Background Check Policy Supplemental Procedures

Title

University of North Carolina at Chapel Hill Procedure for Background Checks for Faculty and Non-Faculty Employees, Student Employees, and Affiliates

Introduction

Purpose

The University strives to create a welcoming and safe environment for all individuals. Consistent with this goal, the University will not employ individuals or appoint unpaid affiliates with prior non-expunged criminal convictions, arrests, charges or driving records (when applicable) who are determined to pose an unacceptable safety risk to the University or its employees, students and visitors. The University's Background Check Policy is intended to identify the presence of any such circumstances and to provide a basis for making good faith and sound determinations as to whether such matters rise to the level barring appointment. A background check must be satisfactorily completed prior to employment or appointment.

Scope of Applicability

This procedure applies to all hiring supervisors and campus representatives who are responsible for ensuring that candidates selected for employment, paid/unpaid appointments, and volunteer opportunities, as applicable according to the University's background check policy, provide the information necessary for the University to conduct appropriate background checks.The Background Check unit of the Office of Human Resources (OHR) conducts background checks appropriate to the appointment and forwards the results as described within this procedure.

With regard to Centers for Disease Control/United States Department of Agriculture (CDC/USDA) select agents, criminal background check procedures dealing with the use of devices containing large quantities of radionuclides for research purposes are handled separately through the University's Environment, Health and Safety Radiation Safety Office. Those procedures are documented in the "UNC Enhanced Security Program for Radioactive Materials Quantities of Concern" which is required to be withheld from public disclosure under North Carolina General Statute (N.C.G.S.) § 104E-9(a)(4).

Procedure

Collecting Candidate Information

If a background check is required (see the background check policy's "Scope of Applicability" section), the appointing department supervisor or manager will submit a request to the appropriate background check initiator to submit a background check request for the candidate or appointee. Pursuant to North Carolina Session Law 2013-53, any State entity requesting disclosure of information concerning any arrest, criminal charge or criminal conviction of the applicant must first advise the applicant that State law allows the applicant to not disclose any arrest, charge or conviction that has been expunged.

If a recruitment or hire is deemed to be time-sensitive, an appointing department may choose (but is not required) to request a background check for more than one candidate after interviews have been completed and in advance of a final selection. A background check should only be conducted on the top one to two candidates for a position.

All data collected for the background check is maintained in compliance with the Information Classification Standard and Information Security Controls Standard.

Initiating a Background Check Request

The appointing department will submit a request to their background check initiator to submit a background check for the candidate or appointee by completing a background check ePAR. Upon receipt, the OHR Background Check unit sends an email invitation to the candidate/appointee to complete the background check questionnaire, selects the background check package, sends the background check request to the university's background check vendor, evaluates the background check results and completes the background check.

The background check initiator is responsible for completing all required fields and including the person ID (if one exists) on the background check ePAR. For any candidate/appointee participating in the CDC/USDA Tier 1 Select Agent program, the background check initiator must indicate "CDC Select Agent" under the "Special Category" field on the ePAR. Please note that chartfield account, fund, and source numbers are required for all background checks. Refer to your school or division for specific instructions concerning the use of the chartfield program and cost codes. The background check initiator also follows-up with the candidate/appointee as needed to ensure the background check questionnaire is completed in a timely manner. Failure to provide essential information and/or accurate information will result delays in the background check process. Refer to the Requesting a Background Check Using the Background Check ePAR Reference Card for step-by-step instructions.

Use of a Previous Background Check

If a background check has been completed within the last twelve (12) months, the results may be used for a subsequent position or appointment if it meets the criteria of the new position or appointment. If it does not meet the criteria for the new position, additional background check components will need to be completed.

The Background Check unit will assess whether or not the previous background check results are valid based on the requirements of the new position/appointment (e.g. driving, professional licensure, degree verification, and/or debarment checks, when applicable).

Once the results are evaluated, the Background Check Unit will complete the background check summary and upload the degree and/or professional licensure verification (if applicable) in ConnectCarolina.

Conducting the Background Check

Once the University's background check service provider receives the background check request, the following background checks will be conducted:

  • a residency history and social security trace (includes Social Security Administration Death Master File search)
  • a criminal convictions check for all municipal and state jurisdictions in which the covered individual has lived or worked within the last seven (7) years (results reported by the consumer reporting agency beyond this time frame may be considered);
  • a criminal convictions check of federal court records;
  • a national sex-offender registry check;
  • a check of applicable federal debarment databases (System for Award Management and Office of Inspector General) for covered individuals in paid appointments;
  • a driver's license record check of applicable state motor-vehicle licensing agencies for any covered individual whose formal duties include driving;
  • an education credential check for any covered individual whose position requires a degree from an accredited educational institution; and
  • a professional licensure check for any covered individual whose position requires a professional license.

