When the Grand Prairie parks department hired Damon Bryan as a maintenance worker, it asked him about his criminal background. Bryan told them he had a conviction for aggravated assault, but he left out the type of assault. He had been convicted of sexually assaulting a 12-year-old girl.
The parks department fired Bryan after receiving an anonymous tip. Now the city acknowledges several mistakes, including not asking Bryan about the specifics of his conviction and not following through on an independent criminal-records check.
Tip: If you're hiring employees who will have unsupervised contact with customers or clients, it's always wise to check their criminal record history. If you don't, you may find yourself facing a negligent hiring or negligent supervision lawsuit if the employee harms someone.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 'Just the facts' answer is key to avoiding reference trouble
- Reduce company's risk <br/> of hiring 'risky' applicants
- EEOC's new guidance on criminal background checks
- When criminal records are at issue, prepare to explain rationale for firing or not hiring