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Pre-employment Background Check Policy and Procedures

Purpose:

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


Policy:

The University conducts background checks on all new hire employees and volunteers.  All candidates for full-time and part-time assignments with the University must authorize a lawful background check as part of the application packet.    An offer of employment is contingent upon verifying the accuracy of the information provided by the candidate and the background check results will determine his/her suitability for employment at the University.

All background checks are conducted by a third-party service provider (vendor).

University background checks 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 full-time, part-time, volunteer, and temporary employees.
    • In some cases, new hires may start work before the 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. 

 

PROCEDURE:

Initiation of Background Check:

  • Once a candidate has been identified for hire a background check consent form is sent by Human Resources to the new hire. 
  •  The candidate returns the signed 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 the candidate an opportunity to review the report, 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 employee to determine the basis for the unsatisfactory results.