Background Check
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Policy No.: 1010
Effective Date: 08/01/08
Revised Date: 10/26/10
Reviewed Date: 10/26/10
Purpose
1.1 Background checks serve as an important part of the selection process at the University of Nebraska Medical Center (UNMC). Background checks provide additional applicant related information that helps determine the applicant's overall employability, ensuring the protection of the people, property, and information of UNMC.
Scope
2.1 The UNMC Background Check policy is applicable to all UNMC positions.
Basis of the Policy
3.1 Federal/state law, University of Nebraska Personnel Policy 7215, Faculty Personnel Records Policy 6075 and administrative practices within UNMC.
Authorities and Administration
4.1 Human Resources, Strategic Staffing and Compensation, is responsible for all aspects of the background check process for employees.
Policy
5.1 Statement of General Policy
All applicants being hired into a regular position at UNMC are required to successfully complete a pre-employment background check prior to starting work. This includes UNMC employees who transfer to a new position. A background check is only done after an applicant has accepted the conditional offer of employment. Unless otherwise required by law, if the new hire is a current UNMC employee who has undergone a background check within the past year, a new check does not need to be completed. The results of the previously performed check will be considered in any pending employment decision. Unless otherwise required by law, departments may determine whether people hired into “temporary” positions will receive a background check, however it is strongly encouraged.
5.2 Components of Check
UNMC will utilize a third party agency to conduct the background check. The type of information that can be collected by this agency includes, but is not limited to, that pertaining to an individual’s past employment, education, character, finances, reputation, criminal and credit history.
5.3 Compliance
Background checks will be performed in compliance with the Fair Credit Reporting Act. This information will not be used as a basis for denying employment unless the information indicates the applicant is not suitable for the position.
5.4 Evaluation of Background Checks
A criminal conviction does not automatically disqualify an applicant from consideration for employment with UNMC. The following items will be considered when evaluating the conviction:
Nature and gravity of the criminal offense
Nature of the duties and responsibilities of the position
Pattern of other related criminal convictions
Age of the applicant when the criminal offense occurred
Time since the criminal conviction and/or completion of the sentence
The applicant’s record of performance and behavior on other jobs.
If the criminal history check reveals criminal convictions which the applicant failed to disclose on the application, the offer of employment will normally be withdrawn, unless the individual shows that the report is in error.
5.5 Recordkeeping
All information obtained from the background check process will only be used as part of the employment process and will be kept confidential.
6.0 Equal Employment Opportunity
The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.
Questions regarding this policy should be directed to Human Resources, Strategic Staffing and Compensation at 402/559-4101 during regular business hours or see the Employment Procedures.
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