Hours of Work/Payable Time for Non-Exempt Staff, *Note: This guidance offers general information about hours of work/payable time for non-exempt staff under the Fair Labor Standards Act (FLSA) and M.G.L. c. 151. It is not a comprehensive treatise of the FLSA or any other federal or state law or regulation. For more information, contact the campus or system Human Resources Department or the Office of the General Counsel., I. Introduction, Non-exempt staff must generally be paid overtime (at least one and one-half times the regular rate of pay) for all payable work time in excess of forty hours in a workweek. Massachusetts law also requires overtime pay to state employees for work in excess of eight hours in a workday (subject to other arrangements made pursuant to a collective bargaining agreement). See, M.G.L. c.149, §30B…, II. Generally, Non-exempt staff must be paid for all hours of work for which they are “employed,” whether “suffered or permitted” by the employer. 29 CFR § 825.105(a) . It is not necessary for the work to be specifically assigned by a supervisor. Mere knowledge by the employer that the work was done is sufficient to create the necessary employment relationship to render the time “hours of work” and payable…, III. Specific Issues, A. Wait Time, Whether an employee’s time is payable while waiting depends on whether the employee is “engaged to wait” or “waiting to be engaged.” The distinction primarily rests upon the length of time and whether the employee is able to use the time effectively for his or her own purposes., On duty., Employees are always working when they “on duty.” Being on duty generally means that time belongs to and is controlled by the employer (that the employee is unable to use the time effectively for his or her their own purposes). For example, an employee who is regularly scheduled to work from 8:30 AM to 5:00PM is on duty during that time; with the possible exception of an unpaid meal period (see…, Off Duty., When an employee is completely relieved of all responsibility for long enough periods to permit the employee to use the time effectively for his or her their own purposes, employee is “waiting to be engaged,” and, therefore, the time is not time worked and is not payable—even if the employer places some restrictions on the employee. See, 29 CFR § 785.16 . In one case, the Wage and Hour Division…, B. Rest and Meal Periods, Breaks., Rest periods generally shorter than 20 minutes are payable. See, 29 CFR § 785.18., Lunch and Other Meals., Generally, a break of 30 minutes or more need not be payable— as long as the employee is completely relived of his or her duties . If the employee is required or even just permitted to perform work (whether active or inactive) that predominantly benefits the employer, the time is payable. See, 29 CFR § 785.19 . For example, an administrative assistant who eats lunch at his or her desk and…, C. Sleep, Sleeping While on a Tour of Duty of Less than 24 Hours, . When an employee is assigned to a tour of duty for a period of less than 24 hours, sleep time is payable (whether or not the employer furnishes sleeping facilities). For example, a snow plow driver is permitted to sleep for a couple of hours during a long snow event. See, 29 CFR § 785.21 ., Sleeping While on a Tour of Duty of at Least 24 Hours, . An employee who is assigned to a tour of duty of at least 24 hours, may, under certain circumstances, agree to an unpaid rest periods of no longer than 8 hours. See, 29 CFR § 785.22 ., When the Employee Resides on the Employer’s Premises., The Department of Labor recognizes that an employee (like a residence director) who lives on the employer’s premises is not working all the time that he or she is on the premises. Because there are periods for “eating, sleeping, entertaining, and other periods of complete freedom from all duties when he may leave the premises for purposes of his own,” the Department of Labor will accept any…, D. Before and After Work Activities, Work that is “integral” to the principal activity is payable. Such work could include rollcall or other shiftchange discussions or activities, setup or breakdown work, changing into or out of protective clothing, or cleaning up a workspace (and even, in some cases, allowing an employee to shower). See, 29 CFR 785.24 ., E. Training Programs, Time spent in training is generally payable, unless (all four conditions must be met): Attendance is outside of the employee's regular working hours; Attendance is voluntary; NOTE: Any suggestion that the employee’s “present working conditions or the continuance of his [or her] employment would be adversely affected by nonattendance,” may render attendance involuntary. See, 29 CFR 785.28 . The…, F. Work at Home, Work at home is payable under all of the same rules as work away from home. However there are special problems that can arise. First, the “suffer or permit” rule applies to all non-exempt employees—regardless of their location. If an employer knows or has reason to know that an employee is performing work for the benefit of the employer, the time is payable. See generally, ¶ II, above (work…, Technology., Technology has permitted employees to work from anywhere at anytime. Sending a non-exempt employee an email during his or her off hours may result in an expectation of an immediate response. If so, the time spent to read the email and to compose a response—including researching the response and waiting for others to provide information to formulate a response—may be payable. See, ¶ III(A), above…, G. Travel, To