Students who have resided outside of the United States will be required to complete Castle Branch's International Criminal Background Check (UO33int) in additional to the standard U.S. criminal background check. Any Assistant Director Employment: works with the OHR Background Check unit to assess potential risks of adverse background check results for SHRA permanent and unpaid volunteer, intern and visiting scholar appointments. Assignment will last for ten (10) calendar days or less. Revision of Employment-Related Criminal Background Check Policy Student employees who do not re-enroll at UNC-Chapel Hill. factors including, but not limited to, the salary range of the proposed The above information represents highlights of the extended University Policy on the Protection of Minors. required for. Office of Postdoctoral Affairs (OPA): works with the OHR Background Check unit, appointing department head and school/division HR officer to assess potential risks of adverse background check results for postdoctoral fellow appointments. criminal record is prohibited by state or federal law. potential for illegal activity by the individual, as might be inferred from a If it does not meet the criteria for the new position, additional background check components must be completed. checks are accomplished in a fair and compliant manner in accordance with The convictions for a particular position. Students who All candidates are required to complete a Criminal Background Check prior to admission to the College of Education. How do I request a background check? If a background check is required (see the background check policy's "Scope" section), the appointing department supervisor or manager will submit a request to the appointing department's background check initiator to submit a background check request for the candidate/appointee. PDF Human Resources Policy - National Employment Law Project The department background check initiator is responsible for completing all required fields and including the person ID (if one exists) on the background check ePAR. Confidentiality. officials. The institution shall ensure that all will be made available to applicants on request in accordance with State available. Background checks are conducted as a condition of appointment. Transfers or job changes with a new primary job indicator in ConnectCarolina. Employees/appointees typically pay the cost for this service. period of no fewer than seven years as of the date of the check, when Accreditation. 2023 University of North Carolina at Chapel Hill |. The University strives to create a welcoming and safe environment for all members of the University community. The guiding principles for the initiative include addressing concerns about turnaround time, navigation, transparency, and administrative burden. requirements for law enforcement certification as well as any specific AN ACT TO AUTHORIZE CRIMINAL HISTORY CHECKS FOR CURRENT VOLUNTEERS OR PAID FIRE DEPARTMENT PERSONNEL AND EMERGENCY MEDICAL SERVICES PERSONNEL AND TO ESTABLISH THE URBAN SEARCH AND RESCUE PROGRAM . The University has incorporated a mandatory driver's license check as part of the background check for covered individuals for whom driving is required as part of their essential duties, or who could be reasonably expected while performing those duties to drive a University/State-owned vehicle. Purpose. For more information, refer to the Background Check Policy Supplemental Procedures. Background Check Policy - University of Nebraska Medical Center Secondary Adjunct Faculty appointment (with or with no intent to pay) in the same or different department with secondary job indicator in ConnectCarolina. [1]See https://www.eeoc.gov/laws/guidance/enforcement-guidance-consideration-arrest-and-conviction-records-employment-decisions. Length their relevant conviction(s) and/or charge(s) and provide any proof of Independent contractor will perform assignment in their own facilities, has no access to confidential or protected records or data and has no direct contact with sensitive populations. Employee placed in another position in lieu of layoff. If An appointing department may not extend a contingent offer of employment to the following SHRA or EHRA Non-Faculty appointees: For all other appointment types including temporary, UNC independent contractors, unpaid volunteers, interns and visiting scholars, CDC/USDA Tier 1 Select Agents, and anyone who will have contact with minors, the appointing department must receive the final results of a background check (with the exception of the credentials verification) prior to extending an offer of employment or appointing an unpaid affiliate. The new technology coincides with an updated visitor policy that require visitors to submit to the background checks and be chaperoned throughout their visit to the school, among other things. 3. For federally regulated CDC/USDA Tier 1 Select Agent appointments, the Department of Environment, Health and Safety may be consulted. be used for a subsequent position or appointment; and. The contingent offer must be made in writing and indicate that the offer of employment is contingent on the satisfactory outcome of the pre-employment process. dismissal or not guilty; however, separate and apart from a specific judicial Background checks are required for individuals participating in the University's CDC/USDA Tier 1 Select Agent program and working with Tier 1 biological CDC/USDA Select Agents and toxins (BSAT). application or as part of any supporting documentation provided in the Prior non-expunged criminal convictions, arrests, charges, serious driving infractions (when driving a state-owned or personal/other vehicle is required as an essential function of the position), or falsification