Ohio Administrative Code › Title 3344 - Cleveland State University › Chapter 3344-60 - Background Screening Policies › Section 3344-60-01 - Employee background screening policy

Current through all regulations passed and filed through July 1, 2024
(A) Purpose
In an effort to protect the campus community and its assets,
				the university seeks to ensure that individuals hired, promoted, or otherwise
				placed into vacant positions, via the university's hiring process, have no
				criminal conviction history relevant to their employment or discrepancies in
				employment history. This rule establishes procedures for carrying out identity,
				employment verification, education/credentials, professional licensure, motor
				vehicle record and criminal background check, (including national sexual
				offender registry), for prospective candidates.
(B) Definitions
(1) "Covered positions" - all faculty and
			 staff positions, particularly professional staff and classified staff. Certain
			 positions at CSU (i.e., law enforcement), shall be subject to the appropriate
			 background checks, required by law and/or collective bargaining
			 agreement.
(2) "Candidates" -
			 prospective candidates who are under final consideration for a position,
			 including individuals not currently employed by CSU.
(3) "Motor vehicle record check" - see
			 Cleveland state university driving and motor vehicle policy.
(4) "Criminal background check" - the process
			 of reviewing criminal history information of a final candidate received from a
			 third-party vendor or law enforcement agency.
(5) "Identity verification" - the process of
			 verifying the identification information of a final candidate received from a
			 third-party vendor or law enforcement agency.
(6) "Employment verification" - the process
			 of verifying the employment information of a final candidate received from a
			 third-party vendor or law enforcement agency.
(7) "Education/credentials verification" -
			 the process of verifying from a third-party vendor the attestation of
			 education, qualification, competence, or authority issued to an individual by a
			 third party with a relevant or de facto authority or assumed competence to do
			 so.
(8) "Professional licensure" -
			 the process of verifying from a third-party vendor the attestation of
			 professional licensure issued to an individual by a third party with a relevant
			 or de facto authority or assumed competence to do so.
(9) Conviction - all prior criminal
			 convictions and pleas that are acknowledgements of criminal responsibility
			 including a verdict, a guilty plea or nolo contendere ("no contest") plea. This
			 also includes any convictions or pleas that are acknowledgments of criminal
			 responsibility subject to the jurisdiction of a military court.
(10) Criminal history information - a
			 written, an electronic, or a printed electronic record of information received
			 from a law enforcement agency or third party vendor in the business of
			 obtaining and reporting criminal conviction information. Criminal history
			 information does not include an individual's conviction record(s) that has been
			 sealed by court order or any arrests not resulting in a criminal conviction.
			 Criminal conviction information includes instate, out-of-state and
			 international (where applicable) criminal conviction information, including
			 misdemeanor and felony convictions.
(11)
									"Hiring process"
			 - the competitive process used by the university to review or screen and select
			 candidates or applicants for the purpose of filling an approved vacant
			 position.
(12)
									Promotion - the advancement of an employee's rank or
			 position in the university's organizational hierarchy, by means of the
			 university's competitive hiring process. For the purposes of this rule,
			 "promotion" shall exclude faculty tenure appointments, and the advancement in
			 rank for staff or faculty through appointment or title change. However,
			 "promotion" shall include administrative faculty hires into approved vacancies,
			 by means of the university's competitive hiring process.