A.POLICY

Zane State College has a long-standing commitment to maintaining student and employee safety, accountability, and health. Accordingly, the college has adopted this pre- employment background check policy and procedure.

B.POLICY GUIDELINES

1. The Office of Human Resources will conduct pre-employment background checks for final candidates for all regular full-time and regular part-time positions; communicating the results of the search will be handled by the Office of Human Resources in collaboration with the hiring manager and the senior administrator of the employing department.
2. Pre-employment criminal background checks; and, verification of education and employment will be conducted for final candidates for all positions that are regular full- and part-time. Other types of background checks may be necessary depending on the nature of the position being filled.

1. All applicants will be advised that the final candidate(s) for a position must successfully complete a background check as a condition of being employed at Zane State College.
2. All final candidate(s) will be required to complete the required forms prior to the background check. Any final candidate who refuses to complete any of the required forms will be deemed to have withdrawn him/herself from consideration for employment.

1. The Office of Human Resources will review, as may be appropriate, state, county and federal background information.
2. Convictions will not be an absolute bar to employment. A conviction will affect an individual’s candidacy for employment if there is a substantial relationship between the circumstances of the conviction and the circumstances of the particular job or licensed activity.

1. Except as authorized by the individual in writing or as required by law, information gathered under this policy and procedure will be disclosed only to College staff with a business-related, need to know.

1. The Director of Human Resources will convene a committee of three (HR Director, hiring manager, and the senior administrator - barring any concerns of conflict of interest) to review and assess any unique and unusual results of a background search to determine if it is appropriate to continue to move forward in the search process; the members of the committee will be determined by the nature of the facts of the case.