- Job title
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Education Background Checks
This headline caught my attention this morning while reading our local newspaper, “The Columbus Dispatch:”
Colleges Weigh Student Crimes
Clarett among hundreds of felons admitted to Ohio schools
In case you don’t know, Clarett is Maurice Clarett who led the Ohio State Buckeyes to the 2002 national championship during his freshman year. He pleaded guilty in 2006 to aggravated robbery and carrying a concealed weapon, and served 3 1/2 years in a Toledo prison. On Monday he started taking classes again at Ohio State.
His return to classes has created a lot of buzz, but what really caught my attention was the statement “he’s hardly the only person with a criminal record attending a central Ohio college.”
Here are some interesting tidbits from the article:
- Ohio State University estimates that 30 to 45 people with felony convictions or suspensions from another college apply to the Columbus campus each year as freshmen or transfer students. Of those, about 20 or so make it through a vetting process that ensures they don’t pose a safety risk. They still have to meet the school’s academic requirements, and some give up when they find out they might not qualify for federal financial aid because of a drug conviction. The vast majority have gotten into trouble because of alcohol and drugs. At Ohio State, officials sometimes add restrictions, such as being prohibited from living in a dorm or being required to talk with a campus counselor, for people who have convictions. A few are asked to reapply in a year after securing permanent housing, finding a job or doing volunteer work – or taking classes online or at a two-year school to prove that they are ready for the challenge.”We don’t automatically bar anybody,” said Louise Douce, assistant vice president of student life.
- Columbus State Community College has higher numbers of applicants with criminal histories, in part because the school has open enrollment, said Admissions Director Tari Blaney. Last school year, there were 980 felons among the 31,000-plus applicants to Columbus State. Nearly 400 were admitted, Blaney said. Like a growing number of schools nationwide, Columbus State Community College is considering running background checks for students whose records raise red flags.
- Miami University – Under Ohio law, people who have served time for any of more than 30 violent crimes have to wait a year after being convicted before they can enroll in a public college, said Claire Wagner, Miami University’s spokeswoman. “And if we have learned a student lied about the criminal conviction, we can suspend them for at least a year,” she said.
- Ohio University – Ex-convicts who make it through the vetting process do as well as students without a record, several local campus officials said.”I’ve been doing this for 15 years and only two of the hundreds and hundreds of people with criminal convictions we have admitted have re-offended,” said Nicolette Dioguardi, Ohio University’s deputy general counsel. “People who are truly dedicated to getting their education and improving their lives are generally the most motivated to succeed.”
Most central Ohio colleges ask applicants to report whether they have ever been convicted of a crime or suspended from another school. Those who say yes are asked to provide more information. A committee of campus officials reviews the nature of the offense, when it happened and whether it is part of a criminal pattern. The committee also looks at what applicants have done since being convicted.
Employee Screening Best Practice
This holistic approach is also a recommended best practice for employers when hiring. If the applicant has a conviction, look at the nature and gravity of the crime, the nature of the job, and the age of the crime to determine whether there is a business justification to deny employment. Also, employers should review the individuals entire background – through verifications, references, interviews, etc. to make an informed decision about the individual.
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In case you missed any of our employee screening articles for October and November, here’s a quick recap of our most popular:
- Florida Lawmakers Pledge Changes To Their Background Screening Program
- Sex Offender Safety Tips
- No Background Check? No Problem – Cracking Down On The Gun Show Loophole
- How A Woman Falsified Her Nursing Credentials For 18 Years
- University Removes New-Hire DNA Testing From It’s Background Check Policy
- Genes and Jobs: Can Employers Use Your DNA For A Background Check?
- 100% Of Companies Will Be Using Social Networks As Part Of Their Employee Screening Program By 2012
- How To Protect Your Company When Googling Job Applicants
Smart, Compliant Hiring Decisions Made Easy
FYI Screening offers a wide array of customized background screening solutions to meet any need. Human Resources and Loss Prevention Professionals in numerous industries worldwide trust FYI’s screening solutions every day to make smarter, safer and more cost effective hiring decisions.
On October 20, 2009, while on her lunch break, a Tennessee kindergarten teacher was cited for shoplifting $62 worth of wrinkle cream from Walmart. This past summer the teacher was convicted of stealing steaks from a Kroger. She has three DUIs and a citation for driving on a suspended license for excessive speeding tickets. She also has five aliases and she’s been teaching young children for the past five years.
As of November 5, 2009 she was still in the classroom teaching. Watch the video.
What’s wrong here?
The state only requires a background check at the time of hire.
This is a good reminder that your organization should have a Post-Hire Screening Program in place.
A Post-Hire Screening Program (also called recurring screening) is considered a best practice for employers. It ensures a safe workplace and helps reduce the risk of a negligent retention lawsuit. Conducting checks on all new hires is essential. Keep in mind, that a lot can happen in the years after a new hire comes aboard. Companies should consider protecting themselves with periodic post-hire criminal checks and drug screening.
For more information please read:
The University of Akron is backing away from a controversial new policy, which appears to be the first in the nation, saying that new hires can be DNA tested as part of a background check.
William Rich, the vice chairman of the Ohio university’s Faculty Senate, said late Thursday that the administration was now willing to remove references to DNA testing from its background check policy.
As CBSNews.com reported last week, the university’s board of trustees adopted a rule saying a “DNA sample for purpose of a federal criminal background check” may be collected from any prospective faculty, staff, or contractor. That policy, which includes no explicit privacy guarantees, appears to violate a federal law that takes effect on November 21 called the Genetic Information Nondiscrimination Act.
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- A Growing Trend – Data Security and Protection
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- Diploma Mills: Degrees of Deception
- Six Background Screening Mistakes To Avoid
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