3.1.4: Criminal History Background Checks
Spalding University conducts background checks on all job candidates post-offer (contingency offer). Spalding University may also use a third party administrator to conduct background checks. The type of information that can be collected by this agency includes, but is not limited to, a criminal background check, education, employment history, credit, and professional and personal references. This process is conducted to verify the accuracy of the information provided by the candidate and determine his/her suitability for employment. Spalding University will ensure that all background checks are held in compliance with applicable federal and state statutes, such as the Fair Credit Reporting Act.
Background checks are to be processed after a contingent offer of employment has been extended and accepted. The offer of employment is contingent upon the successful results of the background check. Background checks are required for all new hires. A new hire may begin working prior to the results of the background check, however should a negative result yield from the check, the new hire will be subject to immediate disciplinary action, up to and including termination. A background check is required for all rehires that have been separated for longer than 90 days.
Spalding University reserves the right to run additional and follow up background checks on active employees, based upon current accreditation standards or for justifiable cause.
Each background check candidate must complete the Consent for Release of Background Information form. This form is available to the applicant through the Human Resources Office, the Spalding University website and can be sent via e-mail to the candidate as well. New hires will fill out the Release form at the time that they fill out all other new hire paperwork, typically on ones first day of employment.
Verification of Background Checks
- The results of the background check will be sent directly to the Office of Human Resources.
- The Human Resources Coordinator will review the report. If any discrepancies or criminal history are noted, the Human Resources Coordinator will notify the Director of Human Resources and/or University Counsel for final determination. The University reserves the right to consult with the hiring department, or any other pertinent offices such as the Office of the President or the Office of Academic Affairs.
Adverse Action Notifications
- If a background check is returned with unfavorable results, the Office of Human Resources will notify the hiring manager/immediate supervisor.
- The Office of Human Resources will contact the candidate to inform him/her that the University is rescinding its contingent offer of employment. The candidate may request a copy of the background check through the Office of Human Resources.