of credentials revealed in background checks will be assessed for potential risks to the proposed appointment of a covered individual. Background Check FAQs - UNC Human Resources View NCGA Bill Details. Employee moves from a permanent to temporary SHRA/EHRA Non-Faculty position as long as break in service does not exceed one hundred twenty (120) calendar days. Policy. Previous non-expunged convictions, arrests or charges do not automatically disqualify a candidate from consideration for employment/appointment. Each constituent institution and The foregoing regulation as adopted by the president is meant to Criminal Background Check - shall generally mean an investigation into a person's conviction history to determine whether, in the last ten years, the person had been convicted of a felony, unless federal, state or local law requires a different definition for specific types of jobs. This regulation sets forth requirements related to the administration of While such Once the results are evaluated, the Background Check Unit will complete the background check summary and upload the degree and/or professional licensure verification(when applicable) into ConnectCarolina. A background check may be required in accordance with the following policies: Background check requirements are dependent upon the employee type as follows. the chancellor or their designee may exclude these individuals from the Background Checks - Graymark; Background Checks - Graymark. Consistent with this goal, the University will not employ persons or appoint unpaid affiliates with prior non-expunged criminal convictions, arrests, charges or driving records (when driving a state-owned or personal/other vehicle is required as an essential function of the position) who pose an unacceptable safety risk to the University or its employees, students, visitors and community. Background check ePAR: an electronic personnel action request in ConnectCarolina that is completed and submitted by the appointing department's background check initiator to request a background check. The institution shall ensure that all Assignment involves access to sensitive populations, facilities and/or data, Work in another department is different from and/or is performed for another department. NCSBI - Employers/Licensing Entities Student employees enrolled at UNC-Chapel Hill who do not have contact with minors or meet any of the other criteria which require them to have a background check. omissions by the candidate with respect to prior residences during the time period being checked. related to their education may be exempted from the background check Requirements. Refer to the background check quick reference cards (QRCs) located in the HR Toolkit for step-by-step instructions. evidenced by the background check results and any supplementary information Senior Associate Vice Chancellor for Human Resources and Academic Personnel: approves appointment/report-for-duty exception prior to completion of a non-disqualifying background check. Departments may not have an individual report for duty unless the background check has been completed with no disqualifying results. The evaluation must be completed by a National Association of Credential Evaluation Services (NACES) accredited agency that performs credential evaluation services. guidance provided by the North Carolina Office of State Human Resources (OSHR). affiliate of the University of North Carolina System will establish and School, Department, or other organizational unit issuing this document. you are expected to read and comply with Organization and Professional Developments cancellation policy outlined below: The check should include a good faith attempt to identify any that employment decisions are not based on the criminal history of an Senior Director EHRA Human Resources, Office of Human Resources: works with the OHR Background Check unit to assess potential risks of adverse background check results for EHRA faculty and non-faculty appointments; works with the OHR Background Check unit to send adverse action notifications, when necessary. driving, professional license verification, degree verification, and/or federal debarment checks, when applicable). Title of the person who is primarily responsible for issuing this policy. For instructions and further information please use this form to submit a request: Request for Access to . otherwise known to the University (e.g., the age of the candidate at the time other extenuating circumstances documented by the covered individual or Include Prohibit purposes of determining a starting salary, the Lab School may ask the prospective employee and/or the Article - Policy on Background Checks - University of North Carolina obtained as part of the employment process, unless the act of sharing the VI. North Carolina General Statutes (N.C.G.S. determination must consider the following factors with respect to each Assignment involves a continuous relationship. criminal record is prohibited by state or federal law. UNC independent contractor: an individual engaged by the University but determined to be a contractor rather than an employee based on U.S. Internal Revenue Service and University procurement guidelines. After failing to make the NCAA Tournament, Hubert Davis and his staff face a very important offseason rebuild for the program. This time frame may be exceeded, however, depending upon the number of names of record, number and location of out-of-state jurisdictions that need to be checked and/or adverse results. mandated by another policy or regulation. supplement, and does not purport to supplant or modify, those statutory the relationship of the conduct to the specific job duties and responsibilities that would be performed by the covered