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32B – Background Investigations <br /> <br /> <br />Policy & Procedure Page 2 of 3 <br />drug dependence, larceny, fraud or mental illness will also be screened out at <br />this time. The candidate will be told immediately that they do not qualify for <br />the position offered. <br />3. Candidates shall be informed of the Department's position of zero tolerance <br />concerning domestic violence by police department employees. For further <br />information, see Department policy 41E - Domestic Violence. <br /> <br />B. Background Investigation <br /> <br />1. A background investigation shall be conducted for each applicant approved for <br />further consideration by the Chief of Police or his designee(s). <br /> <br />a. The Chief of Police will assign background investigation duties to specific <br />personnel and supervised by the Captain of Administration. <br />b. All background investigators shall be properly trained in background <br />investigation techniques prior to conducting such investigations. <br />Background investigators will also refresher training when available. It is <br />the obligation of each Investigator to remain familiar with Lexington’s <br />hiring protocols. [32.2.2] <br />c. Proper documentation of completed training will be forwarded to the <br />Captain of Administration to be placed in the training folder of each <br />background investigator. See Department policy 33A – Training and <br />Career Development. <br /> <br />2. Background investigators will prepare a report for the Captain of <br />Administration and Chief of Police, to include: <br /> <br />a. Verification of the candidate’s qualifying credentials; [32.2.1(a)] <br />b. Review of any criminal record or negative contacts with police [32.2.1(b)]; <br />c. Employment history from high school to present; <br />d. Verification of at least three personal references; [32.2.1(c)] <br />e. Investigation of any areas of concern raised by the background <br />investigators; <br />f. Appearance of excessive use of sick time or patterns of sick time taken in <br />conjunction with days off, or on weekends; <br />g. Appearance of excessive tardiness; <br />h. Appearance of excessive workman’s compensation or injured on duty <br />claims; <br />i. Excessive use of force complaints; <br />j. Character or integrity issues; <br />k. If available, reviewing prior job experience in a similar job position to <br />assess candidates skill level; <br />l. Difficulty in getting along with other employees; and <br />m. Sexual/harassment complaints see definitions and further information in <br />26A – Harassment and Sexual Harassment. <br /> 3. Candidates who will have access to the Criminal Justice Information System <br />(CJIS) systems must be fingerprinted and undergo a national fingerprint based <br />records check. Such employees include:i <br />