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BACKGROUND: University updates policies for new employees
>■ From Page 1
Public Safety Department,
the Office of Legal Affairs
and an appointed repre
sentative from the division
for which the search is
being considered, the poli
cy states.
The associate vice pres
ident for Legal Affairs
chairs the committee.
Employees who fail to
report a charge or convic
tion will have "appropriate
disciplinary action" taken
against them, the policy
says.
The University is the
last institution in the sys
tem to implement back
ground checks, said Duane
Ritter, deputy director of
Human Resources for the
University.
“It became very impor
tant for us that we under
stood exactly what was
required of us (under the
new policy),” Ritter said.
The University’s size
makes any large-scale pol
icy change an intensive
process. Most of Georgia's
colleges and universities
implemented the change
this summer, he said.
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Vice President for
Public Affairs Tom Jackson
said background checks
are common in the private
sector.
"It’s the national trend
certainly to do due dili
gence with the people you
hire,” he said. “For govern
ment employees to go
through this is probably a
little late in the game.”
According to the Board
of Regents’ Web site, the
checks will inquire into
federal and state criminal
history, Social Security
number verification and
authentication of academ
ic credentials.
The University reviewed
new hires’ academic cre
dentials before the policy
change took effect, Ritter
said.
Employment history
will not be verified under
the policy and is not veri
fied by the University, he
said.
Criminal history will
include misdemeanor con
victions in the last seven
years and will include all
felony convictions without
time limits, according to
BOR policy.
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“Felony convictions
automatically disqualify
an individual for employ
ment with the University
System of Georgia,” the
policy states.
Misdemeanor convic
tions will be considered on
a case-by-case basis by a
special committee. The
job candidate’s employ
ment will depend on the
nature of the offense and
the type of job he or she
seeks at the University, the
policy states.
Before background
checks began, Ritter said
all job applicants were
asked to disclose their
criminal history on their
applications.
“For the longest time,
we have not hired any fel
ons,” he said, adding
employees would be fired
if they lied on the applica
tion and were caught.
Only applicants offered
positions will be checked,
Jackson said, rather than
every applicant who
applies.
The University will
receive a response from
Choice Point, the contrac
tor hired to run the checks.
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NEWS
two to four days after the
request is submitted. New
hires will not begin work
until the check comes
back clean, Ritter said.
Hires who turn Up
checks that prevent their
employment are sent
notices in the mail notify
ing them of the failed
check, he said. If the
record is inaccurate, the
hire will have an opportu
nity to have it wiped from
his record.
All part-time and full
time positions, excluding
most student workers, will
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Serving the Unlverilty of Georgia Community
The Red a Black | Monday, January 7, 2008
be subject to the new poli
cy, Ritter said.
Students working in
“positions of trust” posi
tions involving money,
keys and children, for
instance are included in
the policy, Jackson said.
“If you’re in a position
of trust with money and
you’ve got problems with
money in your background,
that’d be bad,” he said.
Ritter could not recall a
situation when a University
employee in a position of
trust had a questionable
criminal history and was
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The Daily Puzzle
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women
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glove
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Amatoria”
poet
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discovered abusing the
position.
The large number of
University hires each year
means an added expense
in conducting background
checks, he said.
The University expects
to hire 4,000 new workers
this year, many of them
temporary. The University
pays Choice Point $25 per
background check.
Ritter said the
University likely will spend
about SIOO,OOO to $120,000
this year to implement the
policy.
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month
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