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Volume 3, Issue 3, March 2008

Inside This Issue

1 New Background Policy Checks
2 E-Appellate Helpful Hints
3 Alalinc Access for Judges
4 E-Transcripts Update
5 Technology Tip


New Background Check Policy

 

Effective February 18, 2008, the Administrative Office of Courts (AOC) established a new policy to conduct criminal background checks on all prospective new employees and volunteers for positions within the AOC prior to determining whether to extend any offer of employment to the applicant.  This new policy will help us do all we can to ensure each applicant has given accurate information to assist officials in their decision to offer employment.  If you need assistance or have any questions about this process, please contact Mittie Chappell at 334-954-5100 or Vonda Sanders at 334-954-5105. Also, please note that all forms for this process may be printed or downloaded from the E-forms website at: http://eforms.alacourt.gov.

 

The New Policy is Outlined Below

 

THE ADMINISTRATIVE OFFICE OF COURTS
MONTGOMERY, ALABAMA
DIRECTIVE
,
CRIMINAL BACKGROUND CHECKS OR INVESTIGATIONS

Pursuant to the authority of the Administrative Director of Courts (ADC) as provided by Ala. Code (1975) §12-5-10, and Rule 9 of the Alabama Rules of Judicial Administration, the ADC hereby directs as follows:

Beginning February 18, 2008, it shall be the policy of the Unified Judicial System and the Administrative Office of Courts to require all applicants seeking employment or requesting to provide volunteer services ("applicants") with or for Alabama's Unified Judicial System (UJS) or with the Administrative Office of Courts (AOC) to consent in writing to a full criminal background check or investigation; and for the UJS/AOC to conduct a criminal background check or investigation prior to determining whether to extend an offer of employment to any applicant.

No offer can or shall be made to any applicant until the results of the criminal background check or investigation are found in writing to be acceptable to both the appointing authority and the UJS Human Resources Director.

Information disclosed to the UJS/AOC as a result of any criminal background check or investigation shall be one of many factors considered in deciding whether to approve an offer of employment to any applicant.

While the particular facts and circumstances revealed in any criminal background check or investigation can and will vary from applicant to applicant, the following factors may be considered in determining whether to extend an offer to any applicant:

 

·                     the seriousness of any criminal conviction(s);

·                     the conduct involved in any criminal conviction(s);

·                     the sentence imposed for any criminal conviction(s);

·                     the time that has elapsed since any criminal conviction(s);

·                     the age of the applicant at the time of any criminal conviction(s);

·                     the specific duties and responsibilities of the UJS/AOC position applied for;

·                     the relationship between the conduct that was the basis for any criminal conviction and the applicant's fitness or ability to perform the duties of the UJS/AOC position applied for;

·                     the interest of the UJS/AOC in protecting the safety and welfare of the UJS/AOC officers and employees, and members of the general public; and

·                     The information supplied by the applicant relating to any rehabilitation or good conduct since the date of any criminal conviction(s).

 

All information disclosed to the UJS/AOC in any criminal background check or investigation is and shall remain confidential, and under no circumstances shall such information be made available to the public.

Any record of information disclosed in any criminal background check or investigation shall be kept and maintained by the AOC Human Resources Division in a secure location physically separate and apart from any application file or personnel file, and shall be prominently marked, "CONFIDENTIAL." Access to such information shall not be made available other than to the following persons:

 

(a)              the Human Resources Director of the AOC, the appointing authority, and each of their legal counsel and other personnel involved in making hiring decisions;

(b)              the subject applicant/employee;

(c)               any court of competent jurisdiction in the event of litigation brought by the employer, the applicant or employee;

(d)              any court of competent jurisdiction upon a finding that the information is material to any issue of the case before the court; and

(e)              in limited circumstances, and based upon a demonstrated, appropriate showing of need, to others designated by the Human Resource Director.

 

 

 

E-Appellate Helpful Hints

 

When naming your files for E-Appellate, please be cautious not to have any spaces or periods in the file name. The file name should be saved to your computer and uploaded to E-Appellate in two ways:

  • Example for TIFF- Jacket77cv200800000100.tiff
  • Example for PDF- Jacket77cv200800000100 (the .PDF will automatically be added to the end)
  • Example of incorrect file name- janedoevs.johndoe

 

 

AlaLinc Access for Judges

 

Judges can obtain access to AlaLinc (http://2.alalinc.net/) by filling out the second page of the attached AlaLinc contract and faxing it to Mary Horton at 334-353-7223. Please do not fax the first page. The second page of the contract needs to be filled out in its entirety and the words “COMPLIMENTARY” need to be written at the top of the form.

Alalinc Access Form

 

 

 

 

E-Transcripts Update

We included information in our last month’s newsletter about the CCR and DOCC fields in SJIS which stated:

 

The CCR field should be marked if the defendant is placed on probation and a condition of that probation is to report to community corrections. The DOCC field should be marked if the defendant is sentenced to serve time in community corrections which would otherwise be served in Department of Corrections.

 

In addition to this information, the CCR field should be marked if the defendant is sentenced to jail and ordered to serve the jail time at a community corrections program.

 

Be sure to view the updated E-Transcripts Manual located under the Training tab on the E-Transcripts website and the Manuals link when you log into the http://training.alacourt.gov website.

 

 

FUNNIES…

 

 

Technology Tip

Remove a Sender from your Outlook Junk E-mail List (2003)

Sometimes senders that we legitimately want to receive e-mails from get banished to our Junk E-mail folder. Here’s an easy way to put a sender back on your safe list. Click on the Mail Icon in the Navigation Pane, and then click on the Junk E-mail folder in the All Mail Folders List. Next, in the Message List, click on a message from the sender that you want to deem as safe. Then, choose Actions—Junk E-mail—Add Sender to Safe Senders List. Future messages from this sender should now remain out of the Junk E-mail Folder.

 

 

 

   
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