You and the HR manager, along with suggestions from the branch manager, must determine if background checks on all employees are necessary. If so, develop a protocol to conduct them (e.g., which employees; how thorough).

It has come to Branch Manager Violet Jennings’s attention that one of her longtime employees, Jackson Tibbits, a handyman, is on the Florida Sexual Offender list. After doing more research, they learn that 17 years ago, when Tibbits was 24, he was convicted of having unlawful sexual contact with a 15-year-old female. As a registered sexual offender, Tibbits cannot live within 1,000 yards of a school and must register with the state any time he moves. Also, he is prohibited by law from holding positions such as schoolteacher and health care professional. You, Williams, and Jennings must decide whether you should terminate Tibbits based on this newly. What is your reaction and how can you handle this case, provide training and test him randomly or terminate his employment?

Based on the fact and information, Tibbits should be discharged from employment for his failure to disclose this relevant conviction. As a convicted offender, he is considered in the eyes of the law to be high-risk and should not be allowed to enter unsuspecting clients’ homes. It would be the company's liability if he acts non professionally and inappropriately at a jobsite.

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