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Screening job applicants for immoral behavior

Job screening Tips by Donald BurlesonConsulting

May 26, 2015

Dishonesty is a real problem in IT today and it's critical to screen al job applicants for evidence of moral turpitude and weed out those you breach contracts or engage in illegal or unethical behaviors. 

Also see these important notes on evaluating the personal integrity and honesty of trusted computer employees and how to use bad credit reports against employees

The stakes are high, and the new is full of reports of companies that have lost millions of dollars due to the immoral behavior of computer employees.

  • In Florida, William Sullivan faces accusations that he stole millions of records from the database, selling his employers mission-critical data to a data broker.
     

  • In California, Jennifer Adams, 45, an IT systems administrator, allegedly orchestrated a tax fraud scheme that scammed the government out of more than $50,000.

Even minor immoral behaviors like slow payment of debt (indicates people who don't honor their agreements) and excessive parking tickets (indicates disrespect for the law) can be tips that a person who might betray you on the job.

Below is a screening tool that can be used to weed out dishonest job applicants.  For more details, see the books Conducting the Oracle Job Interview  and Win Your Computer Dream Job.

Please have your morals questionnaire reviewed by a local attorney to ensure that all of the questions that you ask are legal within your jurisdiction.

Note: For American's, see these important guidelines for using consumer reports to make hiring decisions. For example, it notes that you can be sued for performing a credit check without the applicant's consent, but you can deny an applicant for bad credit, provided that you get their consent before conducting the pre-employment credit check.

Federal criteria for honesty and moral behavior

Many employers use the same hiring criteria as outlined in US Federal Regulations, PART 710—CRITERIA AND PROCEDURES FOR DETERMINING ELIGIBILITY FOR ACCESS TO CLASSIFIED MATTER

Any of the following are evidence or moral turpitude, someone that cannot be trusted with sensitive corporate data:

  • arrest and/or conviction of a felony;
  • frequent involvement with authorities even as a juvenile;
  • DWI/DUI;
  • having been a patient in an institution primarily devoted to the treatment of mental, emotional, or psychological disorders;
  • A history of not meeting financial obligations.  A pattern of financial irresponsibility (bankruptcy, debt or credit problems, defaulting on a student loan)
  • moving violations with fines over $200;
  • illegal drug use (to include any use of cocaine, heroin, LSD, and PCP); and the illegal purchase, possession, or sale of any such narcotics.
  • Deceptive or illegal financial practices, such as embezzlement, employee theft, check fraud, income tax evasion, expense account fraud, filing deceptive loan statements, and other intentional breaches of trust
  • Inability or unwillingness to satisfy debts
  • Unexplained affluence
  • Financial problems that are linked to gambling, drug abuse, alcoholism, or other issues of a security concern.
  • Deliberate omission, concealment, or falsification of a material fact in any written document or oral statement in the job application

 

Sample Immoral Behavior Detection Questionnaire

Computer consultants and employees work in trusted positions and a full background investigation (criminal, civil and credit history) is conducted on all applicants. 

A non-zero or "yes" answer to any of these questions does not automatically disqualify you for employment

Please answer these questions and sign below indicating that you are telling the truth. 

Please use the space provided at the bottom of this page to explain any extenuating circumstances and clarify your answers.

·         How many times have you been arrested?

·    How many times have you been convicted of a crime other than a traffic violation?

·    How many times have you been convicted of a felony crime?

·    How many bench warrants have been issued on you? (e.g. unpaid tickets, failure to appear)

·    How many times have you filed a worker's compensation claim?

·    How many times have you sued a current or former employer?

·    How many times have you failed an employer required drug test?

·    Have you ever been diagnosed as a drug or alcohol addict?

·    Have you even been committed by a court to a mental institution as a danger to yourself or others?

·    How many times have you been a Plaintiff or Defendant in a civil lawsuit?

·    How many times have you had a monetary judgment made against you?