individual, if appointed; the nature, gravity, and context of the events surrounding the conduct, as evidenced by the background check results and any supplementary information that can be obtained by the University or that is promptly provided by the covered individual; the time that has elapsed since the conduct occurred and/or completion of any sentence served; the individual's demonstrated behavior since any conviction and the future potential for illegal activity by the individual, as might be inferred from a past pattern of conduct; any other extenuating circumstances documented by the covered individual or otherwise known to the University (e.g. the results of a background check may result in a non-selection decision: Allow Human Resources and Equal Opportunity and Compliance, A Summary of Your Rights Under the Fair Credit Reporting Act, Centers for Disease Control and Prevention - Select Agents and Toxins Guidance, UNC System Office Policy Code 300.8.7[R] - Regulation on Pre-Employment Background Checks and Applicant Salary History, UNC System Office Policy Code 300.2.3[R] - Regulation Governing Fraudulent Job Applications, Background Check Policy - Supplemental Procedures, Recruitment and Hiring Policy for SHRA Permanent Employment, Policy on Unpaid Volunteers, Interns and Visiting Scholars, Reporting of Criminal Convictions for Current Staff, Non-Faculty and Faculty Employees, Student Employees and Affiliates, UNC-Chapel Hill Biological Safety Manual - Chapter 14: Select Agents and Toxins, Office of Human Resources Background Check unit. application process. other extenuating circumstances documented by the covered individual or PDF Background Check Policy & Procedural Supplement - UNC Human Resources employment decision: 1. Subsequent background checks are required for all individuals covered by the policy every twelve (12) months unless any of the exceptions apply. dismissal or not guilty; however, separate and apart from a specific judicial North Carolina General Statutes (N.C.G.S. Subsequent job changes to a senior administrative appointment (SAAO I/II) with a primary job indicator in ConnectCarolina. The "pre-adverse" and "adverse action" notifications described in this section will be provided to the covered individual by the OHR Background Check unit in consultation with the University official below: If a background check produces adverse results that may bar appointment of a covered individual, the OHR Background Check unit on behalf of the designated University official, must notify the covered individual prior to taking any adverse action based in whole or in part on the background check results. and temporary employees, including student employees. Records For any covered individual participating in the CDC/USDA Tier 1 Select Agent program, the background check initiator must indicate "CDC Select Agent" under the "Special Category" field on the ePAR. the University's Independent Contractor Policy, New hire or rehire appointment resulting from a competitive recruitment. applicable conviction, infraction, or charge and its bearing on a potential Assessment the State of North Carolina records retention schedules for universities and Based on feedback received from the university community during the implementation of the policy, and in an effort to create a consistent and comprehensive background check process that promotes a safe campus environment, University Policy 101.23 has been revised to require criminal background checks for all non-faculty employees, including those without Sensitive Duties, at least once every . In addition, the background check initiator is responsible for following up with the candidate/appointee as needed to ensure the background check questionnaire is completed in a timely manner. Subsequent job changes from Adjunct Faculty (with and with no intent to pay) to Fixed-Term Faculty appointment. pre-employment background checks and prior salary history to ensure that such The appointing department will submit a request to their internal department background check initiator to submit a background check for the candidate/appointee by completing a background check ePAR. The University will perform an individualized assessment to determine whether the underlying conduct warrants exclusion from employment based on several factors, including the nature of the underlying conduct, nature of the job, and the time elapsed since the conduct occurred. the UNC General Records Retention schedule. ), federally regulated CDC/USDA Tier 1 Select Agent requirements, a copy of the background check report; and, a copy of the document "A Summary of Your Rights Under the Fair Credit Reporting Act"; and, information including the name, address and telephone number of the consumer reporting agency that furnished the consumer report, that the consumer reporting agency did not make the decision to take adverse action and is unable to provide the consumer the specific reasons why the adverse action was taken, as well as how to dispute the accuracy of the information on the consumer report through the consumer reporting agency and request a free copy of the background check report, Federally regulated CDC/USDA Tier 1 Select Agent requirements, September 01, 2002 - Approved by: Associate Vice Chancellor, Office of Human Resources, November 24, 2021 - Approved by: Associate Vice Chancellor, Office of Human Resources, July 1, 2020 - Approved by: Associate Vice Chancellor, Office of Human Resources, February 10, 2020 - Approved by: Associate Vice Chancellor, Office of Human Resources, October 5, 2018 - Approved by: Associate Vice Chancellor, Office of Human Resources, December 1, 2017 - Approved by: Associate Vice Chancellor, Office of Human Resources, September 1, 2017 - Approved