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Pre-employment Background Check Policy and Procedures

REASON FOR POLICY

The University conducts pre-employment background checks to promote a safe work environment and to assist Hiring Managers in making prudent employment decisions based upon comprehensive job-related information.

POLICY TEXT

The University conducts background checks on all potential employees and volunteers. Candidates who apply for full-time and part-time assignments with the University must authorize a lawful background check as part of their application packet. An offer of employment is contingent upon verifying the accuracy of the information provided by the candidate. The results of a background check will determine a candidate's suitability for employment at the University. All background checks are conducted by a third-party service provider (vendor) and comply with all applicable federal and state laws, including the Fair Credit Reporting Act and the California Investigative Consumer Reporting Agencies Act.

New Hires
A background check is required for all potential full-time, part-time, volunteer and temporary employees. In some cases, a candidate may start work before a background check has been initiated or completed. Continued employment is contingent upon the satisfactory results of the background check. The background check does not relieve the hiring department of its obligation to perform reference and employment history checks or obtain copies of degrees, licenses or certificates required for a specific position.

Rehires
A background check is required for all full-time, part-time, volunteer and temporary employees who have separated from the University and are subsequently rehired.

PROCEDURES

Initiation of Background Check

  • Once a candidate has been identified for hire, Human Resources sends a background check consent form to the candidate. 
  • The candidate signs and returns the consent form to Human Resources.
  • Human Resources initiates the background check with the vendor.

Background Check Results:

  • The vendor forwards the results to Human Resources. The vendor also informs the candidate of the results, provides an opportunity for review and informs the candidate of his/her rights under the Fair Credit Reporting Act and the California Investigative Consumer Reporting Act.
  •  If the results are satisfactory, Human Resources finalizes the hiring process.
  •  If the results are unsatisfactory, Human Resources consults the Hiring Manager and the Office of General Counsel to determine a course of action. The Hiring Manager or Human Resources consults with the candidate to determine the basis for the unsatisfactory results.