Criminal Background Check Policy Sample

Background Examinations delivers a wide range of information solutions suited to satisfy numerous needs. From checking on the neighbor to learning about yourself to find out if there's anything to take into account. This background check directories are established market leaders for public records, arrest checks, telephone and address records, social network data, and a lot more. The goal is to enable the public with the important information they want to help to make rapid & sensible judgements.

Just Click Here or Check out FreePeopleScan.com to begin your immediate scan now!

Criminal Background Check Policy Sample

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). The university requires a criminal background check, including a sex offender registry check, on applicants for employment, current employees, and university affiliates as required by university policy and state and federal requirements. 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. 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.

Criminal background checks must be conducted on current employees holding a position of trust with access to vulnerable populations, as defined in paragraph 1(a) of this policy, who have not previously been subject to a criminal background check by the University. 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. 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.

On December 7, 2012, the Board of Regents amended the resolution to require criminal background checks be conducted on current employees and volunteers holding a position of trust with access to vulnerable populations” as defined in section VII of this revised policy who have not previously been subject to such a criminal background check by the University. UW-Madison complies with the Board of Regent policy on conducting criminal background checks on applicants for employment, certain current employees, and certain volunteers. Criminal background checks must be conducted on current employees holding a position of trust with access to vulnerable populations, as defined in the above paragraphs of this policy, who have not previously been subject to a criminal background check by the University.

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 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. Inform nonlicensed health care worker applicants/employees that a criminal history (background) check is required by law and is agency policy and will be conducted.

UW-Madison will comply with the Board of Regent policy that UW institutions conduct a criminal background check on applicants for employment, certain current employees, and certain volunteers. 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.

http://www.calstate.edu/HRAdm/pdf2015/HR2015-08AttA.pdf

https://hr.osu.edu/wp-content/uploads/policy415.pdf

background check policy sample

sample background check policy nonprofit

sample church background check policy

sample company background check policy

sample background check policy california

sample volunteer background check policy