Policy Handbook

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Background Verification

Human Resources

Objective:

highest quality liberal arts education, it is important to have qualified employees and

allow for a safe and secure environment for the students, employees, and visitors of the

College. Background verifications help to protect the funds, property, and other College

assets

GENERAL POLICY:

In an effort to support Juniata College’s mission of providing the.

(including hourly employees), Facilities, and qualifying student workers have

credential, criminal, and basic background information verified as a condition of

employment.

It is Juniata College policy that all new Faculty, Administration, Supporting Staff

company vehicles or who will be driving on behalf of the College.

Motor Vehicle Record checks will be conducted for employees who will be driving

responsibility, including, but not limited to positions within the Accounting

Department.

Credit History Checks will be conducted for positions involving financial

available. The search will be based on each countries laws and regulations.

International databases, such as INTERPOL, will also be used for verification

purposes.

International Record Verification will be required for non U.S. citizens, where

Human Resources to insure all Fair Credit Reporting Act regulations are followed.

The results of all background checks will be returned directly to the Office of

DEFINITION OF SEARCHES TO BE CONDUCTED:

numbers to match previous address information and potential alias.

Social Security Verification – this search verifies and analyzes social security

for a scope of 7 years and will search for criminal convictions.

County Criminal Search – this search will be of the counties of previous residence

on registered violent crimes & sex offenders.

National Criminal Research Database – this search is a national search that focuses

major, minor and other certificates achieved.

Education Verification – this search verifies dates of attendance, degree awarded,

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held, salary, full or part-time status, attendance, reason for leaving, and eligibility

for rehire for employers within the past 5 years or up to three verifications.

Employment Verification – this search will verify dates of employment, position

restrictions, endorsements and violations reported by the state’s Department of

Motor Vehicles.

Motor Vehicle Record Search – this search will provide current license class, status,

current status, transaction amount, current balance, and delinquent account

information.

Credit History Check – this search will provide type of creditor, origination dates,

RELEASE TO CHECK BACKGROUND:

release must be signed and returned on or before the day of the interview.

Candidates must be willing to sign a release in order to receive an interview. The

background information at any time during employment.

After the initial consent is signed, the College reserves the right to recheck

DISQUALIFICATION OF EMPLOYMENT:

investigation are unsatisfactory, an official authorization of employment will not be

offered.

If an applicant does not complete the required release, or if the results of the

criminal history or who fabricate information.

Juniata College has a zero tolerance policy for applicants who do not disclose

upon the position, type of offense, and date of offense in accordance with EEOC

recommendations.

Disqualification criteria will be on a case by case basis. Decisions will be based

ADVERSE ACTION POLICY:

Adverse Action Notification letter. At this time, the candidate has ten calendar days

to contact our third-party consultant to discuss information reported. After ten

calendar days, an Adverse Action letter will be sent and the candidate will not be

eligible for hire.

If disqualifying criteria are reported, Human Resources will send candidate a Pre-

manager and inform him or her of candidate ineligibility. In order to maintain

privacy, the reason for ineligibility will not be disclosed.

If a candidate is ineligible for hire, Human Resources will contact the hiring

CONDITIONAL EMPLOYMENT OFFERS:

before the investigation process is complete. If the investigation reports an

adverse background, the applicant will be suspended and the adverse action

policy will be followed. After ten calendar days, if the report is not corrected, the

applicant will be terminated immediately.

For certain critical positions, conditional offers may be extended to an applicant


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