Driver's License Check

The University has incorporated a mandatory driver's license check as part of the background check for covered individuals for whom driving is an essential function of their duties, or who could be reasonably expected to drive a University or State-owned vehicle while performing those duties.

This requirement does not apply to individuals who may routinely drive their own vehicles to meetings or events while performing their duties in the course of their jobs. The background check ePAR includes the following field:

  • Will the candidate/appointee be driving a state-owned or persona motor vehicle as an essential function of their duties?

    Note: If the driving-related question is checked "Yes," then a background check package that includes a driver's license check will be selected and a driver's license check in the state(s) that issues the covered individual's driver's license will be completed. If this question is answered "No", then a driver's license check is not required and a background check that does not include a driver's license check will be selected. For guidance regarding background check packages, please refer to the Background Check Package Selection Matrix.

Federal Debarment Check

The University conducts federal debarment through the System for Award Management (SAM) and Office of Inspector General (OIG) exclusion databases as part of the background check process for all candidates for paid appointments. Individuals in unpaid appointments are exempt from the federal debarment checks.

Under the Federal Acquisition Regulation, the University may not employ an individual who is currently debarred from employment with a federal contractor. If the background check reveals that an individual is currently debarred from employment with a federal contractor, OHR will notify the appointing department head and the school or division Human Resources Officer or their designee.

Credentials Check

The Recruitment and Hiring Policy and Policy on Background Checks for Faculty and Non-Faculty Employees, Student Employees, and Affiliates, State laws (N.C.G.S. 126-30 and 14-122.1) require the verification of certain education and professional credentials for permanent and time-limited SHRA employees. These laws further require appropriate action up to and including termination of employment for falsification of qualification statements.

Credentials requiring verification are:

  • the highest post-secondary degree, diploma or certificate listed on the selected candidate's Application for Staff Employment; and
  • any professional license, registration or certification, indicated on the selected candidate's Application for Staff Employment, used to qualify the candidate or set the salary of an applicant or as required by regulation for the position.

When a permanent SHRA employee transfers from another University department or State agency, credentials that have already been verified and documented in their personnel file do not have to be verified again.

Applicants who have obtained their education outside of the U.S. and its territories must have their academic degrees validated as being equivalent to the Baccalaureate, Master's, or Doctoral degrees confirmed by a regionally accredited college or university in the United States. A list of approved agencies performing this specialized service appears in the table below. Applicants may directly contact any of these organizations for current information, procedures, and costs.

If a foreign degree is the highest post-secondary degree, then the department must verify the degree. Departments are required to submit validation of any foreign-degree verification from one of the approved agencies below to the OHR Background Check unit at backgroundcheck@unc.edu, either as part of the background check request process or within 90 days of the candidate/appointee's effective date.

Approved Agencies That Validate Foreign Academic Degrees
Agency Mailing Address Telephone Number Fax Number Website
Educational Credential Evaluators, Inc. 101 W. Pleasant St., Suite 200
Milwaukee, WI 53212-3963
414-289-3400   https://www.ece.org/
Educational Perspectives, Inc. PO Box A3462
Chicago, IL 60690-3462
312-421-9300 312-421-9353 https://www.edperspective.org/
Educational Records Evaluation Services, Inc. 2480 Hilborn Rd, Suite 106
Fairfield, CA 94534
707-759-2866   https://www.eres.com/
Evaluation Service, Inc. 333 W. North Avenue, #284
Chicago, IL 60610-1293
847-477-8569 312-587-3068 http://www.evaluationservice.net/
Foundation for International Services, Inc. 505 5th Avenue South, Suite 101
Edmonds, WA 98020
425-248-2255   https://www.fis-web.com/
Global Services Associates, Inc. 409 North Pacific Coast Highway, # 393
Redondo Beach, CA 90277
310-828-5709 310-828-5709 http://www.globaleval.org/
International Education Research Foundation, Inc. PO Box 3665
Culver City, CA 90231-3665
310-258-9451 310-342-7086 https://www.ierf.org/
Josef Silny & Associates, Inc. 7101 S.W. 102 Avenue
Miami, FL 33173
305-273-1616 305-273-1338 https://www.jsilny.org/
SpanTran Educational Services, Inc. 2400 Augusta Drive, Suite 451
Houston, TX 77057
713-266-8805 713-789-6022 https://spantran.com/
World Education Services, Inc. Attention: Documentation Center
Bowling Green Station
P.O. Box 5087
New York, NY 10274-5087
800-361-3106 212-739-6100 https://www.wes.org/

Background Check Fees

Appointing departments will be charged the University's current background check fees based on:

  • a basic administrative background check fee;
  • the type of background check conducted;
  • the types of jurisdictions that must be consulted;
  • the degrees and professional licenses that must be verified; and
  • the driver's license check (if applicable).

