Applicant

An individual who applies for an employment position at KSU and is deemed qualified for consideration.

Contingent Employment Offer

A conditional job offer dependent on a satisfactory criminal background check.

Falsification

Failure to accurately disclose required information, such as misdemeanor or felony convictions (excluding minor traffic violations), on an employment application.

Hiring Official

A KSU representative authorized to extend employment offers.

Conviction

For the purposes of this policy, convictions include guilty pleas, no contest pleas, deferred adjudications, and similar dispositions. However, arrests, juvenile adjudications, expungements, and sealed records are excluded from this definition.

PROCESS:

Application Process

  • Applicants must submit an electronic application via KSU's online employment system and disclose any misdemeanor or felony convictions (excluding minor traffic violations).
  • Applications include:
  • Applicants must electronically authorize the background check during the application process.
  • For certain volunteer positions, volunteer forms may include the following statement: "This volunteer role requires a state and national criminal history background check."
  • The following statement: "State law requires a state and national criminal history background check as a condition of employment."
  • A notice that falsification or non-disclosure may lead to offer withdrawal or termination, per KSU policies.

Conducting Background Checks

  • Background checks are conducted post-offer by a third-party administrator, in compliance with the Fair Credit Reporting Act and other applicable laws.
  • KSU retains sole discretion over decisions based on background check results but shall ensure that exclusions are job-related and consistent with business necessity, per Title VII and EEOC guidance.

Employment Offers

  • Upon a hiring official's recommendation, HR extends a written contingent offer stating: "This offer is contingent upon a satisfactory background investigation."
  • Verbal offers, if necessary, must clarify the contingency.
  • HR initiates the background check through the appropriate third-party administrator.