Background Checks Introduction

  • The purpose of this policy is to establish consistent and non-discriminatory guidelines for pre-employment background reviews, as part of the selection process for University employees. Background investigations confirm the candidate’s qualifications, credentials and suitability relative to the requirements of the position for which he or she is being considered. Background reviews are regulated by federal and state statutes, such as the Fair Credit Reporting Act, The Americans with Disabilities Act, and Equal Employment Opportunity legislation.
  • This policy applies to all new hires, including adjunct faculty and staff. Current employees being transferred, promoted or reclassified into positions requiring new significant financial responsibilities will also need to undergo the background check process if one has not already been completed. Adjunct staff whose duties include performing security or safety sensitive functions are also included. The level of pre-employment screening is based on the requirements of the position, however at a minimum will consist of verification of identity, criminal history review and sex offender registry. 
  • With respect to students applicants (work study and student hourly) background reviews are left to the discretion of the hiring department to determine if position falls within the category of security or safety sensitive based on job responsibilities.
  • Human Resources will assist the hiring department in determining the appropriate level of background review based on the level of exposure and risk factors associated with the position responsibilities.
  • Human Resources is responsible for maintaining a continuing contract for background investigating services with a reputable external firm.
  • Employment is contingent on the successful completion of the background review process. The University of New Hampshire may refuse to hire the finalist, may rescind an offer of employment of a finalist, or may review and terminate the employment of a current employee not successfully completing the background review process.
  • A background review shall include a review of information regarding an individual from their 18th birthday to the present. Potential employees under the age of 18 who will have contact with children under 18 or dependent adults are subject to a background review.