Page 5 - CCS Polices and Procedures

Crew Consulting Services
Policies and Procedures
3. Personnel Policies
3.1 Hiring Policy

CCS is an equal opportunity employer and follows all requirements for equal opportunity as mandated in
federal/state law.

3.2 Background Checks

As a service provider, CCS will fulfill the requirement to check that staff hired and contracted vendors utilized are
not excluded, unlicensed, or uncertified to work with individuals or within a Medicaid/Medicare provider agency.
The purpose is to establish standards for all background and credit checks conducted by CCS both pre-hire and
post-hire. By adopting this policy, CCS seeks to enhance ethics and integrity, operational efficiencies, best
practices, effective decision making, and compliance with federal and state laws, regulations, rules, and
guidelines which impact its operations. This policy helps ensure that policies are accessible, standardized,
reviewed, and approved in an appropriate and effective manner.

CCS is an Equal Opportunity Employer and does not discriminate against race, color, national origin, sex, or
religion, disability, genetic information (including family medical history); and age (40 or older).

Background

All offers of employment at CCS are contingent upon the successful completion of a thorough background
check. Background checks will be conducted on all final candidates and on all contractors, who are required by
contract to have additional background checks conducted, or as deemed necessary.
Background Checks will include:

• SSN Trace confirms all current and reported addresses associated with a specific individual based on their
social security number.

• Prior Employment Verification: confirms applicant's employment with the listed companies, including
dates of employment, position held and additional information available pertaining to performance
rating, reason for departure and eligibility for rehire. This verification will be run on the past three
employers or the previous five years, whichever comes first.

• Personal and Professional References: calls will be placed to individuals listed as references by the
applicant.
• Educational Verification: confirms the applicant's claimed educational institution, including the years
attended and the degree/diploma received.

• Criminal History: includes review of criminal convictions and probation. The following factors will
be considered for applicants with a criminal history:
o The nature of the crime and its relationship to the position.

o The time since the conviction.

o The number (if more than one) of convictions.

o Whether hiring, transferring, or promoting the applicant would pose an unreasonable risk to
the business, its contractors or its customers and vendors.

• GSA/OIG: this search is used to determine whether the applicant is excluded from participating in

Version Date: 6/23/2018 Page 5 of 33