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Administration and Operations Manual

3.09 Suitability Background Investigations

Last Revised: 16 May 2008
Refer Questions To: Director, Human Resources

Scope

This policy applies to all 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 order to assure the safety and well-being of children on campus and to protect the financial integrity of the University, all dormitory staff, current and future employees of the Clerc Center, employees working directly with the University's financial resources, information technology systems, campus security, internal auditing functions, and current and future contractors who are involved in the provision of services to Clerc Center and University students, and specifically designated other employees, candidates, contractors or individuals who are or will be directly involved with the provision of services to minors on campus who are under the age of 18 must undergo a suitability background investigation.

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 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, 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 having direct responsibility for employment decisions. Employees who are discharged under this policy may appeal the decision by following the appropriate grievance/dispute resolution procedures.

Approved by: Gallaudet University Administration
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