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(a) The specific duties and responsibilities of the applicant;

(b) The impact or likelihood of an impact, if any, that the criminal offense for which the person was previously convicted will have on his or her fitness or ability to perform one or more of such duties or responsibilities;

(c) The length of time that has elapsed since the occurrence of the criminal offense;

(d) The age of the person at the time of the criminal offense;

(e) The frequency and seriousness of any criminal offense(s);

(g) Any applicable public policy encouraging employment of ex-offenders provided that:

(1) A Licensee shall not employ or permit to serve as a volunteer an applicant who has been convicted of, has pleaded nolo contendere to, is on probation before judgment, or placed on a case on the stet docket because of, or has been found not guilty by reason of insanity, for any sexual offenses including but not limited to those involving a minor, child abuse, or child neglect; and

(2) If an application for employment or volunteering is denied because there is evidence that the applicant presents a danger to children or youth, the Licensee shall inform the applicant in writing.

134 SUITABILITY FOR EMPLOYMENT: TRAFFIC RECORDS CHECK

134.1 A current or prospective staff member who will also be required to drive a motor vehicle to transport children in the course of performing his or her duties shall provide a Facility with all of the information that will allow the Facility to obtain the results of the traffic record check.

134.2 A Licensee shall submit a request for a traffic records check to OSSE, in the form and manner provided by OSSE.

135 SUITABILITY FOR EMPLOYMENT: RESULTS AND APPEALS

135.1 All records of criminal background checks and child protection register checks shall be confidential and are for the exclusive use of determining suitability for employment or volunteer opportunities under this chapter. This information shall