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I've read a lot of articles and posts about background check failures related to the pre-employment process as well as existing employees who may have lied on their application. What about a case where an existing employee ends up with a non-job-related low level felony conviction after working a number of years (in this case for an incident that occurred prior to employment but not charged until after employment)? Is it legal/ethical to terminate an employee in a case like this (who BTW has no performance issues)?

Here's a couple of links that we've found that seem to indicate it could be a problem:

Pre-Employment Inquiries and Arrest & Conviction

Law Firm Of Pepper Hamilton LLP | EEOC?s Renewed Focus on Criminal Background Checks

Minnesota Wrongful Termination Laws | (under "Arrest & Conviction Records")

Pre-Employment Inquiries and Arrest & Conviction

Please let me know what you think, if you have any experiences and/or examples, and especially if there's any reference material online that might provide some insight either way. Thanks!

From United States, Minneapolis
We are in to Employee Background Verification.
We can do Police Verification at PAN India. We have excellent hold on meeting a TAT to satisfy our valuable client.
If you need Background Check related service please contact us…..
Chandan Jaiswal

From India, Mumbai
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