HINCKLEY-FINLAYSON PUBLIC SCHOOLS
POLICY FOR EMPLOYMENT BACKGROUND CHECKS
POLICY #404
PURPOSE
The purpose of this policy is to maintain a safe and healthful environment in the school district in order to promote the physical, social, and psychological well-being of its students. To that end, the school district will seek a criminal history background check for applicants who receive an offer of employment with the school district or such other background checks as provided by this policy. The school district will conduct background checks of volunteers in the school district if they are recurrent or alone with students (not under direct staff supervision).
GENERAL STATEMENT OF POLICY
A.The school district shall require that applicants for school district positions who receive an offer of employment submit to a criminal history background check. The offer of employment shall be conditioned upon a determination by the school district that an applicant’s criminal history does not preclude the applicant from employment with the school district.
B.The school district specifically reserves any and all rights it may have to conduct background checks regarding current employees or applicants without the consent of such individuals.
C.The school district specifically reserves any and all rights it may have to conduct background checks regarding current employees, applicants, or service providers without the consent of such individuals.
D.Adherence to this policy by the school district shall in no way limit the school district’s right to require additional information, or to use procedures currently in place or other procedures to gain additional background information concerning employees, applicants, volunteers.
E.The school district may use the results by criminal background checks conducted by other school districts or school hiring authorities if:
a.The results are on file with the other district
b.The other district has conducted the background check within the last 30 days.
c.The individual executes a written consent form giving the school district access to the results; and if there is no reason to believe.
PROCEDURES
A.Normally an applicant will not commence employment until the school district receives the results of the criminal history background check. The school district may conditionally hire an applicant pending completion of the background check, but shall notify the applicant that the applicant’s employment may be terminated based on the result of the background check. Background checks will be performed by the Minnesota Bureau of Criminal Apprehension (hereinafter “the BCA”). The school district reserves the right to also have criminal history background checks conducted by other organizations or agencies. All potential employees will be checked for offenses in at least the following databases: MN statewide, all 87 MN counties, National Sexual Offense history, National Criminal Super Search.
B.An applicant who is offered employment must consent to a criminal background check, and provide permission for the school district to conduct a criminal history background check. If the applicant fails to provide the school district with consent and pay the required fee at the time the applicant receives a job offer, the applicant will be considered to have voluntarily withdrawn the application for employment.
C.When required, applicants must provide fingerprints to assist in a criminal history background check. If the fingerprints provided by the applicant are unusable, the applicant will be required to submit another set of prints.
D.Copies of this policy shall be available in the school district’s employment office and will be distributed to applicants for employment upon request. The need to submit to a criminal history background check may be included with the basic criteria for employment in the job posting and job advertisements.
E.If requested, the applicant will be informed of the results of the criminal background check(s) to the extent required by law.
F. If the criminal history background check precludes employment with the school district, the applicant will be so advised.
G.The school district may apply these procedures to volunteers, as though they were applicants for employment.
CRIMINAL HISTORY CONSENT
By accepting an employment offer with ISD #2165 an applicant consents to a criminal background check as required by this policy.
Legal References: Minn. Stat. § 13.04, Subd. 4 (Inaccurate or Incomplete Data)
Minn. Stat. § 123B.03 (Background Checks)
Minn. Stat. §§ 299C.60-299C.64 (Minnesota Child Protection Background Check Act)
Minn. Stat. § 364.09(b) (Exception for School Districts)
Approved 6/9/14
Re-Approved 07/06/2015
Re-Approved on 10/10/2016
Re-Approved 06/14/2021
POLICY FOR EMPLOYMENT BACKGROUND CHECKS
POLICY #404
PURPOSE
The purpose of this policy is to maintain a safe and healthful environment in the school district in order to promote the physical, social, and psychological well-being of its students. To that end, the school district will seek a criminal history background check for applicants who receive an offer of employment with the school district or such other background checks as provided by this policy. The school district will conduct background checks of volunteers in the school district if they are recurrent or alone with students (not under direct staff supervision).
GENERAL STATEMENT OF POLICY
A.The school district shall require that applicants for school district positions who receive an offer of employment submit to a criminal history background check. The offer of employment shall be conditioned upon a determination by the school district that an applicant’s criminal history does not preclude the applicant from employment with the school district.
B.The school district specifically reserves any and all rights it may have to conduct background checks regarding current employees or applicants without the consent of such individuals.
C.The school district specifically reserves any and all rights it may have to conduct background checks regarding current employees, applicants, or service providers without the consent of such individuals.
D.Adherence to this policy by the school district shall in no way limit the school district’s right to require additional information, or to use procedures currently in place or other procedures to gain additional background information concerning employees, applicants, volunteers.
E.The school district may use the results by criminal background checks conducted by other school districts or school hiring authorities if:
a.The results are on file with the other district
b.The other district has conducted the background check within the last 30 days.
c.The individual executes a written consent form giving the school district access to the results; and if there is no reason to believe.
PROCEDURES
A.Normally an applicant will not commence employment until the school district receives the results of the criminal history background check. The school district may conditionally hire an applicant pending completion of the background check, but shall notify the applicant that the applicant’s employment may be terminated based on the result of the background check. Background checks will be performed by the Minnesota Bureau of Criminal Apprehension (hereinafter “the BCA”). The school district reserves the right to also have criminal history background checks conducted by other organizations or agencies. All potential employees will be checked for offenses in at least the following databases: MN statewide, all 87 MN counties, National Sexual Offense history, National Criminal Super Search.
B.An applicant who is offered employment must consent to a criminal background check, and provide permission for the school district to conduct a criminal history background check. If the applicant fails to provide the school district with consent and pay the required fee at the time the applicant receives a job offer, the applicant will be considered to have voluntarily withdrawn the application for employment.
C.When required, applicants must provide fingerprints to assist in a criminal history background check. If the fingerprints provided by the applicant are unusable, the applicant will be required to submit another set of prints.
D.Copies of this policy shall be available in the school district’s employment office and will be distributed to applicants for employment upon request. The need to submit to a criminal history background check may be included with the basic criteria for employment in the job posting and job advertisements.
E.If requested, the applicant will be informed of the results of the criminal background check(s) to the extent required by law.
F. If the criminal history background check precludes employment with the school district, the applicant will be so advised.
G.The school district may apply these procedures to volunteers, as though they were applicants for employment.
CRIMINAL HISTORY CONSENT
By accepting an employment offer with ISD #2165 an applicant consents to a criminal background check as required by this policy.
Legal References: Minn. Stat. § 13.04, Subd. 4 (Inaccurate or Incomplete Data)
Minn. Stat. § 123B.03 (Background Checks)
Minn. Stat. §§ 299C.60-299C.64 (Minnesota Child Protection Background Check Act)
Minn. Stat. § 364.09(b) (Exception for School Districts)
Approved 6/9/14
Re-Approved 07/06/2015
Re-Approved on 10/10/2016
Re-Approved 06/14/2021