or From Work., Under the principles of the Portal-to-Portal Act of 1947 , generally the time an employee spends commuting to work is not payable. See, 29 CFR § 785.35 . However, if an employee spends the commute on the telephone with the employer—for example, troubleshooting a problem or getting an assignment to begin as soon as the employee arrives, the time is payable. Similarly, detours on behalf of the…, To and From a One-Day Temporary Work Location., When an employee travels to and from a one-day temporary work location, all travel time in excess of the typical commute is payable. See, 29 CFR § 785.3 7. For example, a non-exempt employee who is scheduled to work 8:30 AM to 5:00 PM and typically commutes 30 minutes to and from the Dartmouth campus, attends a meeting at the Amherst campus. That day, the employee leaves home at 6:30 AM and…, While on Duty., Travel that occurs during an employee’s regularly scheduled tour of duty is payable. See, 29 CFR § 785.38 . For example, a non-exempt employee who is scheduled to work 7:00 AM to 3:00 PM leaves the campus at 8:30 AM to travel to a supplier to pick-up a part. The employee returns at 10:00 AM. The employee’s payable time for that day is her regular 7:00 AM to 3:00 PM shift—even if the employee is…, Overnight Travel to another City., Travel that occurs during an employee’s regularly scheduled work hours is payable—even if such travel occurs on an employee’s typical day off. For example, an employee who is regularly scheduled to work Monday-Friday, 8:30 AM to 5:00 PM is required to take a train to New York City on Sunday to be at a meeting on Monday morning. The employee leaves his/her house at 10:00 AM, arrives at the train…, H. Compensatory “Comp” Time, As a state agency, under certain circumstances and within certain limits, the University may award non-exempt employees compensatory “comp” time in lieu of overtime for payable work in excess of forty hours in a workweek. See generally, 29 U.S.C. § 207(O) . The comp time arrangement must either be pursuant to a collective bargaining agreement or individually agreed to by both the employee and the…
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Effective: 07/01/2017 Responsible Office: Office of Human Resources - UMSO Last Reviewed/Updated: New Guidelines, Introduction, The purpose of these guidelines is to comply with federal and state laws regarding Overtime and Compensatory Time off; and to provide University employees, and supervisors, with directions necessary to comply with the Overtime pay provisions of the Fair Labor Standards Act (FLSA)., Definition, Compensatory Time:, Paid time off the job, which is earned and accrued by an employee instead of immediate cash payment for Overtime., Exempt Staff:, Staff that are not subject to the Overtime pay or Compensatory Time off provisions of federal and state wage laws., Fair Labor Standards Act (FLSA):, The federal law that establishes labor standards for public and private sector employees. It is enforced by the Wage and Hour Division of the U.S. Department of Labor., Hours Worked:, In general, “hours worked” includes all time an employee must be on duty, or on the employer’s premises or at any other prescribed place of work, from the beginning of the first principal activity of the work day to the end of the last principal work activity of the workday. Also included is any additional time the employee is allowed (i.e., suffered or permitted) to work. Paid time off such as…, Non-exempt Staff:, Staff eligible for Overtime pay or Compensatory Time off according to federal and state law., Overtime:, Time actually worked beyond eight (8) hours in a day or forty (40) hours in a Workweek, except in the cases of an agreed upon fixed schedule., Premium Rate:, An employee’s regular rate times 1.5., Tour of Duty:, The hours of a day and the days of the week, that constitute an employee’s regular scheduled administrative workweek. A flexible or compressed work schedule is a scheduled tour of duty and all work performed by an employee within the basic work requirements is considered regularly scheduled work., Workweek:, A Workweek is a period of 168 hours during 7 consecutive 24-hour periods. The Workweek for the University's President’s Office begins at midnight on Sunday and ends on the following Saturday at midnight., Overtime Guidelines, The Office of Human Resources is responsible for determining which positions are nonexempt and subject to Overtime pay and which positions are exempt from Overtime pay. The Office of Human Resources is responsible for sharing this information with the division/department heads and advising them on Overtime pay matters. The division/department head is responsible for communicating to employees at…
