Fill and Sign the Criminal Record Policy Form

CRIMINAL HISTORY RECORD POLICY With respect to each position in the Company, the Company has identified whether a criminal history check is required either by applicable law or a business reason. If a criminal history check is required, then any applicant for the position, whether internal or external, will be requested to complete the criminal history record. In addition, the individual will be advised that confirmation will be sought from the appropriate authorities. If any consent form is required by a particular law enforcement agency to release the information, the applicant will be required to provide such a consent form. If the criminal history provided by the applicant does not conform with the information obtained, the applicant will be given an opportunity to explain any inaccuracies. If a satisfactory explanation is not given, the applicant will not be considered further for the position. If after employment any employee is discovered to have lied regarding his or her criminal history, that individual is subject to immediate discharge. Unless required by applicable law, the Company will not inquire about arrest records. The Company will inquire about probation, including deferred adjudication in accordance with applicable law. The Company's equal employment opportunity policy will be followed with respect to any criminal history information. Accordingly, the following factors will be considered if an individual has a criminal history in determining whether to hire the individual: • The nature of the criminal act • The frequency of criminal acts • The time since the last conviction • The time between convictions • The nature of the job • The qualifications of the individual for the job • Evidence the individual has successfully rehabilitated himself or herself. All criminal history record information shall be maintained in confidence in files separate from the personnel records.