EMPLOYMENT APPLICATION

EMPLOYMENT APPLICATION


All Applicants will be given Equal Consideration regardless of Race, Gender, Age, Color, National Origin, Marital or Veteran Status, Sexual Orientation, Religion, Disability or any other Legally Protected Status.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Nepotism: It is the responsibility of every employee and applicant to identify to Human Resources any potential or existing personal relationship that falls under the definitions provided in this policy. Employees who fail to disclose personal relationships covered by this policy will be subject to termination of employment. For the purposes of this policy the term “relative” shall include the following relationships: mother, father, including stepparent; spouse, including life partner or significant other living in the same household; son or daughter, including step-child or grandchild; sister or brother; mother-in-law or father-in-law; brother-in-law or sister-inlaw; daughter-in-law or son-in-law; grandmother or grandfather; aunt or uncle; niece or nephew.

Disabled Persons Protection Commission Abuser Registry: Pursuant to M.G.L. c. 19C, §15, before employing or contracting with a care provider, the Department of Developmental Services (DDS) or any employer who is licensed by, funded by, or contracts with DDS is required to complete a search of the Disabled Persons Protection Commission (DPPC) Abuser Registry. DDS and employers may only search the DPPC Abuser Registry with a prospective or current care provider’s signed consent. DDS or employers cannot hire, utilize the services of, or employ a person who appears on the DPPC Abuser Registry or a person who refuses to consent to a search of their name on the DPPC Abuser Registry.

CORI and Fingerprint Background Checks: A Criminal Offender Record Information (CORI) will be completed on all prospective employees, subcontractors, volunteers and interns with their written consent. Once the CORI is completed and the result complies with 101CMR 15.00, a record will be created for the prospective candidate and a “Case ID #” will be assigned for the National Background Check (NBC). The candidate will be notified by Human Resources of their Case ID # and will be required to make an appointment to go to one of the MorphoTrust/IdentiGo locations to be fingerprinted within 3-5 business days of notification. The candidate will be required to pay the $45.00 fee for the fingerprint test and if hired will be reimbursed by the agency upon successful completion of initial probationary period. The results from the NBC should be available in 2-3 days of the fingerprint being done.

Pre-employment drug screening: Applicants receiving an offer of employment with CMHS, as a condition of employment, will be required to participate in pre-employment drug testing. All drug-testing information will be maintained in a confidential file. The substances that will be tested for are: Marijuana (THC), Amphetamines, Cocaine metabolite, Opiates and Phencyclidine (PCP). Testing for the presence of the metabolites of drugs will be conducted by the analysis of urine. Any applicant who tests positive will not be hired, unless they provide proof of a medical marijuana registration card for the substance that resulted in the positive test. CMHS will enter into an interactive process with applicants who test positive for marijuana with a medical marijuana registration card to determine if a reasonable accommodation would be possible or would create an undue hardship for CMHS. An applicant will be subject to the same consequences of a positive test if he/she refuses to cooperate in the testing process in such a way that prevents completion of the test. If an applicant violates the drug-free workplace policy, the offer of employment will be withdrawn.
v. 03222018

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