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Effective: Immediately Responsible Office: Office of Human Resources, I. Reason, In compliance with the Drug-Free Workplace Act of 1988, the University of Massachusetts President’s Office (“President’s Office”) has a longstanding commitment to provide a safe, quality-oriented and productive work environment consistent with the standards of the community in which it operates. Employees under the influence of drugs or alcohol on the job pose serious safety and health risks to…, II. Scope, These guidelines apply to all President’s Office employees and applicants, and outlines the practice and procedures designed to correct instances of identified alcohol and drug use in the workplace., III. Applicability, The Drug-Free Workplace Guidelines are intended to apply whenever anyone is representing or conducting business for the organization. Therefore, these guidelines apply during all working hours, whenever conducting business or representing the organization, or while on call or paid standby., IV. Prohibitions, The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance or alcohol by an employee on President’s Office property, in the workplace is strictly prohibited. Note that the President’s Office does not permit marijuana for any purpose. Employees who qualify under local law to use marijuana may not possess, store, use or share marijuana on President’s Office…, V. Notification Requirements, As a condition of employment, each employee will abide by the terms of these guidelines and will notify the Assistant Vice President of Human Resources no later than five (5) days after any conviction for a criminal drug statute offense or alcohol offense committed on President’s Office property. Failure to comply with these conditions will be grounds for disciplinary action. Employees, who are…, VI. Disciplinary Actions, Upon receiving notice of an employee’s conviction of a criminal drug statute occurring in the workplace, the President’s Office will take appropriate action within thirty (30) calendar days. Any individual who violates this prohibition will be subject to disciplinary action, up to and including termination. Such disciplinary action may include: suspension from employment, mandatory participation…, VII. Employee Assistance, Employees who are struggling with alcohol or drugs are strongly encouraged to seek assistance. The University’s Employee Assistance Program (EAP), ComPsych, is available free of charge to employees and their families on a confidential basis, 24 hours a day 7 days a week. Employees who have a concern about drug or alcohol abuse are strongly encouraged to contact the EAP at 844.393.4983 for…, Office of National Drug Control Policy (ONDCP), This office reports to the President of the United States. ONDCP administers the Youth Anti-Drug Media Campaign., Substance Abuse and Mental Health Services Administration (SAMHSA), This organization is responsible for overseeing and administering mental health, drug prevention, and drug treatment programs around the nation. The Center for Substance Abuse Prevention (CSAP) and the Center for Substance Abuse Treatment (CSAT) are part of SAMHSA ., National Institute on Drug Abuse (NIDA), NIDA conducts and disseminates the results of research about the effects of drugs on the body and the brain. NIDA is an excellent source of information on drug addiction.
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Effective: July 1, 2019 Responsible Office: Office of Human Resources, I. Reason, The University of Massachusetts President’s Office (“President’s Office”) believes that providing professional development opportunities to staff members is an investment in their careers and the University's future. Toward that end, the President’s Office has a central budget that certain departments may access to pay for some professional development related costs for staff members or that may…, II. Scope, This guideline applies to all President’s Office departments that utilize the PDB. Some departments, such as UITS, UMass Online, the UMass Foundation and the Donahue Institute, have their own separate professional development budgets and these guidelines do not pertain to those Departments’ expenditures from their own separate departmental professional development budgets. This policy does not…, III. Approval and Compliance, Department Heads are responsible for ensuring that any expenses that their department charges to the PDB are consistent with the purpose of the fund. The purpose of the PDB is to pay for professional development related costs for staff members. A department head should contact Human Resources if he/she has any questions regarding what qualifies as an appropriate expense. The Budget Office will…, IV. Appropriate Expenses, The following are examples of expenses that Departments may charge to the PDB, provided that the expenses are reasonably related to an employee’s professional development within the profession or field in which he/sheis currently employed within the President’s Office: Registration fees for professional conferences and training programs. Out-of-state travel expenses related to attendance at…, V. Compliance with other Relevant Policies, This guideline addressed the narrow question of when an otherwise appropriate cost can be charged to the PDB. The President’s Office has other policies that provide more detailed guidance regarding travel, lodging and other expenses. Any expense that is billed to the PDB must also comply with these policies. Examples of other relevant policies include: UMass Central Administration Travel Policies…
