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Background Checks


Maryville University seeks to provide a safe and productive environment for students, employees and visitors. The University performs background checks to identify individuals who have committed serious crimes and are disqualified from employment by law or because their presence in the workplace would create an unacceptable risk to the University community.

This policy is applicable to all full-time and part-time regular staff, summer seasonal employees, summer camp employees/coaches and all full-time and adjunct faculty.

The University reserves the right to require that vendors who have employees working on campus provide copies of background checks done by the vendor. It will be determined whether temporary employees will be required to undergo background checks on a case-by-case basis, based on such factors as length of temporary employment, access to students, access to money or confidential information, etc.

Procedures:

  • Applicants who are selected for phone interviews will be asked to complete the background check authorization form. For positions which do not require phone interviews, the background check process will be initiated for those candidates who are selected for hire, and any employment offer will be contingent on the results of the background check.
  • The Human Resources Department will initiate a criminal background check and other checks as appropriate (i.e., Motor Vehicle Records Checks, licensure verifications) at the time of notification that a candidate has been selected for the phone interview or selection through another process.
  • If the background check is reported affirmatively, Human Resources will consult with the Vice President of the area and/or the hiring manager, as appropriate, and, when appropriate, legal counsel to determine whether or not a candidate should be disqualified from employment due to legal requirements or other considerations. Except where employment is expressly prohibited by law, the University will review each individual’s background report(s) and consider factors such as, but not limited to, the nature and age of the crime(s) or offense(s) reported, the position sought and duties, rehabilitation, the candidate’s employment history, and references.
  • Prior to taking any adverse employment action based on information contained in a background check report obtained from a consumer reporting agency, Human Resources will provide the candidate a copy of the report and a notice summarizing the individual’s rights under the Fair Credit Reporting Act. The candidate will be given information on the credit reporting agency providing the report and a reasonable opportunity to submit information to Human Resources disputing the accuracy or completeness of the report before a final decision is made and communicated.
  • In the event of a discrepancy in a background record check involving the individual’s identity, a background fingerprint check will be requested from the St. Louis County Police Department or another method of confirming identity will be employed.
  • If a candidate did not disclose a felony conviction on his/her application and is found to have such a record, a job offer will not be made. Human Resources will notify the department and the candidate as soon as possible after the decision is made.