New GIS Policy Process in SF:

Background Check Policy Update: To comply with the Ban the Box laws, the Background check policy has
changed. There will now be 2 forms:
*Consumer Disclosure form: informs the candidate that we may do a background check upon hire
*GIS Authorization form.
The two forms should be given to all candidates, regardless of position, after the offer is made. Upon making
an offer, the manager will let the candidate know that the offer is contingent upon a successful background
check. The forms can be emailed to the candidate and sent back to the hiring manager if the offer is not made in
person. The signed forms should be kept in the employee file.
For all positions, whether secured or unsecured, managers must review the authorization, ensure that all fields
are complete, and if the candidate selects that they were convicted of a crime, they must partner with their
RLPM.
Steps:
1.

Extend the offer by saying Wed like to extend you an offer for _____ position making _____. This offer is
contingent upon a successful background check. The next step in the offer process is to complete and sign
2 forms which you will receive via email. Please take time to review these forms and once completed, please
email them back to us.
Note: Candidates may print, sign, and hand deliver the forms to the store, or print, sign, take a photo or scan
the forms, then email to the store. Photos must be clear. Original forms should be brought in on their first day
of employment.

2.

Move the candidate into the Mandatory Offer Approval Stage.

3.

Store, DM or DVM completes offer details based on position.

4.

Store, DM or DVM moves the candidate into Conditional Offer Stage :

5.

Select the Anthro GIS Forms/Conditional Offer Email template in order to email the forms to candidate.

6.

The two forms are attached to the email.

7.

Once the candidate returns their completed and signed GIS and Disclosure and Authorization Forms, review
forms per policy.

8.

If the candidate selects they have been convicted of a crime please contact your RLPM.

9.

*For secured roles enter GIS information. For unsecured roles move candidate into hired stage.

10. Send conditional offer letter when positions are salaried, and for DCs and Supervisors. All signed offer letters
should be kept in employee file.
11. For secured roles: If the candidate passes their background check, contact them to confirm start date and let
them know that they will be receiving their Onboarding Tour email within the next 24 hours. Move them into
the Hired stage.
12. Have new hire bring in original copies of Disclosure and GIS forms and retain per policy in employee file.
13. If the candidates results come as Call Corporate or Not Recommended, See the Background Check Policy
for next steps.

*Unsecured positions are Customer Associate, Visual Sales Associate and Display Coordinator. No background check
needs to be run for these positions, but the GIS form does need to be reviewed to see if candidate selects they have
been convicted of a crime.