1.11   Background Checks

Hiring the most qualified individuals contributes to the overall strategic success of Loyola College. Background checks serve as an important part of the selection process. It is the policy of Loyola College to conduct reference checks on every final employment candidate, regardless of the position for which they are applying. This process is conducted to verify the accuracy of the information provided by the applicant and to evaluate the applicant’s suitability for the position. Examples include checks of past employment, education, job-related accomplishments, etc. Additional background checks (e.g., credit history, criminal background, driving record) are required for positions where there is a nexus, or a direct need for greater security or safety. Loyola College complies with applicable laws including the federal Fair Credit Reporting Act (FCRA). The Act requires the College to disclose to the employee or applicant that it intends to obtain a consumer report from a third party agency for employment purposes; obtain written authorization from the employee or applicant to obtain such a report; and, if an adverse action is taken as a result of information contained in a consumer report, provide the applicant with both a copy of the report and a written description of the employee or applicant’s rights under the FCRA.

            1.11.1   Falsifying Application and Reporting Convictions

False application responses, false documentation, or failure to disclose criminal convictions are grounds for termination of employment or disqualification from employment. Applicants for employment, or individuals who have begun employment, who are convicted of a criminal violation after they have applied should contact the Human Resources Department within five days of the conviction. Failure to report a conviction is grounds for discipline up to and including termination of employment or non-selection of an applicant. Supervisor should notify the Human Resources Department immediately upon being informed by employee of a conviction.

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