·    Have you ever been sued for breach of contract or nonpayment of debt?

·    Do you have a history of bad credit (i.e. chronic late payments of debt)?

·    Have you ever defaulted on a debt (bankruptcy, mortgage default)

I hereby agree to reimburse you for the $1,400 cost of the investigation should it be found that I have provided incorrect answers to any of these questions.

I certify that these answers and correct,

 

_____     _______________________________________

DATE    Signature 


Another sample questionnaire to weed out undesirable employees:

·         Have you ever been arrested? 

o   If yes, how many times (please list each incident separately and include answers to all questions listed below)?

o   Were the charges Misdemeanor or Felony?

o   Were you convicted?

o   If yes, what was the sentence?

o   Are you required to register yourself and/or your address with any local, state or national agencies as the result of this arrest?

·         Have you ever had a bench warrant issued on you? (e.g. unpaid tickets, failure to appear, etc.)

o   If yes, what were the circumstances and outcome?

·         Have you ever filed a worker's compensation claim?

o   If yes, how many times (please list each incident separately and include answers to all questions listed below)?

o   What was the nature of the claim?

o   Were you granted worker's compensation?

·         Have you ever sued a current or former employer?

o   If yes, how many times (please list each incident separately and include answers to all questions listed below)?

o   Date of filing?

o   State and County of filing?

·         Have you ever failed an employer required drug test?

o   If yes, how many times (please list each incident separately and include answers to all questions listed below)?

o   What substance was involved (e.g. alcohol, marijuana, cocaine, etc.)

o   What specific actions were taken by the employer?

·         Have you ever been diagnosed as a drug or alcohol addict?

o   If yes, how many times (please list each incident separately and include answers to all questions listed below)?

o   Did you receive treatment?

o   Was treatment received in a rehabilitation facility (public or private)?

o   Did you successfully complete treatment?

o   How long have you been in recovery?

·         Have you even been committed by a court to a mental institution as a danger to yourself or others?

o   If yes, how many times (please list each incident separately and include answers to all questions listed below)?

o   What were the dates of the institutionalization period?

o   Was your release ordered by a physician or did you check yourself out?

·         Have you ever been the Plaintiff or Defendant in a civil lawsuit?

o   If yes, how many times (please list each incident separately and include answers to all questions listed below)?

o   How many times were you the Plaintiff?

§  What was the hearing date of each case?

§  In what State and County was the case heard?

o   How many times were you the Defendant?

§  What was the hearing date of each case?

§  In what State and County was the case heard?

·         Have you ever had a monetary judgment issued against you?

o   If yes, how many times (please list each incident separately and include answers to all of the questions listed below)?

o   What is the current amount and status of that judgment?

·         Have you ever been sued for breach of contract or nonpayment of debt?

o   If yes, how many times (please list each incident separately and include answers to all of the questions listed below)?

o   What was the hearing date of the suit?

o   In what State and County was the suit heard?

·         Do you have a questionable credit history resulting in low credit scores (i.e. chronic late payments of debt)?

o   If yes, can you provide satisfactory explanations for items damaging credit?

·         Have you ever discharged debts through bankruptcy or mortgage default?

o   If yes, how many times (please list each incident separately and include answers to all of the questions listed below)?

o   What were the dates of the bankruptcy and/or mortgage default?

 



 

 

Burleson is the American Team

Note: This Oracle documentation was created as a support and Oracle training reference for use by our DBA performance tuning consulting professionals.  Feel free to ask questions on our Oracle forum.

Verify experience! Anyone considering using the services of an Oracle support expert should independently investigate their credentials and experience, and not rely on advertisements and self-proclaimed expertise. All legitimate Oracle experts publish their Oracle qualifications.

Errata?  Oracle technology is changing and we strive to update our BC Oracle support information.  If you find an error or have a suggestion for improving our content, we would appreciate your feedback.  Just  e-mail:  and include the URL for the page.


                    









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