When the University determines that the use of criminal conviction records or credit records is appropriate, any information received will be reviewed and evaluated by the Director of Human Resources (or an appropriate designee) as to its relevance to the specific employment decision to be made. This evaluation shall include consideration of, without limitation, the following factors: falsification of application, date of conviction, employment record after conviction, length of employment and work performance (for transfers and internal promotions), number and nature of the conviction(s), nature of the work to be performed, and the potential opportunity through abuse of work-related functions or situations to cause harm to students, faculty, staff, or to the financial or material property of the University.
Existence of a conviction record will not automatically disqualify the applicant for employment, transfer, or promotion. Providing false information or omission of information may be grounds for denial of employment for applicants, or for the discharge of current employees.
Applicants for faculty and staff positions will be notified of the University's policy for checking criminal conviction records by the hiring department at the time an initial application or transfer request is made. The hiring department will direct the candidate to the candidate portal to obtain authorization for a background check at the time a conditional offer of employment has been extended and accepted by an applicant or employee.
This policy will be followed when filling faculty and staff vacancies with new or or internal promotions/transfers, as well as for other positions in which the employee has or may have contact with and/or access to financial and material assets of the University. This procedure may also be used in other situations when the University deems it relevant to a specific employment decision. For the full policy and for specific procedures for implementing this policy, see the Employee Background Check Policy.