Policy no. II-8
Effective date: 01/01/2008
Due to the university's commitments to excellence, safety, and the welfare of its employees, some employees will be required to comply with employment requirements specific to the position which they will fill. Employees must satisfy these requirements throughout their employment to maintain their eligibility to retain their position. The following information outlines requirements that a successful employee or employment candidate must satisfy for specific positions, as designated.
The Hiring Authority and the Hiring Supervisor can work together to expedite the satisfactory completion of these requirements, but the successful candidate should not report to work without awareness of and assistance in fulfilling these requirements. All information with regard to these requirements will be centralized in the candidate's file or a confidential file as necessary in the office of the hiring authority.
Criminal Background Check
The Hiring Authority is responsible for conducting a criminal background check on the preferred internal or external candidate through an independent professional investigation firm before an offer of employment is extended. Additional criminal background checks may be performed throughout employment. The Hiring Supervisor is responsible for identifying any additional screening or testing that pertains to the particular position for which the candidate is applying. Pursuant to state and federal laws and/or university safety practices, additional testing is required for positions associated with the handling of chemicals, pharmaceuticals, animals or working with children.
If the candidate has been convicted of a crime of violence, then an offer of employment will not normally be made. If the conviction is for reasons other than a crime of violence, the candidate may be considered for employment, but only if the position is unrelated to the nature of the crime, and only if the candidate's demonstrated qualifications outweigh that of other candidates. However, if the record indicates a pattern of repeated criminal violations, then this will be treated as an indication of poor judgment or lack of behavioral control. Therefore, no offer will be made to a candidate with repeated offenses. Situations of concern will be reviewed by the university’s Office of General Counsel.
If an employee is convicted of a crime while employed, the employee is required to discuss this with the Hiring Supervisor and the Employee Relations Office. Continued employment is dependent on the nature of the conviction as it relates to the employee’s responsibilities.
Alcohol and Controlled Substances Testing
Pursuant to federal law, the university will conduct testing for alcohol and controlled substances on candidates and current employees for positions requiring a commercial driver’s license (CDL). The University may conduct alcohol and/or controlled substances testing on candidates and current employees whose positions require: 1) driving university owned/leased vehicles; and/or 2) whose positions are considered “safety sensitive”. Alcohol and/or controlled substance tests may be required in the following situations: pre-employment, reasonable suspicion of the use of alcohol and/or controlled substances, post-accident, post workplace injuries, random, return-to-duty in safety-sensitive jobs following a violation of the Alcohol and Drug Free Workplace Policy (I-7).
Candidates applying for positions that require a commercial driver’s license (CDL) will be tested for alcohol and/or controlled substances. Candidates will be asked to submit to testing only after an offer of employment has been made. An offer of employment however, is conditioned on the candidate testing negative for controlled substances.
Employees in positions requiring a commercial driver’s license (CDL) will be required to submit to testing for alcohol and/or controlled substances. Testing for alcohol and/or controlled substances may be performed at any time throughout employment. Employees who refuse to undergo testing or test positive will be removed from their positions and may be subject to corrective action up to and including termination.
A certified lab will conduct testing for alcohol and/or controlled substances.
The Hiring Authority or Supervisor is responsible for verifying the candidate's degree information as referenced on the resume or application.
Candidates selected for specific positions, including, but not limited to the list below, will have an employment screening/examination conducted by the University Health Services at no charge to the candidate. The screening/examination will be requested and take place after the offer of employment. Should the results of the screening/examination indicate that a health issue is to be considered, every reasonable accommodation will be made to work with the new employee given the circumstances.
Motor Vehicle Licenses
Motor vehicle license checks will be made through an independent professional investigation firm on candidates applying for positions that entail business travel and/or access to Case's vehicle fleet. Additional motor vehicle license checks may be performed throughout employment. If the record indicates negligent driving, loss of license, and/or a pattern of repeated violations, this will be treated as an indication of poor judgment or lack of behavioral control. Therefore, no offer will be made to a candidate with repeated offenses. Employees whose positions require driving personal or university vehicles are required to maintain an unrestricted, valid driver’s license and insurance coverage as long as they are in the position necessitating this requirement. Employees must promptly report any changes in restrictions on their license or in insurance coverage to their supervisor and the Employee Relations Office.
The Hiring Authority or Supervisor will verify professional or state licenses such as (but not limited to) accounting, architecture, bar, engineering, medical, nursing, or certified technician.
In compliance with U.S. Occupational Safety and Health Administration (OSHA) Regulations, all employees using or potentially exposed to human bloodborne pathogens must receive hepatitis B vaccination or sign a declination statement prior to working with bloodborne pathogens. This vaccination is available through University Health Services at no charge to the employee. The Hiring Supervisor is responsible for identifying positions in which this risk is possible and making this risk known to candidates.
Other vaccinations may be required in the event that the selected candidate may travel during employment to areas in which vaccination is recommended by the federal government.
The Employment Office will administer validated testing for general office and computer skills. Any supervisor requiring additional work samples must coordinate testing validation with the Employment Office.
Policy Administration: Hiring authority and hiring supervisor; the Department of Occupational and Environment Safety, as necessary, Employee Relations.
References: Exposure to Human Bloodborne Pathogens Procedure (II-8a), Positive Corrective Action (III-3, III-3a), Case Policies and Guidelines for Chemical, Biological, and Radiation Safety (5-15-1991)