For a schedule of these fees, refer to the UNC Background Check Pricing Schedule.

Time Frame

The OHR Background Check Unit strives to notify appointing departments of clear background checks (i.e. those revealing no adverse results) within seven (7) business days after the background check is initiated. This time frame may be exceeded, however, depending upon the number of names of record, number and location of out-of-state jurisdictions that need to be checked and/or adverse results.

Contingent Offer of Employment

A contingent offer of employment is a formal job offer that is dependent on the employee completing certain hiring requirements such as a background check. The contingent offer must be made in writing and indicate that the offer of employment is contingent on satisfactory outcome of the background check process. The contingent offer may be rescinded should the background check results reveal adverse results. Once all hiring requirements are met, the job offer can be finalized, and the candidate may begin work with the university. Contingent offers of employment are allowed under the following guidelines.

Permanent Faculty Appointments

With approval from Academic Personnel Office, the appointing department may extend a contingent offer of employment to a fixed-term or tenure track Faculty candidate after the background check has been initiated. A contingent offer of employment is a formal job offer that is dependent on the employee completing certain hiring requirements such as a background check. The contingent offer must be made in writing and indicate that the offer of employment is contingent on satisfactory outcome of the background check process. The contingent offer may be rescinded should the background check results reveal adverse results. Once all hiring requirements are met, the job offer can be finalized, and the candidate may begin work with the university.

An appointing department may not extend a contingent offer of employment to the following Faculty appointees:

  • Unpaid and paid adjunct faculty; or
  • Centers of Disease Control (CDC)/United States Department of Agriculture (USDA) Select Agents; or
  • Anyone who will have contact with minors other than students enrolled at UNC-Chapel Hill as outlined in the Protection of Minors Policy, Standard, and Procedure.
Permanent SHRA and EHRA Non-Faculty Appointments

The appointing department may extend a contingent offer of employment to a permanent SHRA, EHRA Non-Faculty, or Postdoc candidate after the background check has been initiated.

An appointing department may not extend a contingent offer of employment to the following SHRA or EHRA Non-Faculty appointees:

  • Centers of Disease Control (CDC)/United States Department of Agriculture (USDA) Select Agents; or
  • Anyone who will have contact with minors other than students enrolled at UNC-Chapel Hill as outlined in the Protection of Minors Policy, Standard, and Procedure.
All Other Appointments

For all other appointment types including temporary, UNC independent contractors, unpaid volunteers, interns and visiting scholars, CDC/USDA Tier 1 Select Agents, and anyone who will have contact with minors, the appointing department must receive the final results of a background check (with the exception of the credentials verification) prior to extending an offer of employment or appointing an unpaid affiliate. However, if a background check remains incomplete seven (7) business days after being initiated and the appointing department head deems it essential to extend an offer of employment, the appointing department may seek approval from the Associate Vice Chancellor of Human Resources or their designee to extend a conditional offer of appointment, pending receipt of final background-check results. In exceptional circumstances, approval may be sought to extend a conditional offer prior to this time.

Effective Date/Report for Duty

An appointment effective date must be no later than twelve (12) months after the background check is completed with no disqualifying results. If this time frame is exceeded, a new background check must be completed before the covered individual reports for duty.

Departments may not have an individual report for duty unless the background check has been completed with no disqualifying results. However, if a background check remains incomplete 30 business days after being initiated and the appointing department head deems it essential for an individual to report for duty, the appointing department may seek a special exception from the Associate Vice Chancellor of Human Resources or their designee for a covered individual to conditionally report for duty prior to completion of the applicable check. In this circumstance, a conditional report for duty will not be approved for individuals working in appointments that involve contact with sensitive populations or that otherwise have access to or control of sensitive University resources (e.g., CDC/USDA Tier 1 Select Agents, large amounts of University funding) or sensitive facilities.

