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:
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
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From India, Mumbai
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