by: Associate Vice Chancellor, Office of Human Resources, July 1, 2017 - Approved by: Associate Vice Chancellor, Office of Human Resources, April 3, 2017 - Approved by: Associate Vice Chancellor, Office of Human Resources, December 4, 2015 - Approved by: Associate Vice Chancellor, Office of Human Resources, September 12, 2014 - Approved by: Associate Vice Chancellor, Office of Human Resources, July 1, 2014 - Approved by: Associate Vice Chancellor, Office of Human Resources, April 4, 2013 - Approved by: Associate Vice Chancellor, Office of Human Resources, May 1, 2011 - Approved by: Associate Vice Chancellor, Office of Human Resources, November 12, 2010 - Approved by: Associate Vice Chancellor, Office of Human Resources, July 1, 2007 - Approved by: Associate Vice Chancellor, Office of Human Resources. A background check may be required based on the criteria below unless a background check was completed for the candidate/appointee within twelve (12) months of the new position or appointment effective date. The 2023 offseason has already been a busy one for the UNC basketball program. Retention. If the date on which this document became/becomes enforceable differs from the Origination or Last Revision, this attribute reflects the date on which it is/was enforcable. Pursuant to North Carolina Session Law 2013-53, any State entity requesting disclosure of information concerning any arrest, criminal charge or criminal conviction of the applicant must first advise the applicant that State law allows the applicant to not disclose any arrest, charge or conviction that has been expunged. For assistance concerning this policy, please contact the Background Check Supervisor via the Office of Human Resources Service Center at (919) 843-2300. A background check must be satisfactorily completed prior to employment or appointment. The following minimum Prohibit employment decision: The the chancellor or their designee may exclude these individuals from the the applicant a reasonable opportunity to explain the circumstances surrounding Assignment will last more than ten (10) calendar days (may be consecutive or intermittent). The UNC Policy Manual 300.8.7 [R] Adopted 10/11/21 Amended 06/09/2022 Regulation on Pre-Employment Background Checks and Applicant Salary History I. The Background Check unit of the Office of Human Resources (OHR) conducts background checks appropriate to the appointment and forwards the results as described within this procedure. of the check, the national sex offender registry, and, for designated positions, University of North Carolina at Chapel Hill 104 Airport Dr., CB 1045 Chapel Hill, NC 27599-1045. NC State Fingerprint-based Check - $14. Sworn law enforcement School, Department, or other organizational unit issuing this document. NCSBI - Background Checks on Others Visit www.nccourts.org and click on the General Public link. If a background check with adverse results will be used in whole or in part in a decision not to hire a covered individual, the OHR Background Check unit will notify the covered individual within three (3) business days of the decision. Background Screening Association (PBSA). If this time frame is exceeded, a new background check must be completed before the covered individual reports for duty. Recruitment & Selection - UNC Human Resources purposes of determining a starting salary, the Lab School may. The policies and procedures required by this regulation must: A. all Any vendor conducting a background check must be accredited by the Professional Appointing Department: routes completed background check forms to appropriate destination; pays background check fees. Background Check unit, Office of Human Resources: receives background check requests for faculty, EHRA non-faculty, SHRA/EHRA temporary appointments, unpaid affiliates (e.g. There are two exceptions under which a Program Staff member are required to have subsequent background checks every five (5) years: Program Staff who are university employees or students and who are also continuously employed by or enrolled in the University without any break in their employment or enrollment that lasts one hundred twenty (120) calendar days or more; Program Staff members continuously employed by or volunteering for third-party entities who do not have a break in employment or volunteer service that lasts one hundred twenty (120) calendar days or more. Date on which the most recent changes to this document were approved. If a background check reveals prior non-expunged criminal convictions, arrests, charges, serious driving infractions (when applicable), or falsification of credentials, then OHR or the designated central office, in consultation with the appointing department head and/or the school's or division's Human Resources Officer, secondary contact or the Human Resources Officer's designee, will assess the potential risks and relevance of each applicable conviction or infraction to the proposed appointment of the covered individual. Basic UNC of the conduct or the totality of the circumstances). The University has incorporated mandatory checks for federal debarment through the System for Award Management (SAM) and Office of Inspectors General (OIG) exclusion databases as part of the background check process for all candidates for paid appointments. Do previous criminal convictions disqualify an applicant from consideration for employment/appointment? VII. If Learn more about employee background checks at UNC-Chapel Hill Review your Benefits Options Coverage. 