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. 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
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 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.
- The Hiring Manager or Human Resources
communicates the final decision to the candidate.
