Section VI - Employment Matters

VI A 15

Employment Process - Criminal Background Checks

To state College's policy and procedure regarding employee criminal background and credit checks

Policy Statement

Randolph Community College recognizes its responsibility to provide the safest possible environment for students, visitors, faculty, staff, and physical resources. Effective January 1, 2013, Randolph Community College will conduct criminal background checks on all final candidates for employment once an offer of full-time and part-time employment has been made and accepted, with the exception of tutors because of the temporary nature of their assignments.

Procedure

Prior to conducting the criminal background check, the Chief Personnel Officer or his/her designee will obtain the signed, written consent form from the potential employee and forward to the Human Resources Office. The refusal to consent to a criminal records check will result in the applicant not being offered employment, or if a conditional offer has been made, the offer will be withdrawn, or the employee’s employment will be terminated, as applicable.

If a person omits information or gives false information concerning his or her criminal history on his or her employment application, background check form, resume, or any other required or submitted application-related document, that person may not be offered employment. If the person has been hired or offered employment conditioned on the results of a criminal history check, the person will be subject to disciplinary action up to and including dismissal or the offer of employment will be withdrawn, as applicable.

The results of criminal convictions will be considered in hiring, discipline, dismissal, and other personnel decisions. If an applicant’s or employee’s criminal history or the resulting additional background check indicates that the person poses a threat to the physical safety of students or personnel or that the person has demonstrated that he or she does not have sufficient integrity, honesty, ethics, or other traits to fulfill his or her duties as a College employee, then the person’s offer of employment will be withdrawn or the person’s employment will be terminated. All newly-hired employees may be employed conditionally pending the review of the criminal records check and any resulting additional background investigation.

If an employee is charged with a felony or misdemeanor other than a minor traffic violation, he or she shall notify the College President or the President’s Executive Assistant within two working days of the time he or she is released after being charged with the offense. Failure to do so may result in the employee’s immediate dismissal.

The College will require an applicant to agree to credit checks for positions which have access to cash, checks, credit card transactions, or bank account information. A credit check will be required for all President's Cabinet members. When RCC collects credit information, such checks will be consistent with the guidelines set forth by the federal Fair Credit Reporting Act (FCRA). The Act requires organizations to obtain a candidate’s written authorization before obtaining a credit report. When applying for such a position, the refusal to consent to a credit check will result in the applicant not being offered employment, or if a conditional offer has been made, the offer will be withdrawn or the employee’s employment will be terminated, as applicable.

Randolph Community College also requires criminal background checks (state and national) and Office of the Inspector General reviews on current employees in health sciences programs or any other academic program area when necessary to comply with specific terms of partnering agency agreements.

Adopted: 10/13/2005

Revised: 07/17/2008, 09/17/2009, 11/19/2009, 11/15/2012