7.2 Background Checks

A background check may be required for certain positions when a faculty member is hired, transferred, or promoted.

• The background check consists of employment and education, credit (if applicable), and criminal checks.
• The employment and educational check consists of employment verification, professional reference checks, and education confirmation.
• Following the requirements imposed by the Federal-Truth-In-Lending and the Fair Credit Reporting Acts, federal statutes that regulate the activities of consumer reporting agencies and users of credit reports and protect consumers from invasions of privacy by placing certain restrictions on persons who may use or disseminate credit information about consumers, FNU may conduct a pre-employment credit check. Your employment with us may be contingent upon our evaluation of the information in the credit check. FNU may conduct this credit check at any time after you have been employed. Remember, you have certain legal rights to discover and to dispute or explain any information prepared by the credit checking company.
• In response to FNU’s zero-tolerance Violence in the Workplace Policy and depending on the position sought, the University will conduct a pre-employment criminal check to protect the University’s interests and those of its employees and customers.
• These background check requirements apply to all employee classifications as defined in the Employment Classification section.
• Should any employee be arrested for a crime, you must notify your supervisor immediately. The university will run a background check to see the severity of the case, and to see what kind of action, if any, should take place in light of this.
• To assist the new employee and reduce the financial burden, FNU will pay for the background checks provided the new employee remains employed with FNU for at least three (3) months of employment. If a non-exempt employee resigns or is terminated with less than three (3) consecutive months of employment, FNU will deduct the cost of the background checks (including drug and alcohol screen, criminal and credit checks) from the non-exempt employee’s final pay due while ensuring that the non-exempt employee receives at least the minimum wage for all hours worked.

Once completed, Human Resources will also receive and file all results.