In order to verify the qualifications and backgrounds of individuals before being hired into positions at The University of Alabama, the Department of Human Resources will provide, as set out in more detail below, background investigations on final candidate(s) applying for positions at the University. This includes external candidates, candidates from within the University who have not been subject to a background investigation within a year of applying for a new position, as well as University employees with a break in service of more than one year. This policy supersedes any previous background investigation policy.
A background investigation will be performed, by an outside vendor with which the University has contracted, on final candidates for all regular and temporary faculty and staff (not including undergraduate student workers). This includes adjunct faculty and graduate assistants. Background investigations may also be requested by the hiring department on final candidates for positions not included in the above, for volunteers, for positions in which the responsibilities are deemed to be sensitive in nature or when a background investigation is required by law. Some examples include:
Background investigations must be completed prior to an offer of employment. Job postings for positions subject to background investigations will contain notification to applicants that, prior to hiring, the final candidate must successfully pass a pre-employment background investigation. The background investigation of a candidate who is a current employee may impact the current employee’s employment, particularly absent full self-disclosure in the application process by the current employee. The cost for background investigations will be borne by the individual hiring departments.
Exceptions to this policy must be approved by the President.
Self Disclosure of Criminal Convictions
Current University employees in positions covered by this policy are required to self disclose to Human Resources post-employment criminal convictions, other than minor traffic violations, that occur after the effective date of this policy. Disclosure must be made within three business days of the conviction. Such disclosure shall be made on the Disclosure of Criminal Convictions form found on the Human Resources website and must be returned to Box 870126. Click here to download form.
Address Discrepancy - Note: This section added in compliance with “red flag” rules effective November 1, 2008
Consistent with 16 CFR 681.1, if Human Resources receives a “Notice of Address Discrepancy” from the Background Investigation Vendor, the following measures will be taken: