9 Employment Reference Checks - Prior to submitting the Recommendation to Hire to HR, the supervising administrator from the hiring department shall contact at least three (3) professional employment references on the successful candidate, one of which must include a current or past supervisor. The supervising administrator must obtain written permission from the candidate prior to contacting references. Those involved with the hiring process for a specific position may not serve as a candidate reference for the same position. LTE and student employees are excluded. Educational Credentials - HR must receive and verify candidate educational credentials; official transcripts are required for this review. LTE and student employees are excluded. Professional Licensure and Certification Checks - HR must receive and verify candidate professional licenses and certifications required in the job description and position posting; copies of licenses and certifications are acceptable for this review. LTE and student employees are excluded. Criminal History Checks - HR conducts federal criminal, sexual offender, county criminal, social security alert, and residency history checks for all employees and volunteers. Fingerprinting is required for employees and volunteers working with minors in the Carl and Norma Miller Children’s Center, CEWD Youth Programs, and staff and faculty working in the K-12 system. A criminal record shall not in and of itself bar a person from employment or a volunteer assignment. In the event of a criminal record, HR (in consultation with legal counsel and other offices as necessary), will consider the recency and relevancy of the criminal record and any other factors relevant to assessing the job-relatedness of the criminal record, including: the nature of the criminal record, the relation of such information to the position or volunteer service, the time that has elapsed since the criminal record, as well as the general conduct, employment history, and/or rehabilitation efforts of the candidate, The College will not deny employment to a candidate based solely on a record of arrest in the absence of a conviction. MVR Checks – The Director of Public Safety conducts MVR checks for select positions within the College that require driving and/or operation of College vehicles. Candidates for positions requiring a CDL are subject to the federal and state laws governing the requirements for these licenses, as well as College requirements. Physical Examinations - The College requires physical examinations for select positions within the College as a condition of employment. In these instances, it has been determined that physical condition is essential to performing the responsibilities and duties of these positions. The College will not conduct physical examinations of any candidate until after the candidate has been provided an offer of employment. Drug and Alcohol Testing - HR conducts drug and alcohol testing for select positions at the College. The College will not conduct drug and alcohol testing of any candidate until after the candidate has been provided an offer of employment. The College will also conduct drug and alcohol testing for reasonable suspicion and post-accident testing. Positions that require a CDL fall under the Omnibus Transportation Employee Testing Act of 1991 and the Federal Highway Administration Controlled Substance and Alcohol Use and Testing Regulations of 1994. The law requires candidates to undergo and pass employment drug and alcohol testing if the position requires a CDL. In addition to positions requiring employees to hold a CDL, employees at the Carl and Norma Miller Children’s Center, clinical/field experience staff, plant
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