Company Background Check Policy

Company Background Check Policy

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Company Background Check Policy

All current employees with primary responsibility for driving as demonstrated in the position description are required to self-disclose the post-employment suspension or revocation of a driver's license that occurs on or after the Effective Date of this Policy within three business days of the revocation to the Human Resources Background Check Coordinator. 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. According to a survey by the Equal Employment Opportunity Commission (EEOC), 93 percent of employers conduct background checks in some instances.While background checks may seem to be a valuable tool for spotting resume fraud or heading off negligent hiring claims, they can also land a company in hot water if an applicant claims the company used its criminal background check policy to discriminate unfairly. In event adverse action to be taken on a criminal background check, the applicant or employee will be provided with a copy of the criminal record, the Company's criminal background policy, and the FCRA Summary of Rights, and will be advised of the part(s) of the record that make the individual unsuitable for the position or license, Applicant or employee affected will always be given the opportunity to dispute the report.

CRIMINAL BACKGROUND CHECK POLICY This policy is applicable to the criminal history screening of prospective and current employees,.. The Company is an agency.. 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). UNIVERSITY PARK, Pa. - A new Penn State policy, effective July 5, 2012, requires final job candidates and third-party employees who are offered employment on or after the policy effective date to undergo a criminal background check before approval of their work at 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. 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 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. Steps for Completing Check for New Hires - For new hires, the Office of Human Resources will process background checks for all full-time positions and for promotions, transfers, part-time positions and select volunteers identified by the administration considered sensitive according to the background check policy. This individual will request the applicant, employee or select volunteer identified by the administration to complete the appropriate release form(s), submit required information to the background check vendor to conduct the background check, maintain the background check reports for the personnel file, and report results of background checks as required by policy.

Recently, the Equal Employment Opportunity Commission updated its policy on the use of criminal background checks during the hiring process to discourage discrimination based on race or national origin. Background Checks will be initiated only by Human Resources (classified, contract professional and faculty employees), the Extension Personnel Office (Extension Agents, Faculty or Specialists), or by other Human Resources Professionals to whom that responsibility has been formally delegated by Human Resources (referred to in this policy collectively as Authorized Initiators”).

https://www.okcu.edu/uploads/human-resources/docs/background-check-policy2016.pdf

https://www.lsu.edu/hrm/pdfs/PRE-EMPLOYMENT_BACKGROUND_CHECK_POLICY_item50958.pdf

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