The Indpls. Zoo does Limited Criminal History (LCH) checks on all applicants (except minors). We started doing this in 1989 & feel it pays off. You don't find anything on most apllicants, but it helps keep you informed about who you are potentially hirimg. Even if there is some record, you have info to make an informed decision about whether to hire or not. It will help avoid surprises or embarassments later. It's also a point with employees to show some of measures you are taking to help maintain a safe work environment (addressing workplace violence issues), & helps ijn relationship with ins. company (loss control item). THis includes our attempt to get an out-of-state background check whenevr we can; some states do not allow background checks for employment. There is a good guide avail. for doing this yourself; you can also hire it done through local sources. Something more recent: it is possible to get lists of folks in your with child molesting convictions from the local prosecutor's office. This is public record & free. You can then check applicant names against this list. The down side is - when the felon has changed his/her name post-conviction. But, checking is a good-faith effort to protect yourself and your audience. We also started formal drug screening ALL applicants at time of job offer & hiring is contingent on successful completion of drug screening. These items are good point to ask your ins. componay for credit on workers comp premium rates. We also drug test employees for post accident (employees) when he/she requires medical attention beyond on-site first aid or when property damages exceeds $1,000; and for just cause. We do not random screen employees. I'll be happy to discuss in greater detail for anyone wanting more info. Rick France Facilities Director (includes security/safety) Indianapolis Zoo