The final candidate for a University position, both Academic and Administrative, Service & Support, is required to pass a background check prior to beginning the duties of the new position. Such background check shall not be required for transfers or promotions of current employees within the same unit or department. This background check may include, but not be limited to, criminal history, verifications of employment and education, and driving records. In addition, the background check will include review of the following exclusions lists: the Office of Inspector General List of Excluded Individuals and Entities (LEIE) and the General Services Administration System for Award Management (SAM). If the candidate challenges the information contained in the background check with the screening agency, the University is not required to hold open the position. Consideration will be given to the relationship between the information obtained in the background check and the responsibilities of the position. A relevant job-related conviction or guilty plea is grounds for termination of employment or non-selection of the candidate. Convictions and guilty pleas include all felonies and misdemeanors except minor traffic violations in relation to any position which does not require driving. For positions that require operation of a motor vehicle, the terms conviction and guilty plea shall include minor traffic violations. The University may periodically check the driving record of individuals who are driving vehicles on official University business.
The final candidate for a University position, both Academic and Administrative, Service & Support, will be screened against the LEIE and SAM databases to confirm the prospective employee is not excluded or otherwise debarred. The discovery of excluded or debarred status on the exclusion lists may include rescission of an offer of employment.
Current employees may also be screened against the LEIE and SAM databases. The discovery of excluded or debarred status, or the addition of an employee to the LEIE or SAM databases, or the failure to disclose such status may subject that employee to discipline or remedial actions, which may include termination of employment.
Missouri Sex Offender Registry
The University does not employ any individual required to be registered under sections 589.400 to 589.425, RSMo (Missouri Sex Offender Registry) in a position as a “professor or instructor.” For purposes of this policy, “professor or instructor” includes any academic position involving teaching or instructional activities. For other positions, employment decisions will consider all relevant factors including the fact that the individual is listed on the Missouri Sex Offender Registry and the responsibilities of the position.
Falsification of application materials, including failure to disclose criminal convictions, guilty pleas, exclusion, or debarment, is grounds for termination of employment or non-selection of an applicant.
Applicants for employment who plead guilty to or are convicted of a criminal violation or who are excluded or debarred after they have applied should contact Human Resource Services within five (5) days of the conviction or guilty plea. Individuals who are employed with the University must notify their supervisor within five (5) days of a conviction or guilty plea to a criminal violation or becoming excluded or debarred. Failure to report a conviction, guilty plea, debarment, or exclusion is grounds for discipline up to and including termination of employment or non-selection of an applicant. Supervisors should notify Human Resource Services immediately upon being informed of any such conviction, guilty plea, exclusion, or debarment. In addition, employees who drive a vehicle on official University business must notify their supervisor within a reasonable period of time if their driving privileges are suspended or revoked. At no time shall employees drive on official University business if their license has been suspended or revoked.
Date Created: 9/26/97
Last Updated: 4/13/15