[HISTORY: Adopted by the Town Council of the Town of Johnston as indicated in article histories. Amendments noted where applicable.]
Police Department — See Ch. 51.
[Adopted 3-9-1993 by Ord. No. 889, as amended 6-14-1993 by Ord. No. 897 (Sec. 17-20 of the 1979 Code)]
For the purpose of this article, the following terms are defined:
- A person under the age of 18 years (used in both the singular and the plural).
- DISQUALIFYING INFORMATION
- Conviction relating to the sale of illegal drugs; conviction relating to kidnap, rape or sexual abuse of a minor; and other seriously egregious convictions that, in the discretion of the Town Council, after consultation with the Chief of Police and the Town Solicitor, would constitute a threat to the safety and well-being of any child. The Town Council shall have the authority of such disqualification.
- INDIVIDUAL and/or EMPLOYEE
- The individual or employee who will be performing the work or service in the Town of Johnston, and who will have supervisory or disciplinary power over a child, or have routine contact with a child.
- All current and future individuals, businesses, associations, corporations, contractors, subcontractors, teachers, nurses and other health officials, substitutes, temporaries, volunteers, coaches, managers, interns, aides, tutors, vendors.
- TOWN OF JOHNSTON
- Any department, division or subdivision under the aegis thereof, including but not limited to the School Department, Recreation Department, Police Department, and Little League.
All persons seeking employment with the Town of Johnston, whether full time or part time, casual or seasonal, paid or unpaid, if said employment involves supervisory or disciplinary power over a child, or involves routine contact with a child, shall be required to undergo a criminal records background investigation prior to employment.
Said person shall provide the Chief of Police with a list of their employees who will be, or might be, sent to the Town of Johnston to work or provide some form of service. Said person shall be obligated to update the list with any new or interim employees, and provide the same to the Chief of Police within 72 hours. All lists shall be accompanied by individual waivers provided by the Town, and signed by the individual upon whom the background investigation will be conducted, and duly signed by a witness.
It shall be the duty of the hiring authority of each department of Town government to provide the person with a standard form of waiver to be signed by the individual upon whom such background investigation shall be made. The signing of the waiver will be a grant of permission to conduct the investigation and a release of claims. All waivers shall remain on file with the hiring authority of each department.
It shall be the duty of the Town Solicitor to draft the form of waiver and release to be used by the Town. It shall be the duty of the Town Clerk to have the form printed and distributed to all Town departments.
All records concerning such background information shall be maintained by the Chief of Police in a confidential manner, and, at the conclusion of employment deliberations, the Chief of Police will promptly destroy said records.
Further, the Chief of Police shall notify the individual/employee only, if the background information reveals disqualifying information, and the nature of such disqualifying information shall only be divulged to the individual/employee upon whom such investigation was made.
Noncompliance with this article shall result in a fine of $20 for each day of noncompliance for the first offense, and $50 for each day of noncompliance for offenses thereafter. All sums shall be payable to the Town of Johnston.
Any person or agency of the Town of Johnston participating in good faith in compliance with this article shall be indemnified by the Town of Johnston.