Background Check FAQ
Where do I go to start a background check or obtain a release form?
Can I work before the background check is completed?
No, however due to unique roles and timing, it may be permitted on a case-by-case basis with prior HR approval.
How does the background check process work?
The applicant, with a pending offer of employment, completes the release form. It is submitted to our 3rd party vendor. They perform a criminal background search. Upon completion, the results are submitted to Human Resources for review. If no issues are found, the process is over, and the person is approved for formal hire. If an issue is found, HR will work with the applicant, and appropriate resources, in an attempt to rectify the situation. If it is not able to be rectified, employment is not offered to the person and an adverse employment letter is issued. For more information visit our Policies and Procedures page.
What if you worked for the college previously? Do you need a check?
If someone resigned from the college, was terminated by the college, or had their pay assignment ended (break in service), they are NOT considered an existing employee. Therefore, they are subject to a background check, even if they previously had a check completed.
Do all positions need a background check?
Yes, unless noted otherwise by Human Resources.
Do volunteers need to submit for a background check?
It depends. Any volunteer placement beyond 2 days must submit for a background check.
Why are we doing this?
Human Resources is committed to providing a safe workplace for employees as well as a safe educational space for our students.
What happens when a background check comes back with an issue?
In the event the background check comes back negative in an approved exception, HR will immediately send the person home pending a documentation review and an adverse employment letter could be issued after legal guidance. Human Resources will follow the Fair Credit Reporting Act guidelines and collaborate with the background check vendor as well as legal-council as necessary to determine the status of the applicant or volunteer. Based upon the situation, an adverse employment letter may be issued to end the employment relationship.
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