Prior to employment, selected candidates must satisfactorily complete a background check conducted through HR.
Various state laws and regulations may require the verification of certain education and professional credentials. These requirements further require appropriate action, up to and including termination of employment for falsification of qualification statements.
HR is responsible for conducting most of the legally required credentials verifications and is required to complete such verifications within 90 days of the employee's start date.
The following credentials must be verified:
The highest post-secondary degree, diploma, or certificate listed on the selected candidate's application for employment; and
Any professional license, registration, or certification indicated on the selected candidate's application for employment.
When a permanent employee transfers from one KSU department to another, credentials that have already been verified and documented in his or her personnel file do not have to be verified again.
If a selected candidate's highest post-secondary degree is a foreign degree, the hiring department is responsible for verifying it. The hiring department must submit documentation (e.g., certified transcripts, employee-provided proofs of degrees, etc.) of any foreign-degree verification to HR as part of the background check process. Such documentation should be produced during the hiring process; however, it must be produced within 90 days of the selected candidate's start date.
Applicants who have obtained their education 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:
Confirmed falsification of credentials required for a position will result in the immediate dismissal of the employee.