News and Articles
05/18/2007
Letter From Parole Officer Sheds Light
A letter received yesterday from Toby Griego’s parole officer, dated February 13,
2007, reveals that the County Solid Waste employee who interviewed Griego, knew of his criminal sexual
penetration conviction before he was hired. The employee, who will be disciplined pending further
investigation, said that the decision not to show the letter to Solid Waste Department administrators or the
Human Resources department was because of a meeting with Griego’s parole officer. In the meeting, the
employee says that nothing was discussed that discouraged the hiring of Griego as long as there was no
internet access or contact with female minors at the station where he would be working. The employee said
that because there was no electricity at the facility, the possibility of contact with female minors was miniscule,
GPS monitoring was in place, and Griego was undergoing rehabilitation and under close supervision, including
weekly contact with his parole officer, he decided to give him a chance.
New interviewing and hiring policies put in place, effective immediately are:
• When a department makes a recommendation to hire an employee, Human Resources (HR) will
conduct all previous employment and reference checks rather than the hiring department completing
this task.
• HR will also conduct a check for each recommended new hire on websites that would indicate a
background that is criminal in nature for all positions in the County.
• If an applicant checks that he or she has been convicted of a felony or misdemeanor and is
recommended for hire, the hiring department will coordinate with HR and notify HR if any additional
information is brought forth during the hiring process that was not indicated on the original application to
determine if information would result in the person not being hired for the job in accordance with federal
and state law.
2007, reveals that the County Solid Waste employee who interviewed Griego, knew of his criminal sexual
penetration conviction before he was hired. The employee, who will be disciplined pending further
investigation, said that the decision not to show the letter to Solid Waste Department administrators or the
Human Resources department was because of a meeting with Griego’s parole officer. In the meeting, the
employee says that nothing was discussed that discouraged the hiring of Griego as long as there was no
internet access or contact with female minors at the station where he would be working. The employee said
that because there was no electricity at the facility, the possibility of contact with female minors was miniscule,
GPS monitoring was in place, and Griego was undergoing rehabilitation and under close supervision, including
weekly contact with his parole officer, he decided to give him a chance.
New interviewing and hiring policies put in place, effective immediately are:
• When a department makes a recommendation to hire an employee, Human Resources (HR) will
conduct all previous employment and reference checks rather than the hiring department completing
this task.
• HR will also conduct a check for each recommended new hire on websites that would indicate a
background that is criminal in nature for all positions in the County.
• If an applicant checks that he or she has been convicted of a felony or misdemeanor and is
recommended for hire, the hiring department will coordinate with HR and notify HR if any additional
information is brought forth during the hiring process that was not indicated on the original application to
determine if information would result in the person not being hired for the job in accordance with federal
and state law.