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I. Introduction, Definitions, and Benefits, a. Introduction, The University of Massachusetts President’s Office (UMPO) hybrid pilot program began on Monday, September 13, 2021. In May of 2022, the UMPO Senior Executive Team (SET) which includes the President, and his direct reports, extended the hybrid work pilot until September of 2023. The SET decided to implement the hybrid work guidelines on a permanent basis effective July 1, 2023. The UMPO reserves…, b. Scope of Guidelines, The guidelines in this document apply to non-unit (also referred to as non-union) employees who are employed by the UMPO., c. Definitions of Telework and Hybrid Work, Telework, – also known as telecommuting or working remotely – is an alternative workplace arrangement which provides employees the opportunity to work at a place other than a UMPO assigned on-site work location. A hybrid work model is a workplace arrangement that seeks to capture the benefits of both on-site work and telework and consists of employees who have a mix of both as part of their regular…, II. Department and Individual Hybrid Schedule, The regular hours of operation for UMPO are Monday through Friday from 8:30 AM to 5:00 PM (excluding holidays). Departments must be staffed and providing service during those hours. However, staffing and the provision of services may consist of a blend of on-site and remote work., a. Department Hybrid Schedule, Some departments may adopt a hybrid work schedule for the entire department (as opposed to for an individual employee). This schedule will specify the hours that the department is staffed on-site and the hours that some or all employees in the department will be teleworking. The department’s hybrid schedule must be based on the business needs of the University. Decisions about the hybrid work…, b. Business Unit Hybrid Schedule, Some business units within a department may adopt their own distinct hybrid schedule based on distinct business needs. This is allowed provided the business unit hybrid schedule is consistent with the department hybrid schedule. Table 2 provides an example of a business unit hybrid work schedule. Table 2: Example Business Unit Hybrid Work Schedule The SET member determines the following for a…, c. Individual Employee Schedule, In addition, some departments may adopt a hybrid work schedule for the department but grant an individual employee a hybrid schedule that differs from the hybrid schedule that was authorized for the rest of department or business unit. (This could also include a situation where any employee seeks to be on-site full time and not have a hybrid schedule.) In these circumstances, the SET member, or…, d. Variations and Flexibility in Schedules, Whether a department opts to have a department hybrid schedule or a department hybrid schedule with a business unit hybrid schedule, and/or some individual hybrid schedules, there may be differences in employees’ schedules based on the nature of their position and the needs of the business unit. There will be variations in the number of on-site and telework days that any individual employee works…, e. Variation in the Beginning and End of the Workday, The regular hours of operation for UMPO are Monday through Friday from 8:30 AM to 5:00 PM (excluding holidays) including a half hour lunchbreak. However, on a case-by-case basis, a SET member, or their designee, may authorize an employee to have a different beginning and end time within a workday, provided that the employee works the same number of hours that day. (This variation in the beginning…, f. Temporary Incidental Variations, An employee and their supervisor can agree to temporary incidental changes to the employee’s hybrid work schedule. For example, a supervisor can direct an employee to work on-site on a different day for the next four weeks to attend an on-site training program; or the supervisor and the employee can agree that the employee will telework on a different day other than the one scheduled (i.e.,…, g. Discontinuation of Hybrid Work, A SET member can modify or discontinue a department, business unit, or individual employee’s hybrid work schedule if they determine a modification or discontinuation is in the business interest of the department or business unit. The SET member is encouraged to provide any impacted parties with as much notice as is possible., III. Hybrid Position Classification, a. Classifications, Each position should be classified in one of four categories below:, Fully On-Site, – These employees report to their on-site work location for their full work week, and they do not work remotely as a regular part of the schedule. (Some incidental remote work may be approved by the department head, but not as part of the employee’s regular schedule.), Regular Reporting, – These employees report to the on-site work location on a regularly scheduled basis. On the workdays employees are not designated to be on-site, they are teleworking. Designated on-site workdays may range from one day per month to a few days per week based on their department’s hybrid schedule, the specific job duties of the individual position and the need to physically staff their department’s…, On-Site As Needed, – These employees have an on-site work location to which they report only when directed to do so by their department head or supervisor. However, these employees primarily work remotely. Department heads are authorized to direct the employee to report on-site for meetings, trainings or other business needs. Department heads are expected to provide these employees with reasonable notice, to the…, Fully Remote, – These employees work remotely, and there is no expectation that they be available to report on-site. Except for fully remote employees, each employee will have a designated work location. This loction will be the location to which the employee reports, whether on a full-time basis, on a regular reporting basis, or when directed to report on-site by their department head or supervisor. The most…, IV. Operational Need, Hybrid Work Assessment and New Hires, a. Operational Need, Each department must have the necessary staff on-site to operate during its designated on-site business hours. Hybrid work must not result