PAP.7.4.060 Disclosure and Background Check

(a) All applicants who are being considered for employment with the School must provide the information as described in Section Section PAP.7.4.090 of this manual. Incomplete applications and application which fail to provide consent for background checks will not be considered. For all applicants considering employment with the School, the School reserves the right to:

(1) conduct annual background checks on all employees.

(b) While employed with the School, every employee must notify his or her department head or director in writing of any pending criminal charge or conviction, which may result in disciplinary action pursuant to Subchapter PAP.7.12 of this manual. The School reserves the right to:

(1) issue disciplinary action depending upon the severity of the charge or conviction.

(2) conduct a criminal background check or personnel background check of current School employees with reasonable suspicion of policy violations as detailed in this manual.

(c) Any person(s) donating time on school grounds, including but not limited to elders, volunteers, chaperones or persons who will be in the school or attending school events more than 10 hours per week, shall complete a Lac Courte Oreilles Ojibwe School Job Application Form and Background Check Release and Authorization form. No persons may participate in school business prior to the completion and determination of a background check. This is done to ensure the safety of our children pursuant to the Child Protection and Family Violence Prevention Act, P.L. 101-630. Job Application and Background Check Release and Authorization Forms are available in the Administration office. Forms can be mailed, faxed, or e-mailed upon request.

(d) Procedure.

(1) All Job Application and Background Check forms will be returned to the Human Resource Director for processing with picture identification and a second form of identification.

(2) The Human Resource Director is responsible for maintaining a continuing contract for background investigation services with a reputable external source.

(3) The Human Resource Director shall perform a background investigation that may include, but not limited to: a National Criminal Investigation, a State Criminal and Misdemeanor Investigation and a County Criminal and Misdemeanor Investigation. All background check results will be made available to the School Director to determine suitability under the Child Protection and Family Violence Prevention Act, P.L. 101-630.

(4) The Human Resource Director shall assist the School Director in identifying risk factor criteria under the Child Protection and Family Violence Prevention Act, P.L. 101-630 related to positions for which additional levels of investigations may be prudent, (Credit, Credentials, licenses, certifications, character references, etc.).

(5) The School Director has the responsibility for insuring that a background investigation is completed before participation in any school program activities and contractual arrangements.

(e) Failure to pass a background check to the satisfaction of the School or to disclose a criminal charge or conviction may result in revocation of a conditional offer of hire or disciplinary action, up to and including termination.