Does Anc Theaters Do Background Checks

NEW - SWIFT HIRE
On-Line Groundwork Check Process for New Hires:

With the implementation of PageUp, Human Resources has moved to an online groundwork cheque process. Upon credence of a Regular or Special Payroll job offering through PageUp, new hires will receive an automated email from Swift Hire via UConnStorrs@screening.services if a background check is required. This electronic mail will provide new hires with instructions to start the online background bank check process. All hires through PageUp will use Swift Hire, therefore, Human Resource will no longer accept paper background check packets for regular and special payroll new hires.

On-Line Background Bank check Process for Gratis/Volunteer appointments, four-H Volunteers and Small-scale Protection Volunteers:

Homo Resource uses an online background check process for volunteers. Upon notification to Hour from the coordinating department, volunteers will receive an automated e-mail from Swift Hire via the following:

UConnStorrs@screening.services for Gratis/Volunteer appointments
UConnStorrs4H/NRCA@screening.services for four-H and NRCA Volunteers
UConnStorrsProtectionofMinors@screening.services for Small-scale Protection Program Volunteers

This e-mail will provide volunteers with instructions to start the online background check process.

UConn Star
Pre-employment criminal groundwork checks (CBC) serve as an important element of the University's ongoing efforts to ensure a safe and secure campus and workplace. Criminal history information can identify prospective employees who may be predisposed to engage in violence, sexual misconduct, misappropriate employ of resources, identity theft, data breaches and other misconduct.

Note that all offers of employment are discipline to a pre-employment criminal background check. The hiring department is responsible for vendor fees associated with the CBC.

Who Undergoes a Background Check?

All total-fourth dimension and part-time final external candidates for employment in staff (professional and classified) and faculty positions
All Adjunct Faculty, Special Payroll Lecturers, Instructional Specialists, Bookish Specialists, Academic Technicians, Clinical Supervisors, Graduate Instructional Specialist, Graduate Special Payroll Lecturer and other titles with educational activity or advising responsibilities; or deemed to be in a position of trust (working with minors)
Other prophylactic sensitive positions (temporary special payroll or volunteer) as requested by hiring departments

Employees who are already employed by the Academy and employ for transfer or promotion do not undergo a background bank check.

Contact Information:
Criminal Groundwork Bank check (CBC) Team
HR-CBC@UConn.edu
Phone: (860) 486-3034
Dedicated CBC Fax: (860) 486-6773

Completing a Groundwork Check

Once a candidate accepts an on-line job offer and completes their new hire grade in PageUp, a groundwork check determination is made past the Background Check Team. If a background check is required, an east-mail will be sent from UConnStorrs@screening.services straight to the finalist requesting that they provide information through our on-line background check organization, Swift Rent. Questions nearly the background check procedure should be addressed to the Criminal Background Check Team at HR-CBC@UConn.edu or 860-486-3034.

Human Resources works straight with the vendor, Security Service of Connecticut Inc., to conduct the Criminal Background Check. A representative from Human Resources receives the results and notifies the hiring department on whether the date tin be finalized.

Background Check Consequence Review
Pre-employment criminal groundwork checks typically include the following: social security number verification, past address trace, statewide criminal history search (where available), statewide sex offender check, county criminal history check, federal criminal history check, nationwide criminal history check, international criminal history bank check (where applicable) and nationwide sexual practice offender search.

The University determines on a case-by-example whether a candidate's criminal history disqualifies the candidate from employment.

Pursuant to Connecticut General Statutes 46a-79 and 46a-80 and other relevant laws, the University considers the post-obit factors in determining whether to disqualify a candidate from employment based on criminal history information:

The nature of the crime and its relationship to the position
The degree to which the applicant has been rehabilitated
The length of time elapsed since conviction

A determination to disqualify a candidate based upon the results of the criminal groundwork check volition exist made by the appointing dominance in consultation with the Director of Faculty and Staff Labor Relations or designee. The Manager of Human Resources may also be consulted as deemed necessary.