in a decrease in productivity, a decrease in communication or coordination, or a decrease in the level of service to internal or external customers., b. Reassignment of Work, A hybrid work schedule must not result in an employee performing different work while teleworking than they would perform if they were working on-site. Additionally, hybrid work should not result in any of the duties of the employee being reassigned to other employees., c. Types of Work Suited for Telework, Different types of work have characteristics that are well suited to telework assignments while other types of work are less so. When evaluating whether to allow an employee to telework, a department head should consider these work characteristics. In general, work with easily measured outputs is better suited to telework assignments. Characteristics of work that are not well suited to telework…, d. Onboarding New Employees, Generally, except for fully remote employees, an employee’s first day on the payroll should be on-site. On an exception basis, an employee may be onboarded remotely. A representative of the hiring department must be on-site on the first day that a new employee is on-site. The department representative should greet the new employee and provide the new employee with information specific to the…, V. Availability While Teleworking, a. Availability, When teleworking, an employee must be readily available by email, telephone, web conferencing and/or the other relevant communications tools deemed necessary by their department (e.g., Slack) during their regularly scheduled work hours., b. Non-Work Related Responsibilities While Teleworking, All workplace policies remain in effect while teleworking including time and attendance, and expectations for performance and conduct. Employees who telework must be able to commit their attention to work during their agreed upon hours and are not to perform non-work related activities during work hours. However, in circumstances when an employee is teleworking due to a declared state of…, c. Temporary Closing of On-Site Work and Temporary Inability to Telework, In the event UMPO must close an office location because of weather, construction/renovations, or other circumstances, employees who are classified as regular reporting, on-site as needed, and fully remote are expected to telework during this period. Should such employee not have the capabilities to telework (because of a power outage or similar circumstance), the employee may be excused from work…, VI. Statues, Leave and Accommodations, a. Paid Leave, Employees should continue to use paid leave, including vacation, sick, family and medical leave in accordance with existing practice while working a hybrid work schedule. Requests for paid time off must be approved in advance in accordance with standard operating procedures within the employee’s department. Department heads and supervisors should inform all employees, whether they work on-site or…, b. Workers’ Compensation and Safety, Employees will be covered under applicable workers’ compensation laws if injured while performing official duties while teleworking. While teleworking, employees are required to maintain a safe working environment. The UMPO is not liable for any damages to the employee’s property that results from participation in the hybrid work pilot., c. Tax Status for Employees who live and/or regularly work outside Massachusetts, If an employee lives outside the Commonwealth of Massachusetts, and/or if they regularly work outside the Commonwealth of Massachusetts, then the employee needs to consult with Human Resources and Treasury to ensure they understand any obligation or risk related to their state taxes., d. Requests from Employees to Remain Fully Remote For Documented Medical Reasons, This request will be handled consistent with the process for addressing reasonable accommodations under the Americans with Disabilities Act (ADA). If an employee is unable to safely work on-site, they will need to provide the Senior Benefits Generalist (Katie Temple) with medical documentation that supports that position. If supported by documentation, then Human Resources and the employee’s…, VII. Office Space and Supplies, a. On-Site Office Space Assignment, The UMPO’s location is designed to meet the needs of today’s UMPO workforce, in which most employees work on site two days per week or are on-site as needed. Since a priority during on-site workdays is collaboration, the location will have additional conference rooms, huddle spaces, and other resources to promote face-to-face communication and teamwork. The location will incorporate the use of a…, b. Office Supplies and Furniture, Except for fully remote employees, employees are responsible for securing the office supplies that they need to telework when they are on-site. The UMPO is not responsible for shipping office supplies to employees. Employees who are classified as on-site as needed are responsible for coming on-site if they need office supplies. To the greatest extent possible, UMPO printing should take place on-…, c. Other Costs, An employee with a hybrid work schedule is responsible for operating costs, office furniture (including standing desks), home maintenance, or any incidental cost (e.g., utilities including Internet costs) associated with the employee’s use of their residence or any other location for telework. Employee may not remove UMPO office chairs or other office furniture from the on-site UMPO office for a…, d. Travel Expenses, When employees do report to their