I.  Policy: 

The college conducts background screening on employees to verify references, employment history, educational background, criminal records, and other appropriate records relevant to a particular job or position, including abuse registries and credit checks as applicable. In accordance with federal law, each prospective employee shall be required to provide documents verifying his or her identity and authorization to be legally employed in the United States. Employment with the college is contingent upon successful completion of a background check and provision appropriate identity/employment eligibility documentation.

a. Personal Protected/Confidential Information means individually identifiable data that is protected by law or otherwise deemed confidential, including but not limited to social security number and health information.

b. Cash or Financial Information means petty cash or other cash funds of the college and individually identifiable financial account information including but not limited to bank account numbers, credit card accounts, and information necessary to transfer funds.

a. Background Checks Applicable to All Positions. Individuals employed in any position with the college are subject to:

i. Verification of past employment.

ii. Provision of professional and personal references.

iii. Education verification through the provision of official transcripts issued directly to the college; and

iv. Providing appropriate identification and employment eligibility documents as required by law.

b. Background Checks Applicable to Certain Positions.

i. For positions in which a driver’s license is required, a motor vehicle record/driving history check may be conducted to verify insurability of the employee on the college’s auto insurance program.

ii. For positions in which a professional or vocational license/certification is required, an official copy of the license/certification may be required or the college may contact the issuing authority to verify the validity and current nature of the license/certification.

iii. For positions with access to personal protected/confidential information, including social security number, a criminal records check may be conducted to include a local criminal records check with police and sheriff’s departments, and a fingerprint check through state and federal law enforcement.

iv. For positions with access to cash or financial account information, a credit check may be conducted or the employee may be required to be appropriately bonded for the type of position he or she holds.

v. Certain positions may have other background check requirements established by state or other authorities, e.g. hospital requirements for nursing faculty. In those cases, employees in those positions are subject to the required additional screening requirements in order to continue in their employment with the college.

c. Notice of Background Check Requirements

i. Background check requirements are noted in the job description and are included in the job announcement.

ii. Where background check requirements have been established or are required, a failure to comply with or to successfully complete the requirements may lead to disciplinary action up to and including termination of employment.