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College background check policy
College background check policy
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A growing number of institutions are seeking to require background checks for employees, but a policy for the California State University System has the faculty asking to put it on hold, according to the Los Angeles Times. The policy for all new hires took effect in August and requires criminal records checks as well as verification of past employment, education and references. Credit checks also could be part of the deal for some candidates. While current employees are generally exempt from the new policy, some who change jobs within the system could be subjected to it, along with student workers and consultants.
Olympic College will conduct a criminal background check prior to an offer of employment being made for regular, part-time, and volunteer appointments at the College. The College will on consider prior convictions within the guidelines of the law. Each prospective employee or volunteer with a conviction(s) on his/her record will be considered a case-by-case basis for appointment. In collaboration with the senior hiring administrator, the Director of Human Resource Services will take into consideration the department and position, the nature and gravity of the offense, and the time that has passed since the conviction. Any applicant that is not appointed because of a prior conviction may appeal the decision in writing to the Executive Director of the Human Resources Department within 14 calendar days of receiving written notice of the decision.
https://www.olympic.edu/sites/default/files/files/Criminal%20Bkg%20Check%20Policy%202015.pdf
Many employers conduct some level of background screening on applicants and, at times, current employees. From the employer perspective, the benefit is clear—employers want to know who they are hiring and avoid potential claims of negligent hiring. More and more, however, state and federal laws and the agencies that enforce them are creating obstacles. “Ban the box” legislation, the Fair Credit Reporting Act (“FCRA”), and the Equal Employment Opportunity Commission’s (“EEOC”) guidance all restrict the information employers can request, how they request it, and how they can use it. Some employers are throwing up their hands and throwing in the towel. But employers need not panic. Although increasingly more complicated, background checks can still be a useful tool—employers just need to be aware of the changing landscape.
If you are tempted to embellish your resume -- even just a tad -- to make yourself a perfect fit for the job, think again. Lying on your resume about degrees and diplomas is a nearly certain way to have an employer eliminate you from consideration, according to a national survey revealing trends about how employers use background checks and other employment screening methods. The survey found that most employers were more accepting of people with certain types of criminal convictions than they were of people who lied on their resumes. The informal survey of more than 500 managers, executives, and other employees representing U.S. employers, was done by EmployeeScreenIQ, the local company that performs employment background screening services for employers. Only about 20 percent of respondents are clients of the company. The online survey was conducted in January and February. This is the sixth year EmployeeScreenIQ has done such a survey.
https://www.cleveland.com/business/index.ssf/2015/06/7_things_you_need_to_know_abou.html
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