Results are sent directly to designated HR personnel.

If convictions are identified, HR consults the Office of General Counsel (OGC) to assess:

Pending charges that, if resulting in conviction, would warrant exclusion lead to temporary exclusion until the charges are resolved.

As aforementioned, arrests, juvenile adjudications, expungements, and sealed records are not considered.

Nature and severity of the conviction.

Time elapsed since conviction or sentence completion.

Relevance to the position.

Evidence of rehabilitation.

HR notifies the hiring official, and the candidate is cleared to begin employment.

HR informs the hiring official and notifies the applicant that the contingent offer is rescinded.

The third-party administrator provides the applicant with a summary of rights under the Fair Credit Reporting Act and an opportunity to review the report.

Applicants may dispute inaccurate information, and HR, with OGC consultation, reviews the disputes and determines further action.

Applicants who falsify or fail to disclose required information are disqualified and barred from reapplying for employment at KSU for one (1) year.

KRS 164.281 (Criminal History Background Checks)

KRS 17.500 (Criminal History Records)

KRS 439.3401 (Violent Offender Definitions)

Title VII of the Civil Rights Act

Fair Credit Reporting Act

KSU Employment Policies