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Criminal Background Check Policy 413.03

Criminal Background Check Policy 413.03
Johnson County Community College
Series: 400 Personnel
Section: Hiring and Onboarding

Applicability: This Policy applies to all Johnson County Community College (“赌钱app可以微信提现” or the “College”) applicants for employment and employees.

Purpose: The purpose of this Policy is to explain when a background check may be required and describe the circumstances requiring an employee to notify the College after being convicted of a criminal offense.

Statement:

The College will obtain a background check, including criminal history, on all persons recommended for employment (new hire or re-hire), certain employees recommended for transfer or reassignment, and for other employees as may be determined in accordance with Human Resources procedures. No person covered by this Policy is authorized to begin employment or a new position prior to passing the background check adjudication process performed by Human Resources.

All applicants for employment at the College will be advised that a background check is a condition of employment. Applicants may be required to disclose information related to criminal history requested on the employment application and during the employment screening process. Failure to fully disclose such requested information may result in disqualification from employment, withdrawal of an offer, or termination of employment.

Any and/or all employees are required to notify the College of any conviction, guilty plea, no-contest plea, or diversion agreement related to any criminal offense classified as a misdemeanor or a felony. This requirement does not apply to municipal ordinance violations or traffic infractions that are not classified as misdemeanor or felony offenses. Such notice of conviction must be provided to Human Resources within seven (7) calendar days from the date of conviction. Upon receipt of notice of conviction from an employee, the Vice President of Human Resources or designee shall review the matter, determine whether a criminal background check is required, and take appropriate action in accordance with College policies. Failure of an employee to provide such notice shall be considered grounds for disciplinary action up to and including termination of employment.

A reported criminal offense conviction will not necessarily disqualify an applicant or employee from employment with the College. Decisions will be made by the Vice President of Human Resources or designee based on an individualized assessment. The employee or applicant will be given an opportunity to provide Human Resources with information relevant to this assessment. The nature and seriousness of the offense; the date of the offense; the number of convictions; circumstances surrounding the offense; evidence of rehabilitation, including education, training, treatment, or counseling; employment history before and after the offense; relevance of the offense to the specific position; and whether hiring, transferring, or promoting the applicant or employee would pose an unreasonable risk to the operations or persons at the College may all be considered before a decision is reached.

Date of Adoption: 08/18/2011
Revised: 03/15/2018, 04/20/2023, 12/12/2024