City of Gainesville - File #: 140740.

• File #: 140740.
• Version: 3
• Name: Hiring vendors/workers at fairs/events
• Type: Staff Recommendation
• Status: Passed
• File created: 2/12/2015
• In control: Recreation, Cultural Affairs and Public Works Committee
• On agenda: 6/18/2015
• Final action: 6/18/2015
• Title: Hiring Vendors/Workers at Fairs/Events (NB) This item provides a report from the Recreation, Cultural Affairs and Public Works Committee regarding the process of hiring vendors/workers at fairs/events.

Date	Ver.	Action By	Action	Result
6/18/2015	3	City Commission	Approved as Recommended
4/9/2015	2	Recreation, Cultural Affairs and Public Works Committee	Discussed
2/5/2015	1	City Commission	Referred	Pass

Title
Hiring Vendors/Workers at Fairs/Events (NB)

This item provides a report from the Recreation, Cultural Affairs and Public Works Committee regarding the process of hiring vendors/workers at fairs/events.

Explanation
At the February 5, 2015 City Commission meeting, the process of hiring employees, background checks; as well as, the selection of vendors for events such as the Hoggetowne Medieval Faire was referred to the Recreation, Cultural Affairs and Public Works Committee (RCAPW).

With regards to background checks for City employees and/or City Temps, the Human Resources Department (HR) follows, in all cases, Equal Employment Opportunity Commission (EEOC) guidance related to the use of arrest and conviction records. This guidance requires that each case be reviewed individually regardless of the level of offense.

When reviewing backgrounds, HR takes into consideration the nature of work to be performed and responsibilities, the level of unreasonable risk the offense may pose, and the time that has passed since the offense or sentence.

The EEOC stresses the fact that an individual being arrested is not proof that the individual engaged in criminal conduct. Therefore, an individual's arrest record standing alone cannot be used by an employer to take a negative employment action. However, an arrest may trigger an inquiry into whether the conduct underlying the arrest justifies such action.

Additionally, if there appears to be a pattern of same or similar violations over a period of time, additional scrutiny may be given to the applicant’s record.

To ensure compliance with the Department of Children and Families’ (DCF) personnel standards and screenings, Parks, Recreation and Cultural Affairs (PRCA) positions that provide oversight of programs for children and youth require background screenings and fingerprinting, as a condition of employment which is done through Human Resources.

In cases where a background screening may negatively impact a hiring d...