designated on-site work location, they are not eligible to be paid for the time it takes to commute to the office and reimbursed for travel expenses related to their commute. Employees who are directed to report to a location other than their designated on-site work location on an incidental basis may be paid for travel expenses in accordance with the University…, VIII. Information Technology, When working remotely, employees must use their university-issued laptop, and not a personal laptop. Except for the identified portable equipment (see Section (b) below), employees are not authorized to remove other IT equipment from their on-site location. University-issued equipment is for employee use only. Employees are required to report any problems with their university-issued equipment to…, a. On-Site IT Equipment, The UMPO will equip each on-site work point with the following: 1 or 2 monitors External camera (if not built into the monitor) Wired keyboard and mouse Docking station This equipment may not be removed from the on-site office., b. Portable IT Equipment, Employees will be provided with a UMPO owned laptop and may all receive the additional UMPO-owned portable equipment: Wireless keyboard/mouse Headset Laptop bag Employees are expected to bring their individual portable IT equipment with them when they work on-site and they are authorized to remove this equipment from the on-site office for the purpose of working remotely. Employees are…, c. IT Security Requirements, Employees who telework must comply with all UITS security guidelines and requirements (see https://www.umassp.edu/uits/security-center) and protect all University electronic and hard copy records and data against unauthorized disclosure, access, destruction, etc. Files and other information that are subject to confidentiality regulations must be secured from unauthorized access while at the…
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Purchase Order Terms & Conditions Entertainment Terms & Conditions Grant Supplemental Terms and Conditions
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All users of consumer reports must comply with all applicable regulations, including regulations promulgated after this notice was first prescribed in 2004. Information about applicable regulations currently in effect can be found at the Consumer Financial Protection Bureau’s website ., Notice to Users of Consumer Reports: Obligations of Users Under the FCRA, The Fair Credit Reporting Act (FCRA), 15 U.S.C. §1681-1681y, requires that this notice be provided to inform users of consumer reports of their legal obligations. State law may impose additional requirements. The text of the FCRA is set forth in full at the Bureau of Consumer Financial Protection’s website . At the end of this document is a list of United States Code citations for the FCRA. Other…, Before, taking an adverse action, the user must provide a copy of the report to the consumer as well as the summary of consumer’s rights (The user should receive this summary from the CRA.) A Section 615(a) adverse action notice should be sent after the adverse action is taken. An adverse action notice also is required in employment situations if credit information (other than transactions and experience…, Citations, Citations for FCRA sections in the U.S. Code, 15 U.S.C. § 1618 et seq.: Section 603 15 U.S.C. 1681, 15 U.S.C. 1681a Section 604 15 U.S.C. 1681b Section 605 15 U.S.C. 1681c Section 605A 15 U.S.C. 1681c-1 Section 605B 15 U.S.C. 1681c-2 Section 606 15 U.S.C. 1681d Section 607 15 U.S.C. 1681e Section 608 15 U.S.C. 1681f Section 609 15 U.S.C. 1681g Section 610 15 U.S.C. 1681h Section 611 15 U.S.C.…
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FCRA Administration Program, At End-User’s request, End-user may elect to have CSI administer pre-adverse and adverse action letters. End-user acknowledges that at all times, complying with the adverse action requirements under the FCRA are solely the responsibility of the End-User, regardless of its participation in the FCRA Administrative Program. Based on program enrollment in writing, CSI will manage the administration…, FCRA Administration Program End-User Requirements:, End-user must provide an electronic copy of their logo for creation of pre-adverse and adverse action letters. End-user must notify CSI to request distribution of pre-adverse and adverse action letters to consumer. End-user must notify CSI to request distribution of adverse action letter after receiving the results of a reinvestigation if End-user still intends to take adverse action against the…, FCRA Administration Program Process:, End-user notifies CSI of pre-adverse action via email at compliance@creativeservices.com End-user receives email confirmation that request was received and will be processed within three (3) business days. CSI sends consumer (i) Pre-adverse action letter; (ii) Copy of consumer report; (iii) FCRA Summary of Rights; and (iv) State Specific Summary of Rights/Notices (if applicable). CSI sends an…
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DCJIS Model CORI Policy, This policy is applicable to the criminal history screening of prospective and current employees, subcontractors, vendors, volunteers and interns, professional licensing applicants, rental or leased housing applicants, and state, county, and municipal employees and applicants as those terms are defined in M.G.L.c.268,§1. Where Criminal Offender Record Information (CORI) and other criminal history…
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