Under what condition can a security department in a private business hire an individual, as stated in Chapter 1702.323(c)?

The correct answer is rooted in the legal requirements outlined in Chapter 1702.323(c) of the Texas Occupations Code, which governs the hiring practices for security personnel within private businesses. This statute specifically states that an individual may only be hired if they have not been convicted of a disqualifying crime. This provision is crucial for maintaining accountability and ensuring the integrity of security personnel, as individuals with certain criminal backgrounds may pose a risk to the safety and security of the business and its patrons.

The emphasis here is on the nature of the offenses that are considered disqualifying. This ensures that security departments are proactive in hiring individuals who are deemed suitable for the responsibilities they will undertake, which include protecting property and ensuring the safety of employees and customers.

Alternative conditions such as having a clean criminal record, being certified by the state, or consenting to background checks, while potentially beneficial or related to the hiring process, do not serve as the primary requirement specified in the statute. A clean record might not encompass all necessary disqualifications, state certification might be irrelevant in specific hiring contexts, and consent for background checks does not guarantee that the individual meets the essential criteria for employment as a security officer. Therefore, the focus on the absence of a disqualifying