Assessing Convictions/Arrests/Charges/Driving Infractions

If a background check reveals prior non-expunged criminal convictions, arrests, charges, serious driving infractions (when applicable), or falsification of credentials, then OHR or the designated central office, in consultation with the appointing department head and/or the school's or division's Human Resources Officer or their designee, will assess the potential risks and relevance of each applicable conviction or infraction to the proposed appointment of the covered individual.

In considering whether a non-expunged criminal conviction, arrest, charge or serious driving infraction (when applicable) rises to the level of potentially barring a covered individual from appointment, OHR, in consultation with the appointing department head and the school's or division's Human Resources officer or their designee, may exercise discretion in determining whether there are mitigating factors which may still permit the appointment to proceed.

Such factors may include:

  • the relationship of the conduct to the specific job duties and responsibilities that would be performed by the covered individual, if appointed;
  • the nature, gravity, and context of the events surrounding the conduct, as evidenced by the background check results and any supplementary information that can be obtained by the University or that is promptly provided by the covered individual;
  • the time that has elapsed since the conduct occurred and/or completion of any sentence served;
  • the individual's demonstrated behavior since any conviction and the future potential for illegal activity by the individual, as might be inferred from a past pattern of conduct;
  • any other extenuating circumstances documented by the covered individual or otherwise known to the University (e.g. the age of the candidate at the time of the conduct, the totality of the circumstances, etc.)

The Office of University Counsel, Office of Postdoctoral Affairs, Academic Personnel Office, Office for the Protection of Minors (POM) Program, and/or UNC Police may (but are not required to) be consulted when assessing the job-relatedness and relevance of prior non-expunged convictions, arrests, charges or serious driving infractions to a possible future appointment. For federally regulated CDC/USDA Tier 1 Select Agent appointments, the Department of Environment, Health and Safety may be consulted.

If education and/or professional licensure credentials cannot be verified, OHR, in consultation with the hiring official, may determine whether a covered individual may be employed or continue to be employed based on the falsification of stated credentials.

Any adverse results that indicate the need for further assessment and decision-making will be routed as follows depending on the appointment type:

Adverse Background Check Routing Chart
If a covered individual of this type has an adverse background check ... ... the results will be routed to ...
EHRA Non-Faculty permanent and temporary appointments OHR Background Check Supervisor and EHRA Non-Faculty Human Resources Consultant (EHRA-NF HR), if necessary
Faculty permanent and temporary appointments1 OHR Background Check Supervisor and Academic Personnel Office, if necessary
UNC Independent Contractors (UNC IC) OHR Background Check Consultant
Postdoctoral fellows2 OHR Background Check Supervisor and EHRA Non-Faculty Human Resources Consultant and/or Office of Postdoctoral Affairs, if necessary
SHRA permanent appointments OHR Background Check Supervisor and Talent Acquisition Partner assigned to appointing department, if necessary
SHRA temporary appointments OHR Background Check Consultant and Talent Acquisition Partner assigned to appointing department, if necessary
Unpaid affiliates (i.e. unpaid interns, volunteers, and visiting scholars) OHR Background Check Consultant and Talent Acquisition Partner assigned to appointing department, if necessary
All other special checks:
  • federally regulated CDC/USDA Tier 1 Select Agent requirements3
  • federal debarment checks
OHR Background Check Supervisor
Individuals who have contact with minors OHR Background Check Supervisor and Office for the Protection of Minors (POM) Coordinator, if necessary

Notifying Covered Individuals of Adverse Background Check Results

In the event of an adverse background check that results in a potential determination that bars appointment, a covered individual is entitled to certain notification rights under the federal Fair Credit Reporting Act.

The "pre-adverse" and adverse-action notifications described in this section must be approved by the OHR Background Check unit in consultation with the University official noted below:

Adverse Action Communication Chart
"Pre-adverse" and adverse-action notifications to this appointment type ... ... will be approved by the OHR Background Check unit in consultation with the designated University official:
EHRA Non-Faculty permanent and temporary appointments Director, EHRA Non-Faculty Human Resources, OHR
Faculty permanent and temporary appointments Assistant Provost for Human Resources, Academic Personnel Office
UNC Independent Contractors Senior Director, Employment & Staffing, OHR
Postdoctoral fellows Director, Office of Postdoctoral Affairs, Office of the Vice Chancellor for Research
SHRA permanent and temporary appointments Senior Director, Employment & Staffing, OHR
Unpaid affiliates Senior Director, Employment & Staffing, OHR
All other special checks:
  • federally regulated CDC/USDA Tier 1 Select Agent requirements
  • federal debarment checks
Senior Director, Employment & Staffing, OHR
Individuals who have contact with minors Office for the Protection of Minors (POM) Coordinator

Pre-Adverse Notification

If a background check produces adverse results that could bar appointment of a covered individual, the OHR Background Check unit on behalf of the designated University official, must notify the covered individual prior to taking any adverse action based in whole or in part on the background check results.

