1. Kenny Convict has applied for a job in private security for your company. On his application, he fails to answer the section which seeks information regarding convictions. Later, after being sued by Vicki Victim for negligently hiring Kenny, you learn Kenny has a felony conviction for assault and was ordered to anger management training by the court. In hindsight, the best practice would have been:
a. Not to hire Kenny because he failed to complete his application;
b. Refused to hire Kenny after you had run a criminal background check on him and discovered his previous conviction;
c. Fire Kenny because he lied on his application;
d. All of the above