13.07.2015 Views

Criminal Background Checks - University of Texas at El Paso

Criminal Background Checks - University of Texas at El Paso

Criminal Background Checks - University of Texas at El Paso

SHOW MORE
SHOW LESS

Create successful ePaper yourself

Turn your PDF publications into a flip-book with our unique Google optimized e-Paper software.

12.5 Use <strong>of</strong> <strong>Criminal</strong> <strong>Background</strong> Check Inform<strong>at</strong>ion12.5.1 <strong>Criminal</strong> background check inform<strong>at</strong>ion will be used only to evalu<strong>at</strong>e applicants foremployment as st<strong>at</strong>ed in this policy, and shall in no way be used to discrimin<strong>at</strong>e on the basis <strong>of</strong>race, color, n<strong>at</strong>ional origin, religion, sex, disability, sexual orient<strong>at</strong>ion, or age. <strong>Criminal</strong> recordinform<strong>at</strong>ion obtained pursuant to this policy will be regarded as confidential as required by lawand will not be made part <strong>of</strong> the applicant’s file or the employee’s personnel file whenprohibited by law or communic<strong>at</strong>ed to any unauthorized person. Under <strong>Texas</strong> GovernmentCode § 411.085, the unauthorized release <strong>of</strong> criminal background inform<strong>at</strong>ion is a criminal<strong>of</strong>fense and, consequently, the institution should seek legal advice with respect to anyrequested release <strong>of</strong> such inform<strong>at</strong>ion.12.5.2 Notice RequirementWhen HRS receives a report indic<strong>at</strong>ing th<strong>at</strong> an applicant for employment or a current employeehas a criminal record, HRS will notify the individual th<strong>at</strong> such a report has been received, providethe individual with a copy <strong>of</strong> the report, except as provided by law or DPS policy, and notify theindividual <strong>of</strong> the right to challenge the accuracy and completeness <strong>of</strong> the report with the agencyth<strong>at</strong> provided the report and to submit additional inform<strong>at</strong>ion rel<strong>at</strong>ing to the criminal recordand why it should not affect an employment decision.12.6 Employment Decisions and Actions12.6.1 If circumstances require th<strong>at</strong> an <strong>of</strong>fer be made before the completion <strong>of</strong> an investig<strong>at</strong>ion,the <strong>of</strong>fer must be in writing and contain the following st<strong>at</strong>ement: “This <strong>of</strong>fer is contingent on thecompletion <strong>of</strong> a s<strong>at</strong>isfactory criminal background investig<strong>at</strong>ion.” The individual to whom theposition is <strong>of</strong>fered may not begin work until the requirements <strong>of</strong> this chapter have been met.12.6.2 Notice RequirementIf the Director <strong>of</strong> HRS, or the Director’s designee advises the hiring <strong>of</strong>ficial th<strong>at</strong> the results <strong>of</strong> thecriminal background check indic<strong>at</strong>e th<strong>at</strong> the applicant may be unacceptable for the positionbeing filled or for continued employment, HRS will provide an applicant with a copy <strong>of</strong> thereport upon which this advice is based, except as provided by law or DPS policy, and notify theindividual <strong>of</strong> the right to challenge the accuracy and completeness <strong>of</strong> the report and to submitadditional inform<strong>at</strong>ion rel<strong>at</strong>ing to the criminal record and why it should not affect anemployment decision. A hiring <strong>of</strong>ficial may not extend an <strong>of</strong>fer to the applicant th<strong>at</strong> HRS hasadvised may be unacceptable without the prior written approval <strong>of</strong> the President, or thePresident’s designee.

Hooray! Your file is uploaded and ready to be published.

Saved successfully!

Ooh no, something went wrong!