In case of flagged background check 

If the charge is not an automatic disqualification (depending on the nature of the offense or within a set timeframe):

1) Schedule a call with the leader 

2) Request more background information to gauge healing since infraction.

Script: “Thank you for being willing to talk through this with me. As part of our process, when something comes up on a background check, we take time to understand the full story. Our goal is to approach this with both grace and wisdom, seeking to understand your experience while also ensuring we’re creating a safe environment for everyone involved.”

Ask the applicant to:

• Share their perspective on what happened
• Explain what has changed since then
• Reflect on lessons learned

You’re looking for:

• Ownership (vs. deflection)
• Growth and accountability
• Emotional maturity

To communicate to the applicant:

• We will need to connect with their potential co-leaders 
• Let them know that no specific details will be disclosed
• Emphasize that only general awareness will be shared for team transparency 

3) If the coach/Program Director feel comfortable with the leader being a part of a REBOOT leadership team based on the responses, the following requirements should be in place: 

• Leadership team will need to have at least 3 people 
• For co-ed groups, ensure leadership includes both male and female leaders

4.) Coach will schedule a call with the co-leaders with the following tone:

• "As part of our leadership vetting process, we sometimes have situations where a background check includes a past offense that requires additional review. One of your co-leaders had a flag on their background check. In this case, we’ve walked through the additional review process, and we’re comfortable moving forward with some safeguards in place, including co-leadership.
• We want to make sure you feel fully comfortable stepping into this role, so we’d love to talk through any questions or concerns you might have.”

• There's no need to share details, awareness is the goal. 
• If co-leaders have no hesitation, the group is approved to start at coach's discretion. 
• If co-leaders do have a hesitation, proceed to second line of questioning (to be added to Programs Team Guidelines)

5) Follow the standard check-in timeline as set by the workflow. 

If Not Approved to Move Forward

If the Coach/Programs Director is not comfortable moving forward based on the interview:

Next Steps:

• Inform the applicant they are not eligible to lead at this time
• Communicate with clarity, grace, and respect
• Document the decision internally
• Offer alternative ways to stay engaged, if appropriate