Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-21 - Pre-employment background checks

Current through all regulations
			 passed and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
To enhance the safety and security of
				BGSU students, faculty, staff, and others, and to safeguard university property
				and resources BGSU enacts this policy governing pre-employment criminal
				background investigations. Bowling Green state university shall require a
				background investigation be done for newly hired or rehired employees as a
				pre-condition of employment. For individuals who are proposed for rehire
				following an interrupted period of employment, a background investigation will
				be required if there is a break of twelve months or more from the end of the
				most recent period of employment.
(B)
								Policy
(1)
									Background
			 investigations
A criminal background investigation
				will be performed as part of the hiring process to verify that the selected
				applicant or employee does not have a pending charge, arrest or criminal
				record. The criminal background check includes a social security number trace,
				a county, statewide and federal criminal records search including a search of
				sex offender registries. Other inquiries pertinent to a particular position,
				including but not limited to obtaining an applicant's credit history or driving
				history, will be obtained as warranted. The determination of whether additional
				inquiries may be required will be determined by the chief human resources
				officer and the appropriate divisional leader.
(a)
										Criminal
			 background investigations shall be required prior to employing all prospective
			 full and part time faculty, administrative, classified, intermittent, contract
			 employees, individuals on letters of appointment, and designated temporary and
			 student staff members and volunteers. This policy includes positions which
			 recruitments are conducted, along with individuals hired through approved
			 recruitment exceptions.
(b)
										The costs associated with conducting the background
			 investigation shall be charged to the employing division.
(c)
										Certain positions
			 may be subjected to additional background investigation.
These include:
(i)
											Positions
			 reporting directly to the president or to a vice president with
			 responsibilities for planning, leading, controlling and evaluating the
			 activities of an office or department of the university.
(ii)
											Positions with
			 access to, or control over cash, checks, credit card accounts, or financially
			 sensitive information.
(iii)
											Positions with authority to commit the financial
			 resources of the university through purchases or contracts and persons charged
			 with insuring proper expenditures.
(iv)
											Positions which
			 allow access to personally identifiable information about individuals or
			 organizations associated with the university or involve the creation or
			 maintenance of processes required to secure information maintained by the
			 university including network administrators, systems programmers, human
			 resources, student employment and university advancement
			 personnel.
(v)
											Positions requiring the operation of university motor
			 vehicles or heavy equipment as part of assigned job duties.