Human Resources has contracted with Accurate Background to conduct the background checks.
A conditional offer of employment must be made prior to the initiation of a background check.
The process is initiated when:
- Departments submit request through Recruiting Solutions and/or chargeback system. Incurred costs will be charged through the chargeback system.
- Background check options are available: http://www.csun.edu/sites/default/files/background-check-packages.pdf
- Human Resources will communicate with department to authorize job offer
- Human Resources notifies the candidate by email that Accurate Background will be contacting them
- Accurate Background sends an email to the candidate
- Candidate completes the Accurate Background information
- Accurate Background conducts the check, which typically takes up to 10 business days
- Accurate Background will notify Human Resources of completion of background check
- Human Resources will review the completed background check and clear, if appropriate
- Candidate cannot begin to work until the background check is completed and cleared
The Background Check Policy applies to the following individuals:
- All new hires (including part-time faculty)
- Current employees in positions for which background checks are required by law (example: police officer, medical providers, and individuals who work with minors)
- Current employees under voluntary consideration for sensitive positions for which background checks are required
- Student employees (including TA/GA/ISA) in positions that require background checks by law, who have access to Level 1 data, or have cash handling responsibilities.
- Volunteers, consultants, and employees of auxiliaries, outside entities, and independent contractors in positions that require background checks by law, are determined to be sensitive, or who have access to Level 1 data.
Sensitive positions are those designated by the CSU as requiring a heightened scrutiny of individuals based on potentials for harm, concerns for safety and security, or risk of financial loss to the CSU community. (http://www.csun.edu/sites/default/files/sensitive-positions-table1.pdf)
Background Checks are not required for:
- FERP employees, unless they voluntarily move to a position that requires a background check
- Current employees, unless they voluntarily move to a position that requires a background check
- Employees rehired to the same campus who have had a background check performed in the previous 12 months
- Employees re-appointed to the same position at the same campus within 12 months
A Background Check consists of the following elements:
- Employment verification - All prior employment within the past 5 years
- Education verification - Educational requirements as appropriate to the position
- Reference checks - Contact current and former employers with a standardized inquiry to verify the applicant’s work history and skills
- Criminal records check -The CSU will not consider a conviction that occurred more than seven (7) years before the assessment
Note: A conditional offer of employment must be made prior to the initiation of a background check.
The following details apply to criminal records checks:
- The Education Code requires the submission of fingerprints (Livescan) to the Department of Justice for any employee or volunteer who will have direct contact with minor children at a camp/clinic operated by the CSU or on CSU property and a sex offender registry check.
- Bargaining unit employees who have worked in the past or who are currently working with camps and/or clinics on the campus are subject to this requirement unless they have successfully completed a criminal records check and sexual offender registry check within the past 12 months on the same campus.
- Campuses may not subscribe to subsequent criminal records updates.
The President or designee may authorize new faculty members to begin work before the background check is completed when University operations will be adversely affected such as when it would not be possible to offer a class to students.
- Offer must be in writing, contingent upon completion of satisfactory background check.
- Offer can be rescinded if background check reveals disqualifying information.
- And/or it was discovered that the candidate knowingly withheld or falsified information.
- Such an exception will not be permitted where the position is one in which a background is required by law or is designated as sensitive.
The Faculty Background Check Limited Exception Request Form can be accessed under the Procedures and Documentation section of the Background Checks website.
When developing job postings, please keep in mind that:
- All advertisements, notices, and postings for positions that require background check must also state:
Satisfactory completion of a background check (including a criminal records check) is required for employment. CSUN will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSUN employee who was conditionally offered the position.
- Job postings shall state that the position has been designated to be sensitive and identify if the position will have access to sensitive data
