Criminal Background Check Policy

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Criminal Background Check Policy

The University requires that background checks be completed in a manner that is compliant with applicable federal and state law on all of its employees and others covered by this policy as part of the hiring/selection process (see Section I, Who is Covered by this Policy ). In addition, the University requires its employees and others covered by this policy, including those hired or engaged prior to the effective date of this policy, to disclose any criminal conviction within five calendar days of the occurrence (see Section IX, Ongoing Responsibility to Disclose Criminal Convictions ). In consultation with the Office of University Counsel, the University may conduct a background check on a current employee if information becomes available that brings into question whether a particular employee is compliant with this policy. All current employees are required to self-disclose post-employment criminal Convictions or felony charges filed against them that occur on or after the Effective Date of this Policy within three business days of the Conviction or felony charge to the Human Resources Background Check Coordinator. Self Reporting Requirement - Employees and volunteers holding a position of trust with access to vulnerable populations, as defined in section VII of this policy, are required to report any criminal arrests, charges, or convictions (excluding misdemeanor traffic offenses punishable only by fine) to the appropriate Background Check Coordinator (BCC), within twenty-four (24) hours or at the earliest possible opportunity. UW-Madison complies with the Board of Regent policy on conducting criminal background checks on applicants for employment, certain current employees, and certain volunteers.

If the duration of a particular background check for a new employee is expected to exceed six weeks and the position has not been identified high-risk/sensitive, the vice president or dean may allow the candidate to begin work after the criminal background, sexual offender registry, and professional license verification components of the background check process, along with any other screenings required by law (see Section V, Other Screenings and Disclosures Required by Law ) have been completed and evaluated in accordance with the terms of this policy. CRIMINAL BACKGROUND CHECK POLICY AND PROCEDURES FOR APPLICANTS AND CRIMINAL CHARGES/CONVICTIONS REPORTING PROCEDURES FOR EMPLOYEES Effective November 1, 2007 Approved October 22, 2007 PURPOSE OF POLICY: The purpose of this policy is to safeguard County assets, employees, and Alexander County citizens. Criminal background check policy This policy is applicable to the criminal history screening of prospective and current employees, subcontractors, volunteers and interns, professional licensing applicants, and applicants for the.

It is the policy of Missouri State University that all new hires ("Applicant") and select volunteers identified by the administration, as required, will be subject to a criminal background check as a condition of appointment (student hourly positions, part-time and temporary employees are exempt except for "sensitive positions" as outlined below). To that end, the school district will seek a criminal history background check for applicants who receive an offer of employment with the school district and on all individuals, except enrolled student volunteers, who are offered the opportunity to provide athletic coaching services or other extracurricular academic coaching services to the school district, regardless of whether any compensation is paid, or such other background checks as provided by this policy. An applicant/appointee considered not eligible for employment in the desired position as a result of the criminal background check process will be so advised by HR. A copy of the report will be provided, except as provided by law, DPS policy or university procedure.

If HRS advises the hiring official that the results of the criminal background check indicate that the applicant may be unacceptable for the position being filled or for continued employment, HRS will provide an applicant with a copy of the report upon which this advice is based, except as provided by law or DPS policy, and notify the individual of the right to challenge the accuracy and completeness of the report and to submit additional information relating to the criminal record and why it should not affect an employment decision. Foreign National Criminal Background Checks - An appropriate U.S. criminal background check must be conducted on an applicant for employment, current employee, or volunteer who is a foreign national being considered for a position subject to this policy.
https://www.nationalservice.gov/grants-funding/funding-resources/criminal-background-check-requirements
https://www.labor.ny.gov/careerservices/ace/employers.shtm

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