirements due to the rise in crime and the potential negligent hiring suits they might incur if a crime is committed by a previous offender on their watch and while on company business.  This is causing nonprofit agencies like LEAD though to speak out on behalf of criminals who they feel have paid their dues.  The EEOC is also weighing in the matter.  Whatever policies and laws change in the future, currently, it is more than acceptable for organizations to hire companies like to carry out checks on potential hires.  This gives them access to products like US OneSEARCH and US AliasSEARCH enabling them to find out if their applicants have criminal convictions on their records.

About - - a founding member of the National Association of Professional Background Screeners (NAPBS®) - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services.  Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit


Tag Cloud
Recent Posts

Latest News

  • June 20 Repeat background checks are becoming more common, with companies in India leading the charge. What does this trend look like, and how can employers embrace it now to stay ahead of the curve?
  • June 19

    Every federal job involves a background check of some kind. These background checks and how they are evaluated vary based on job, department, and security clearance level.

  • June 18

  • June 14 Ban the box laws aim to improve opportunities for employment. Could they have the opposite effect instead?
  • June 13 Jacobs Petroleum Products is a regional petroleum company that operates throughout Pennsylvania, West Virginia, Ohio, and Maryland. Apart from their employees carrying much responsibility and have frequent contact with customers, the company’s hiring also tends to be segmented since individual store managers are responsible for hiring talent for their own stores. In this employment landscape, Jacobs Petroleum Products needed a reliable and effective way to screen its new hires for criminal infractions and other red flags.
  • June 12

    The University of Wisconsin System may tweak its hiring and reference check processes. The potential changes come after one of UW’s assistant deans was accused of sexual harassment.

  • June 07 Stories of abuse by coaches in youth sports leagues continue to crop up around the country, but rules and guidelines remain patchy and enforcement is often lacking. The struggle to implement an effective system continues nationwide.
  • June 07 Financial background checks, usually referred to as credit history checks, can be an effective way to find out if a candidate is fit to handle accounts, financial data, and other assets at your business.
  • June 06 The Society for Human Resource Management and the Charles Koch Institute recently commissioned a survey to find out how willing employers were to hire people with criminal records. The study indicates that managers, HR professionals, and employees themselves are becoming more comfortable with the idea of hiring and working with ex-offenders.
  • June 04 Are fingerprint background checks the gold standard for employee screening, or are they overhyped? We look at some of the myths and misconceptions surrounding these checks.