CM-15B_(1).pdf
PDF 118 KB Posted
- Solicitation number
- EV00017355
- Issued by
- Suffolk County, Massachusetts
About this file
This is a CORI (Criminal Offender Record Information) Compliance Standards document published in May 2025 by the Massachusetts government, applicable to vendors contracting with state and local agencies including the Boston Public Schools. The document establishes mandatory employment screening standards that vendors must follow when conducting CORI background checks on applicants. Vendors are required to conduct CORI checks only when legally mandated or when a position is determined to be sufficiently sensitive to warrant such screening. Applicants must be assessed as otherwise qualified for the position before any CORI check is initiated. The standards mandate that vendors verify the accuracy of CORI reports received from the Massachusetts Department of Criminal Justice Information Services (MDCJIS) and correct erroneous information, particularly cases disposed favorably to applicants.
When a vendor receives a CORI report and intends to take adverse employment action based on criminal history, the vendor must notify the applicant of the potential action, provide a photocopy of the report, specify which elements are concerning, and allow the applicant an opportunity to discuss and rebut the information. Final employment decisions must consider multiple factors including crime severity, relevance to the position, age of the offense, and applicant circumstances since the conviction. Vendors must promptly notify applicants of adverse decisions and provide specific reasons. These requirements are mandatory for all vendors seeking to comply with Massachusetts employment law and federal regulations, with no modifications permitted to the standards outlined in this document.
View the file
Other files
| File | Type | Posted |
|---|---|---|
| CM-16_(1).pdf | ||
| CM-09_(3).pdf | ||
| WAGE-2_FY27_(Vendor_Agreement).pdf | ||
| CM-06_(2).pdf | ||
| OMME_ML_Compliance_Database_Management_System_RFP.docx.pdf | ||
| WAGE-1_FY27_(Notice_to_Vendors).pdf | ||
| CM-15A_(2).pdf | ||
| OMME_ML_Compliance_Database_Management_System_Pricing.xlsx | XLSX spreadsheet | |
| Multilingual_Learner_(ML)_Compliance_Data_Platform.pdf |
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Text version
CORI COMPLIANCE STANDARDS
Published May 2025
CM-15B
By checking line 2 on the foregoing Form CM-15A, the Vendor affirms that its CORI-related policies, practices, and standards are consistent with the following standards:
1 The Vendor does not conduct a CORI check on an Applicant unless a CORI check is required by law or the Vendor has made a good faith determination that the relevant position is of such sensitivity that a CORI report is warranted.
2 The Vendor reviews the qualifications of an Applicant and determines that an Applicant is otherwise qualified for the relevant position before the Vendor conducts a CORI check. The Vendor does not conduct a CORI check for an Applicant that is not otherwise qualified for a relevant position.
3 If the Vendor has been authorized by the MDCJIS to receive CORI reports consisting solely of conviction and case-pending information and the CORI report received by the Vendor contains other information (i.e. cases disposed favorably for the Applicant such as Not Guilty, Dismissal) then the Vendor informs the Applicant and provides the Applicant with a copy of MDCJIS’ information for the Applicant to pursue correction.
4 When the Vendor receives a proper CORI report of an Applicant that contains only the CORI information that the Vendor is authorized to receive and the Vendor is inclined to question an applicant about their criminal history, or refuse, rescind, or revoke the offer of a position to an Applicant, then the Vendor complies with this section by, including, but not limited to, notifying the Applicant of the potential adverse employment action, providing the Applicant with a photocopy of the CORI report received by the Vendor, informing the Applicant of the specific parts of the CORI report that concern the Vendor, providing an opportunity for the Applicant to discuss the CORI report with the Vendor including an opportunity for the Applicant to present information rebutting the accuracy and/or relevance of the CORI report, reviewing any information and documentation received from the Applicant, and documenting all steps taken to comply with 803 CMR 2.17.
5 The Vendor makes final employment-related decisions based on all of the information available to the Vendor, including the seriousness of the crime(s), the relevance of the crime(s), the age of the crime(s), and the occurrences in the life of the Applicant since the crime(s). If the final decision of the Vendor is adverse to the Applicant and results in the refusal, rescission, or revocation of a position with the Vendor then the Vendor promptly notifies the Applicant of the decision and the specific reasons therefor. Nothing in these requirements modifies or affects a Vendor’s obligation to comply with Massachusetts or federal laws regarding CORI.
APPROVED AS TO FORM BY CORPORATION COUNSEL APRIL, 2025
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