CORI_Compliance_Standards_(Form_15B)_(1).pdf
PDF 118 KB Posted
- Attached to
- Distribution of Food and Supplies to BPS Schools
- Solicitation number
- EV00017976
- Issued by
- Suffolk County, Massachusetts
About this file
This is a CORI (Criminal Offender Record Information) Compliance Standards document published in May 2025 (Form CM-15B) by the Commonwealth of Massachusetts, establishing mandatory compliance requirements for vendors conducting background checks on job applicants. The standards apply to all state and local contract opportunities, including the Boston Public Schools Department of Food and Nutrition Services contract for distribution of food and supplies to BPS schools scheduled from October 6, 2026, through August 31, 2029. The document outlines five key compliance standards that vendors must follow when handling CORI information, beginning with the requirement that CORI checks only be conducted when legally required or when a good faith determination establishes that a position's sensitivity warrants such screening.
Vendors must review an applicant's qualifications and confirm fitness for the position before conducting any CORI check, and must not screen unqualified candidates. If a CORI report contains information beyond what the vendor is authorized to receive—such as favorably disposed cases—the vendor must inform the applicant and provide MDCJIS correction information. When an authorized CORI report may lead to adverse employment action, vendors must notify the applicant, provide a photocopy of the report, specify concerning information, allow the applicant to discuss and rebut the findings, and document all compliance steps. Final employment decisions must consider the crime's severity, relevance, age, and applicant's life circumstances since the offense, with prompt notification to the applicant if the decision is adverse. These requirements do not modify existing Massachusetts or federal law obligations regarding CORI.
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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
File details come from the government source that posted it. Updated .