3.09 Suitability Background Investigations

Last Revised: 2 Oct 2019

Refer Questions to: Executive Director, Human Resources

Scope

This policy applies to all current and future dormitory staff, current and future employees of Gallaudet University working directly with the University’s financial resources, information technology systems, campus security, auditing functions, the Gallaudet University Laurent Clerc National Deaf Education Center (Clerc Center), current and future contractors who are involved in the provision of services to Clerc Center and University students, and to specifically designated other employees, candidates, contractors or individuals (including, but not limited to, volunteers, interns, and students) who are or will be directly involved with the provision of services to children on campus who are under the age of 18 or who are or may be responsible for or able to directly benefit from the resources of the University.

Policy

In accordance with applicable law in order to assure the safety and well-being of children and other students on campus, and to protect the financial integrity of the University, all individuals covered by this policy must undergo a suitability background investigation as a precondition of being employed by or providing services to the University and may be required to undergo a suitability background investigation after employment or commencement of services.

Any applicant for employment subject to a background investigation/check will receive an appropriate disclosure, and be asked to sign an authorization, after receiving a conditional offer of employment. Individuals who fail to complete the required forms within a stipulated time period may be denied employment or assignment or may be reassigned or dismissed.

If permitted by applicable law, any conviction for a sex crime, an offense involving a child victim, or a drug felony may be grounds for denying employment, a contract, or assignment or for dismissal. If permitted by applicable law, if an employee, candidate, contractor, or other individual has been charged with one of these offenses but the case has not yet been adjudicated, employment, a contract, or assignment may be delayed pending the outcome, or the individual may be precluded from having any contact with children until the case is resolved.

Additionally, if permitted by applicable law, a conviction of a crime other than a sex crime may be considered grounds for denying employment, a contract, or assignment or for dismissal if it bears on an individual’s fitness to have responsibility for the safety and well-being of minors, threatens the financial security of the University, exposes the University to significant risk, or if it limits the individual’s ability to carry out the functions of the position.

Individuals who fail to complete the required forms for conducting a suitability background investigation within a stipulated time period may be denied employment, a contract, or assignment or may be reassigned or dismissed.

Background information is maintained in the strictest confidence and is reviewed only by those administrators with a need to know the information, such as those having direct responsibility for employment decisions relating to the background check at issue.

When conducting a background check, Gallaudet complies with all applicable federal and District of Columbia laws, including the Fair Credit Reporting Act.

Approved by: Gallaudet University Administration