Dating background checks french

By way of exception and for evident reasons linked to the safety of persons and goods, the French legislator has adopted specific measures in certain sectors of activities (security/defense, banking/insurance).As such, private companies hiring employees on positions related to surveillance, premises security and cash transportation must verify the probity of those employees before hiring.Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission.To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.It should be noted that French case law tends to consider that there are others means to control the integrity of an employee (e.g. If the employer obtains a copy of a criminal record or is informed by other means (testimonies, declaration of the concerned applicant/employee etc.) that the applicant/existing employee has been convicted in the past, he could decide to refuse to offer employment to the job applicant or dismiss the existing employee.Such decision is, however, subject to the proportionality principle set forth in Article L.

There is no specific provision of law in France stating specifically that it is prohibited to conduct criminal background checks on job applicants and existing employees.This Extract n°3 can only be applied for by the applicant/employee himself/herself.The latter may refuse to provide such criminal records.It should be noted that third parties (notably the employers) can by no means have a direct access to criminal records.Only the individual concerned may have access to such information, or the “Préfet” (administrative authority) upon request of the employer and for specific “regulated” jobs. security staff in public transportation, municipal police officers, workers in airports), the employer requires the “Préfet” to investigate in the so-called “STIC” database (“Système de traitement des infractions constatées”/Criminal Offences Processing System) which is the national database designed to record data collected from procedures established by the national police authorities in the context of their law enforcement assignments.

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The employer has no means to force the individual to deliver the information.

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