Background Check Guidelines Sample Clauses

Background Check Guidelines. (1) In making a suitability determination, the permittee shall consider the following factors and evaluate them against the work to be performed, the performance location, and the degree of risk to the University: (i) Any loyalty or terrorism issue; (ii) Patterns of conduct (e.g. alcoholism/drug addiction, financial irresponsibility/major liabilities, dishonesty, unemployability for negligence or misconduct, criminal conduct); (iii) Dishonorable military discharge (iv) Felony and misdemeanor offenses; (v) Drug manufacturing/trafficking/sale; (vi) Major honesty issue (e.g., extortion, armed robbery, embezzlement, perjury); (vii) Criminal sexual misconduct; (viii) Serious violent behavior (e.g., rape, aggravated assault, arson, child abuse, manslaughter); (ix) Illegal use of firearms/explosives; and (x) Employment related misconduct involving dishonesty, criminal or violent behavior. (2) The permittee shall evaluate any adverse information about an individual by considering the following factors before making a suitability determination: (i) The nature, extent and seriousness of the conduct; (ii) The circumstances surrounding the conduct; (iii) The frequency and recency of the conduct; (iv) The individual’s age and maturity at the time of the conduct; (v) The presence or absence of rehabilitation and other pertinent behavior changes; (vi) The likelihood of continuation of the conduct. (vii) The potential for pressure, coercion, exploitation, or duress; (viii) How, and if, the conduct bears upon potential job responsibilities; and (ix) The employee’s employment history before and after the conduct.

Background Check Guidelines. The UA and MSCA have agreed to the following Guidelines for Employers signatory to this Agreement who wish to conduct background checks on new applicants and current Employees. Employers may adopt policies so long as they are fully consistent with these Guidelines.