This "pre-adverse" notification must include the following items:

  • a letter sent by U.S. certified mail, a courtesy copy of which may also be provided by electronic mail and/or regular mail or another means deemed appropriate by the Senior Director, Employment & Staffing or their designee;
  • a copy of the background check results used to reach a potential determination that would bar appointment; and
  • a copy of the document "A Summary of Your Rights Under the Fair Credit Reporting Act."

The covered individual must be allowed five (5) business days from receipt of the notification to offer any written explanation regarding the adverse results in question or to challenge the accuracy of the results with the consumer-reporting agency.

Taking into account any supplemental explanation or information that is provided by the covered individual, the designated University official will finalize their decision in this matter, in consultation with the appointing department head and the applicable school's or division's Human Resources Officer or their designee and/or the Office of the University Counsel and UNC Police, as necessary.

Adverse Action Notification

If an adverse background check affects the decision not to hire a covered individual, the OHR Background Check unit will, within five (5) business days of the expiration of the covered individual's five-day response period, notify the covered individual. This "adverse action" notification must include the following:

  • a letter sent via certified mail;
  • a copy of the document "A Summary of Your Rights Under the Fair Credit Reporting Act"; and
  • information on rights to dispute the accuracy of the information on the consumer report through the consumer reporting agency.

Any decision to bar appointment due to an adverse result from the University's background check process will be considered final.

Exceptions

Individuals in unpaid appointments are exempt from the federal debarment checks.

Definitions

Background check (BC): a search of federal, state and municipal jurisdictions for criminal convictions, national sex offender registration, driver's license history, and education credential and professional licensure verification. For paid appointees, the University also checks federal contractor debarment status. These background checks are all intended to provide relevant information to the University about the candidate's suitability for appointment in a particular position.

Background check ePAR: an electronic personnel action request in ConnectCarolina that is completed and submitted by the appointing department's background check initiator to request a background check.

Centers for Disease Control (CDC)/United States Department of Agriculture (USDA)regulated select agent: a subset of biological agents and toxins that the Departments of Health and Human Services and Agriculture have determined to have the potential to pose a severe threat to public health and safety, to animal or plant health, or to animal or plant products.

Covered individual: an individual subject to the provisions of this policy.

Credentials: the highest post-secondary degree, diploma or certificate and/or any professional license, registration or certification used to qualify the candidate, applied as a pay factor, or required by regulation for the position.

Criminal conviction: all prior non-expunged criminal convictions and acknowledgements of criminal responsibility (e.g., pleas, prayers for judgment, etc.) for any unlawful offense, including but not limited to those that are subject to the jurisdiction of a military court, violations of local ordinances or state laws that result in fines, misdemeanors, or felonies. Previous non-expunged convictions, arrests or charges do not automatically disqualify a candidate from consideration for employment/appointment. The University will perform an individualized assessment to determine whether the underlying conduct warrants exclusion from employment based on several factors, including the nature of the underlying conduct, nature of the job, and the time elapsed since the conduct occurred. Please refer to the Background Check Supplemental Procedures for additional information. Consistent with applicable law, any expunged arrest, charge or conviction is not required to be disclosed and will not be considered as a condition of employment.

Driving infractions: all driving-related charges, prayers for judgment, and non-contested charges for which the covered individual has been found guilty and which are recorded on the covered individual's driving record by a court and/or state motor vehicle licensing authority.

EHRA employee: any individual employed by the state that is Exempt from the Human Resources Act (EHRA).

Faculty employee: any individual who serves as a paid or unpaid faculty member.

Motor Vehicle Report (MVR): A report of driving history, as reported by a state’s Department of Motor Vehicles. Information on this report may include driver’s license information, point history, violations, convictions, and license status.

Non-faculty employee: any employee other than a faculty member who may or may not be covered by the State Human Resources Act, commonly known as SHRA and EHRA Non-Faculty appointments.

SHRA employee: any individual employed by the state under the State Human Resources Act (SHRA).

Social Security Death Master File: contains records of persons possessing social security numbers whose deaths were reported to the Social Security Administration that is used to verify that a candidate/appointee is a living person.