104E-9(a)(4). industry standards and federal and state requirements and to promote a safe and The constituent institution or affiliate must designate a specific Required Policies and Procedures. North Carolina General Assembly (NCGA) defines the "qualified agencies" that are eligible to access criminal history record information (CHRI). requirements for law enforcement certification as well as any specific The constituent institution or affiliate must designate a specific of Arrest and Conviction Records in Employment Decisions. All background checks must cover, Scope. employees to whom this regulation applies. Employment Verification - process of confirming current or past employment provided by an applicant by verifying job titles and dates of employment. Credit reports. Please refer to the Background Check Supplemental Procedures for additional information. to State Laws. employees and published by the Department of Public Instruction (DPI). The initial background check is conducted by the appointing department for new employees. This is the individual whose organizational authority covers the policy scope and who is primarily responsible for the policy. personnel policies as well as the requirements of the FCRA. requirements. Transfers or job changes with a primary job indicator in ConnectCarolina. and will not utilize current salary information of state employees who apply designated individuals may consult with department-level hiring managers in The suitability assessment program can be divided into two sections. You must promptly notify the Office of the Registrar in writing of any criminal charge, any disposition of a criminal charge, any disposition of a criminal charge, or any school, college, or university disciplinary A covered individual who fails to provide the required information in a complete and timely manner, or who willfully omits, conceals or falsifies such information, may have their candidacy for appointment rejected, have their offer of appointment withdrawn, or be terminated from their active employment or affiliation with the University. The Name of the document Issuing Officer. individual or individuals within Human Resources, the Provosts Office, Legal Affairs, and/or other appropriate administrative office(s) of the institution Please note that chartfield account, fund, and source numbers are required for all background check requests. conduct incidental to an arrest (including matters that remain pending) if the or employees confidential personnel record. Consistent with applicable law, any expunged arrest, charge or conviction is not required to be disclosed and will not be considered as a condition of employment. standards apply to all background checks conducted by the UNC System and its Records of background checks shall be retained in accordance with At a minimum, a background check is The results of background checks For the A contingent offer of employment is a formal job offer that is dependent on the employee completing certain hiring requirements such as a background check. of criminal history. The OHR Background Check Unit strives to notify appointing departments of clear background checks (i.e. industry standards and federal and state requirements and to promote a safe and Assignment does not involve access to sensitive populations, facilities and/or data. adoption of this regulation by the president. Background check applications and results are considered part of an applicants time that has elapsed since the conduct occurred and/or the completion of any If the date on which this document became/becomes enforceable differs from the Origination or Last Revision, this attribute reflects the date on which it is/was enforcable. Background check: Checking or verifying any or all parts of the finalist's employment, educational, criminal, sex and violent offender, license, and/or credit histories. Address University officials who process information collected pursuant to this policy will ensure that it is held confidentially and securely and that it is disclosed only to University or State officials who have a direct role in acting on this information. available within the relevant jurisdictions, or until age 18 if the applicant UNC Laboratory (Lab) Schools as defined by State law, N.C.G.S. Tenured Faculty to Adjunct Faculty (with or with no intent to pay) job change. time that has elapsed since the conduct occurred and/or the completion of any BACKGROUND CHECKS FOR FIREFIGHTERS. Rather, salary determinations shall be based on other relevant evidenced by the background check results and any supplementary information the candidates salary for any hiring action, including new hires, transfers, EHRA employee: any individual employed by the state and is Exempt from the Human Resources Act (EHRA). Individual will have unsupervised access to sensitive data, populations, or facilities. With regard to Centers for Disease Control/United States Department of Agriculture (CDC/USDA) select agent requirements, criminal background check procedures dealing with the use of devices containing large quantities of radionuclides for research purposes are handled separately through the University's Environment, Health and Safety Radiation Safety Office. UNC-Chapel Hill recognizes the significant benefits that derive from the use of unpaid volunteers, interns, and visiting scholars in support of the University's mission of teaching, research, and public service as well as the importance of safely and appropriately engaging these individuals. any background check results that are determined to have an impact on a Background check: a search of federal and applicable local and state jurisdictions for criminal convictions, national sex offender registration, driver's license history, and verification of education and professional license credentials. Below are summaries of the policies that apply to the recruitment and selection of SHRA employees at UNC-Chapel Hill.
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