Re: Background Checks in Higher Ed?

[Carole Meyers <cmeyers () EMORY EDU>]

Connie--

Emory has had a university-wide policy re: background checks for staff for some years now.  Faculty do not go through the same background checks.

<x-tad-bigger>POLICY 
</x-tad-bigger> <x-tad-bigger>It is the policy of Emory to require a criminal background check for all newly hired regular and temporary employees and rehired employees as a condition of employment. 

</x-tad-bigger><x-tad-bigger>EMPLOYMENT PROCEDURES</x-tad-bigger><x-tad-bigger> 
</x-tad-bigger> <x-tad-bigger>Applicants must provide valid identification and sign a consent form authorizing Emory to obtain a criminal background history. In some instances, fingerprinting may be required for clarification. The consent form may be signed and notarized in Human Resources or if a notary is not available, Emory will accept a legible copy of a driver's license, passport or government issued identification. The following identification cards are not acceptable: school, employer and privately issued. 

All offers of employment are contingent upon verification of information provided by the applicant. 

Employment eligibility of new hires who indicate on their application that they have been convicted of a crime (including a plea of nolo contendere ) will be considered on a case-by-case basis by Human Resources and the hiring department. The hiring decisions will be made based on the type of criminal conviction, the length of time since the conviction, and the duties and location of the job assignment. 

The Emory Police Department will notify Human Resources which will notify the hiring official of the applicant’s acceptability. In some cases, the results may be delayed if fingerprinting is required of the applicant. 

If the results of the criminal background check are not favorable and there is a reason to believe the information may not be current, the applicant will be given the opportunity to refute the results before the job offer is withdrawn. Giving false or incomplete information is sufficient cause to disqualify an applicant from employment.</x-tad-bigger>

--Carole

On Jun 23, 2004, at 9:17 AM, Davis, Thomas R. wrote:

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> - ----Original Message----
> From: The EDUCAUSE Security Discussion Group Listserv
> [mailto:SECURITY () LISTSERV EDUCAUSE EDU] On Behalf Of Sadler, Connie
> Sent: Wednesday, June 23, 2004 7:14 AM To:
> SECURITY () LISTSERV EDUCAUSE EDU Subject: [SECURITY] Background Checks
> in
> Higher Ed? 
>
> > I heard recently that some institutions of higher ed are now
> > beginning to institute background checks for some staff and
> > faculty. Does anyone do this - or know who does? I hear that some
> > institutions do simple checks (financial and criminal) for their
> > security personnel and sys admins (in key positions) and some do
> > simple screens for their faculty and staff. Coming from an industry
> > background, I have seen this done in 
> > aerospace and financial sectors (and some in health care), but not
> > in education. If anyone is doing this, I'd appreciate hearing from
> > you.  
>
> Hi Connie,
> We have performed Limited Criminal History (LCH) checks for all
> external finalists (and internal finalists with less than 1 year on
> staff) for the security positions within our office for several
> years.  Recently, however, our HR office instituted a university wide
> policy on background checks that takes effect on July 1, 2004.  
>
> [1] http://www.indiana.edu/~uhrs/policies/uwide/bkg_check.html
>
> Hope this helps,
>
> - -- 
> Tom Davis, Information Technology Security Officer, CISSP, CISM
> Office of the VP for Information Technology, Indiana University
> PGP key or S/MIME certificate: https://www.itso.iu.edu/staff/tdavis/
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Carole Meyers, PhD
Director of Academic Computing, Emory College
404-727-4755
cmeyers () emory edu

Carole Meyers, PhD
Director of Academic Computing for Emory College
404-727-4755
cmeyers () emory edu
www.carolemeyers.com