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HR Policies Page


It is SBCS’ policy to provide equal employment opportunity for all applicants and employees. SBCS does not unlawfully discriminate on the basis of race, color, religion (including religious dress and grooming practices), sex (including pregnancy, perceived pregnancy, childbirth, or related medical conditions), breastfeeding and medical conditions relating to breastfeeding, gender, gender identity, gender expression, national origin, ancestry, age, physical disability, intellectual disability, medical condition, HIV status, genetic information, family care status, veteran status, marital status, sexual orientation, or any other basis protected by state or federal laws. SBCS also prohibits unlawful discrimination based on the perception that any applicant or employee has any of these characteristics or is associated with a person who has or is perceived as having any of these characteristics. When necessary, SBCS also makes reasonable accommodations for disabled employees and for pregnant employees who request an accommodation for pregnancy childbirth or related medical conditions. SBCS prohibits the harassment of any individual on any of the bases listed above. For information about the types of conduct that constitute impermissible harassment and SBCS’ internal procedures for addressing complaints of harassment please refer to SBCS’ Harassment Prevention Policy (hyperlink) located in the employee handbook. This equal opportunity policy applies to all areas of employment at SBCS including recruitment, hiring, training, promotion, compensation, benefits, transfers, and social and recreational programs. It is the responsibility of every employee to conscientiously follow this policy. Any employee having any questions regarding this policy should discuss them with the Human Resources Director.


As a government contractor, SBCS has adopted an affirmative action plan to ensure equal employment opportunity for applicants and employees and is committed to making a good faith effort towards achieving the objectives of the plan. Any employee having any questions regarding SBCS’ affirmative action plan should contact the Human Resources Director.


SBCS welcomes applications from people with disabilities and fully supports the Americans with Disabilities Act (“ADA”) of 1990. In furtherance of this policy, SBCS will reasonably accommodate disabled applicants and employees. In addition, SBCS has taken steps to make its facilities barrier-free and accessible.


Purpose of Notice. This notice is provided in accordance with California Business and Professions Code Section 18950, which requires that organizations that provide services to minors provide written notice to the parents or guardians of any minor receiving these services regarding the organization’s policies relating to obtaining criminal background checks for its employees.

SBCS Criminal Background Checks Policies. The following summarizes the policies of South Bay Community Services (“SBCS”) relating to obtaining criminal background checks for its employees:

• Applicants for Employment. All applicants who are offered employment with SBCS are subject to criminal background checks conducted through the Department of Justice and Federal Bureau of Investigation. Offers of employment are contingent on the successful completion of a background investigation in accordance with SBCS policies.

• Current Employees. Current employees are participants of the subsequent arrest program during their employment with SBCS.

• Elements of Criminal Background Check. The criminal background checks generally include criminal records related to state and federal felony and misdemeanor convictions in the past 7 years. Crimes of particular concern to SBCS include crimes against persons (including minors), crimes involving weapons, crimes involving theft or fraud, and crimes involving drugs or alcohol.

• Use of Information Obtained in a Background Investigation. Information obtained from a background investigation will be considered for employment purposes as permitted by federal and state law and in accordance with SBCS’ Equal Employment Opportunity Policy.