Applicants who have obtained their educations outside of the United States and its territories must have their academic degrees validated as being equivalent to the baccalaureate, master's, or doctoral degrees confirmed by regionally accredited colleges or universities in the United States.

Upon the discovery that an applicant or employee has provided false or misleading information—or omitted information related to education and professional credentials—the hiring supervisor must work with HR to determine the appropriate disciplinary action.

When falsified credentials are discovered prior to employment or transfer, the applicant must be disqualified from further consideration.

If falsified credentials are discovered after employment or transfer, the following will apply:

In determining the appropriate disciplinary action, consideration must be given to the sensitivity of an employee's position, the effect of the false information on the hiring decision, the advantage gained over other applicants, and the effect of the false information on starting salary.

Confirmed falsification may also result in criminal charges.

Only HR may extend an offer of employment, and HR will only extend an offer to a search committee's recommended finalist, but only after the requisite recommendation to hire and personnel action form has been completed and the finalist's reference and background checks prove satisfactory.

Any employment offers extended by non-HR employees are invalid and are in direct violation of this regulation.

HR will work in collaboration with the hiring supervisor to determine the appropriate start date for a new employee. Start dates will be contingent upon the start dates for pay periods and satisfactory background checks, reference checks, and credential checks.

Employees who are found to have committee a violation of this regulation are subject to disciplinary action up to and including termination of employment. Disciplinary actions will be issued based on the severity of the violations.