宾夕法尼亚州立大学最近通过的一项政策现在要求所有新员工和合同员工在获得最终批准上班之前完成犯罪背景调查。这项被称为“背景调查程序”的新政策将宾州州立大学之前的三项政策合并为一个更全面的程序，该程序也符合 EEOC 最近的背景调查指南。据人力资源副总裁苏珊·巴索（Susan Basso）称，新政策将为大学创造一个更安全的环境，并将有助于做出更好的招聘决策，同时将风险降至最低。
该政策制定了一个更直接的流程，以确保审查候选人的犯罪历史和有关潜在虐待儿童的记录。背景调查将仅用于评估候选人与大学合作的资格。此外，如果尚未完成“敏感/关键”职位的现有员工，则必须进行背景调查。根据该政策，敏感和关键职位被定义为负责受保护数据的人员，例如审计员、技术人员和工资单；可以使用校园内所有设施的职位；以及负责危险材料或受控物质的人员。更新后的政策涵盖了志愿者和第三方员工，而之前的政策没有。根据工作性质，除背景调查外，还可能需要其他验证。这些可能包括检查教育证书、驾驶记录和工作经历。对于那些能够获得大学财政资源的职位，还将实施信用记录检查。
刑事定罪记录不会自动导致个人被取消资格，但与工作相关的犯罪类型以及犯罪的严重程度将由大学考虑。如果背景调查发现违规行为，那么候选人将收到通知并有机会提供更多信息以解决问题。如果有合理的理由，大学也有权对现有员工进行背景调查。这包括是否从未执行过检查、工作中是否发生事故，或者新职位或当前职位是否需要背景调查。虽然背景调查记录将成为员工人事档案的一部分，但为了保密，它们将与员工的常规人事档案分开保存。
您是否将背景调查作为您企业招聘流程的一部分？对那些已经就业的人的持续检查呢？
你可能会犯大错。他们访问全国无数的犯罪数据库将为您提供许多选择，其中一些可以立即获得结果。他们的 US OneSEARCH 为您提供来自县、惩教部 (DOC)、法院管理 (AOC) 和州性犯罪者登记处的 4.3 亿多犯罪记录的即时信息，覆盖 49 个州以及华盛顿特区、波多黎各和关岛。还包括国家和国际恐怖主义来源、超过 1100 万张照片，以及他们以前完成的报告的专有数据库。或尝试他们的持续犯罪监测工具，它允许您根据姓名和出生日期自动运行连续的背景检查。他们将运行该名称一年，并在需要更新监控时提醒您，而且您可以随时将该名称从监控中删除。
A recently passed policy at Pennsylvania State University now requires all new hires and contract employees to complete a criminal background check before they receive final approval to report to work. This new policy, known as the “Background Check Process”, combines three previous Penn State policies into a more encompassing procedure that also is in compliance with the recent background check guidelines from the EEOC. According to associate vice president for Human Resources, Susan Basso, the new policy will create a safer environment at the University, and will assist in making better hiring decisions while minimizing risk.
The policy puts in place a more straight-forward process to make sure a candidate’s criminal history and records regarding potential child abuse are reviewed. The background checks will only be used for evaluating a candidate’s eligibility for working with the University. Also, current employees in “sensitive/critical” positions are required to undergo a background check if one has not been completed. Under the policy, sensitive and critical positions are defined as those responsible for protected data, such as auditors, tech staff, and payroll; positions with access to all facilities on the campus; and those responsible for hazardous materials or controlled substances. The updated policy covers volunteer and third-party employees, which the previous policies did not. Based on the nature of the job, other verifications besides a background check may be required also. These could include checking educational credentials, driving records, and employment history. For those in positions with access to the University’s financial resources, checks of credit histories will also be implemented.
A record of criminal conviction will not automatically result in disqualification for the individual, but the type of offense in relation to the job and how serious the offense was will be considered by the University. If a background check turns up a disqualifying offense, then the candidate will receive notification and have an opportunity to give additional information in order to resolve the issue. The University also has the right to conduct background checks on current employees if there are reasonable grounds for doing so. This includes if a check was never performed, if there is an incident on the job, or if a new or current position requires a background check. Although background check records will be part of employees’ personnel files, they will be kept separately from the employees’ regular personnel files in order to maintain confidentiality.
Are you performing background checks as part of the hiring process for your business? And what about ongoing checks for those already employed? If you’re not using a company like backgroundchecks.com, you could be making a big mistake. Their access to countless criminal databases nationwide will provide you with many options, several with instant results. Their US OneSEARCH gives you instant information from more than 430 million criminal records from counties, Department of Corrections (DOC), Administration of Courts (AOC) and State Sex Offender Registries covering 49 states plus Washington, D.C., Puerto Rico, and Guam. Also included are national and international terrorism sources, more than 11 million photos, and their proprietary database of previously completed reports. Or try their Ongoing Criminal Monitoring tool, which allows you to automatically run a continuous background check against a name and date of birth. They will run the name for one year and remind you when it is time to renew the monitoring, plus you can remove the name from being monitored at any time.
