(1) Introduction – CWU is committed to providing a safe and secure environment for its students, faculty, staff, visitors, and other constituents and to protecting its funds, property, and other assets. Well-informed hiring decisions contribute to this effort. The university will conduct background checks on persons hired for initial employment at the university, as well as current employees who change jobs or otherwise become subject to a background check.
(2) Scope and Types of Background Checks
(A) Criminal Background Checks. Criminal history checks, which include sex offender checks, will be conducted for the final candidate for all positions and on volunteers, as defined by CWUR 1-70-010. Criminal background checks completed by a third-party vendor are subject to the provisions of the Fair Credit Reporting Act.
(B) Sex Offender Checks. Given the nature of the university’s customer base, the unique position of public trust imposed upon it and the level of responsibility to its constituents (the students attending school, their families, the community, etc.), an active requirement to register as a sex offender is incompatible with employment or volunteer service at CWU.
(C) Credit History Checks. A credit history check may be conducted on the final candidate for any position with access to sensitive financial information. Such a requirement will be noted on the posting. Credit history checks are subject to the provisions of the Fair Credit Reporting Act.
(D) Driver’s Checks. When positions require the incumbent to drive university vehicles as a regular part of their duties, the selected applicants must document possession of a valid driver’s license at the time of hire and periodically throughout their CWU career.
(E) Credentials and Reference Checks. The appointing authority/designee is responsible for conducting the appropriate verification of credentials (such as certifications or education), professional licenses and/or reference checks for each candidate prior to an offer of employment.
(F) Social Media Checks. Because inappropriate off-duty behavior can negatively impact the reputation of the university and/or the credibility of the employee to continue in the position, a review of the selected applicant’s social media page may be completed on final candidates.
(3) Use of Background Checks – Background checks will be used only to evaluate candidates/employees for employment purposes and will not be used to discriminate on the basis of race, color, national origin, religion, sex, disability, age, genetic information, veteran's or marital status or sexual orientation.
[PAC: 03/16/05; PAC: 06/08; Responsibility: President’s Office; Authority: Cabinet/UPAC; Reviewed/Endorsed by: Cabinet/UPAC; Review/Effective Date: 06/06/2012; Approved by: James L. Gaudino, President]