CM-15B_(CORI_Compliance_Standards).pdf
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- Attached to
- Aerial Equipment Service & Maintenance
- Solicitation number
- EV00017872
- Issued by
- Massachusetts
About this file
This is a CORI (Criminal Offender Record Information) Compliance Standards document published in May 2025 by the Commonwealth of Massachusetts, establishing mandatory employment screening practices for vendors conducting business with the state. The document outlines five core standards that vendors must follow when conducting CORI checks on job applicants. Vendors are prohibited from conducting CORI checks unless required by law or upon good faith determination that a position warrants such screening. Additionally, vendors must first qualify applicants based on job-related criteria before initiating any CORI check, and if applicants receive improperly included favorable disposition information (such as not guilty verdicts or dismissals), vendors must inform applicants and provide correction procedures through the Massachusetts Department of Criminal Justice Information Services.
When vendors receive proper CORI reports and question an applicant's criminal history or contemplate adverse employment action, they must provide written notification to the applicant, furnish a photocopy of the CORI report, specify problematic sections, and grant the applicant an opportunity to respond and present rebuttal documentation. Vendors must document all compliance steps taken pursuant to 803 CMR 2.17. Final employment decisions must consider multiple factors including crime severity, relevance to the position, age of offense, and applicant circumstances since conviction. If the vendor denies, rescinds, or revokes an employment offer, they must promptly notify the applicant with specific reasons. This standard applies to the Boston Public Works Department's aerial equipment service and maintenance contract opportunity and establishes baseline requirements for vendor hiring practices across Massachusetts state and local contracting.
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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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