UNC Independent contractor (IC): an individual engaged by the University but determined to be a contractor rather than an employee based on U.S. Internal Revenue Service and University procurement guidelines.

Unpaid affiliates: individuals engaged by the University in unpaid capacities in support of the University's mission of teaching, research and public service (e.g., volunteers, interns and visiting scholars).

Related Requirements

External Regulations and Consequences

University Policies, Standards, and Procedures

Contact Information

Primary Contacts
Subject Contact Telephone Email
General questions regarding background check procedures OHR Background Check Unit (919) 962-5742 See OHR website for specific e-mail contacts.
Status of in-process background checks (University departments only) OHR Background Check Specialists (919) 962-5742 See OHR website for specific e-mail contacts.
Determinations on Adverse Background Results for:
Subject Contact Telephone Email
EHRA non-faculty appointments OHR Background Check unit Contact the OHR Service Center at (919) 843-2300 for contact information. See OHR website for specific e-mail contacts.
Faculty permanent and temporary appointments1 Academic Personnel Office (919) 962-1091 See Academic Personnel Office for e-mail contacts.
Postdoctoral fellow appointments2 HR Consultant, Office of Postdoctoral Affairs (919) 962-9982 See Office of Postdoctoral Affairs for e-mail contacts.
SHRA permanent appointments and unpaid affiliates (e.g. unpaid visiting scholars, interns, & volunteers) OHR Background Check unit Contact the OHR Service Center at (919) 843-2300 for contact information. See OHR website for specific e-mail contacts.
SHRA temporary appointments, Independent Contractors and other special checks including:
  • Federally regulated CDC/USDA Tier 1 Select Agent requirements3
  • Federal debarment checks
OHR Background Check unit Contact the OHR Service Center at (919) 843-2300 for contact information. See OHR website for specific e-mail contacts.
Residential and non-residential programs serving minors who are current UNC-Chapel Hill employees and/or affiliates Office for the Protection of Minors (POM) Coordinator (919) 843-8995 See Protection of Minors website for specific e-mail contacts.

Important Dates

Original Effective Date:

  • September 01, 2002 - Approved by: Associate Vice Chancellor, Office of Human Resources

Revisions:

  • November 24, 2021 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • July 1, 2020 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • February 10, 2020 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • October 5, 2018 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • December 1, 2017 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • September 1, 2017 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • July 1, 2017 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • April 3, 2017 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • December 4, 2015 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • September 12, 2014 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • July 1, 2014 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • April 4, 2013 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • May 1, 2011 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • November 12, 2010 - Approved by: Associate Vice Chancellor, Office of Human Resources
  • July 1, 2007 - Approved by: Associate Vice Chancellor, Office of Human Resources

Approved by:

Linc Butler

Associate Vice Chancellor for Human Resources

The University of North Carolina at Chapel Hill

Footnotes

1. In the case of a proposed faculty appointee, Academic Personnel in the Office of the Provost, in consultation with the appointing department head and the school's or division's Human Resources officer or their designee, will assess the potential risks and relevance of each applicable conviction or infraction to the proposed appointment of the covered individual.

2. In the case of a proposed postdoctoral fellow appointee, the Office of Postdoctoral Affairs in the Office of the Vice Chancellor for Research, in consultation with the appointing department head and the school's or division's Human Resources officer or their designee, will assess the potential risks and relevance of each applicable conviction or infraction to the proposed appointment of the covered individual.

3. OHR will inform the Director of Environment, Health & Safety (EHS) or their designee of any adverse background-check results for covered individuals who work with federally regulated select agents.

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Details

Article ID: 131721
Created
Thu 4/8/21 9:15 PM
Modified
Wed 11/24/21 4:14 PM
Effective Date
If the date on which this document became/becomes enforceable differs from the Origination or Last Revision, this attribute reflects the date on which it is/was enforcable.
11/24/2021 12:00 AM
Issuing Officer
Name of the document Issuing Officer. This is the individual whose organizational authority covers the policy scope and who is primarily responsible for the policy.
Issuing Officer Title
Title of the person who is primarily responsible for issuing this policy.
Associate Vice Chancellor
Last Review
Date on which the most recent document review was completed.
11/24/2021 12:00 AM
Last Revised
Date on which the most recent changes to this document were approved.
11/24/2021 12:00 AM
Origination
Date on which the original version of this document was first made official.
10/05/2018 12:00 AM
Responsible Unit
School, Department, or other organizational unit issuing this document.
Office of Human Resources