Substance Abuse Policy Authorization and Consent

I hereby authorize and give full permission to have TPI Staffing, Inc. and/or their medical company physician send a specimen on my urine and/or blood to a laboratory for screening tests for the presence of illegal drugs, alcohol, or prescription medication taken without a prescription. I will hold all parties concerned harmless, meaning  I will not sue nor hold them responsible for any alleged harm to me, for interfering with my obtaining a job, or for not continuing my employment  resulting from my not submitting to the tests, or as a result of report of the test. This includes possible clerical or laboratory error. This policy and authorization has been explained to me in a language I understand and I have been told that if I have any questions about  the test, they will be answered.  I understand this is a legal binding document  which is binding because TPI Staffing, Inc. is sending me for the examination and paying for it.

 I understand that TPI Staffing, Inc. WILL require a drug screen test whenever an on-the-job accident or injury is reported, in accordance with TPI Staffing Inc.’s  policy and this authorization and consent. I agree to submit to drug screening upon request or as specified in TPI Staffing, Inc.’s  Substance Abuse Policy.

Release of Criminal Records

I, the undersigned, do hereby authorize TPI Staffing, Inc. to examine any and all criminal records and arrests on file in the counties in the state of TEXAS or any other state. In doing so, I understand that I am waiving my right to confidentiality concerning my criminal history.

 TPI STAFFING, INC.  Criminal Background Policy

The background check is done to assist our company in making employment decisions.  TPI Staffing, Inc. employees work at the offices of our client companies and are not under our direct supervision.  Therefore, we must critique not only their skills and work history, but also their criminal history to truly send the best candidate for the job.

 In making our hiring decisions, related to the information from someone’s criminal background, we apply the same guidelines to all people. Background information received shall be reviewed to assure that consistent, non-discriminatory standards are applied in our hiring decisions. In an effort to meet our company’s objectives, the following guidelines will be utilized regarding criminal backgrounds.

Falsification

If a person falsifies their application, they are not to be hired.  If a falsification of the employment application becomes known after the individual is hired and working, the individual is to be terminated.

Felonies

1. An applicant CAN NOT be employed if they have a felony conviction or have plead guilty or no contest for a felony offense which occurred within seven (7) years from the date of the application.

2. Multiple offenses show a propensity to criminal activity and an individual shall not be employed.

Misdemeanor

1.  An applicant CAN NOT be employed if they have violent or dishonest misdemeanor convictions, which occurred within three (3) years from the date of the application.
2. Multiple offenses show a propensity to criminal activity and an individual shall not be employed.            

NOTE:  All Crimes outside of three (3) or seven (7) year limit will be reviewed on a case by case basis.