What does a background check show for employment?
Student workers and volunteers are required to have background checks if they perform duties that would require the checks if performed by CSU employees. Independent contractors, consultants, and auxiliaries that operate under the CSU name or on CSU property are responsible for ensuring that their employees have had background checks if they perform duties that would require the checks if performed by CSU employees.
The CSU recognizes the need to balance its responsibility for conducting background checks with the need to protect individual privacy. The campuses are responsible for maintaining the confidentiality of the background check results, and ensure they are properly retained and destroyed, as appropriate. All background check reports are retained electronically through a secured, CSU approved, third party vendor Accurate Background Inc. For information about our vendor, please visit Accurate Background.
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Employee Background Check Policy Template | Workable
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Screen candidates convicted of serious criminal behavior. Policy elements Background checks may include: Criminal records. Credit reports.
Background checks on prospective employees: Keep required disclosures simple
Drug testing. Verification reports e. Reference checks. Criminal record checks are essential if candidates are interviewing for positions where they will: Represent our company and deal with our clients or stakeholders. Ask candidates to provide written permission before conducting a background check and let them know how long the process will take.
Hire a reputable and reliable background check provider.
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Criteria to consider when choosing a provider are: cost, legality, commitment to confidentiality and turnaround time. Inform candidates of the results of their background checks and what we plan to do reject or move candidates to the next hiring phase.
Is screening current employees a good idea?
Background check providers should give candidates copies of their results. Conduct a background check on all candidates who pass through the [ interview phase ] for a specific position without discriminating against certain individuals. Give candidates information they need to dispute a report or address any issues a background check turns up. We will judge the substance of criminal records according to these criteria: Number of criminal convictions for the same offense.
Time elapsed from the most recent criminal conviction. How the criminal conviction relates to the position.
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We advise hiring managers and HR staff to follow this procedure for background screening: Hiring managers and HR discuss whether a background check is needed for a position and what the check will include. Hiring managers note in the job ad that a background check is required before employment.
When the final candidates one or more finalists are selected, hiring managers or HR contact the candidates to get written permission for background checks and explain the process. If candidates provide written permission, background-check providers can initiate the review. Hiring managers inform candidates of their decisions and ensure they get copies of their individual background check reports.
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