HR 001 - Application Process (Employee)

1. All applicants that are seriously being considered for employment must complete Seton Hill University’s application form prior or upon interviewing with the institution. The application form will be available in hard copy and on-line. The application form will be submitted to the Human Resources Office. Search Committees will continue to receive all other applicant materials. The Human Resources Office will share the application form with the search committee without the applicant question sheet.

2. As part of the screening process for employment, search committees and/or the employee screening for employment must verify work (teaching) experience and references. If the position has educational requirements, this should be verified through official transcripts or through documented verbal verification with the educational institution. The documented verifications/references should be submitted to Human Resources once completed.

3. If as part of the application process, a potential employee indicates that he/she has a disability, the Manager of Human Resources will seek appropriate consultation to determine the need for accommodation and make a recommendation to the President if the University can provide reasonable accommodations.

4. If criminal charges are disclosed in the application process, these circumstances should be reviewed as related to seriousness, relation to job responsibilities, assessment of time since occurrence and/or one-time occurrence, and/or likelihood of infraction occurring again. If an applicant is recommended for employment, the applicant will be reviewed by a sub-committee consisting of the Manager of Human Resources, the appropriate Vice President and Chief of Campus Police. This sub-committee will recommend to the President if the applicant should be considered as viable for employment.

5. All candidates selected for employment must complete a federal and state background check and Act 33 and Act 34 clearances.

6. Seton Hill University will pay for the federal and state background checks and ACT 33 and 34 clearances. A background check through the Federal Bureau of Investigation’s national data base, including finger printing will be administered through the Campus Police Office.

7. Job offers and contracts/appointment letters are contingent on information revealed in the background checks. Job responsibilities may be started before information is received from the background check with the understanding that they may be terminated if criminal behavior is revealed.

8. All employee documentation: application, vita, criminal background report(s), verifications/references, annual performance appraisals, and contracts/appointment letters are maintained in the Human Resources Office.

Note: This policy does not apply to work study.

Date of implementation: June 2010