| Questions | Answers |
|---|---|
| Are current employees exempt from the background check process? | Yes |
| If an hourly student employee transfers to a graduate, classified, or unclassified position, do we have to do a background check? | No |
| If a classified employee transfers to an unclassified position, or vice versa, do we have to do a background check? | No |
| If we want to hire a former employee, do we have to do a background check? | Yes, if there has been a break in service
for more than one year. ********** No, if the break in service has been less than one year. |
| If we want to move a temporary employee into a full- or part-time classified position, do we have to do a background check? | Yes |
| If we want to hire for a temporary position who will work for about a year, but only a few hours a week, do we have to do a background check? | Yes, since they will be working for more than 6 calendar months. |
| If we are promoting a current regular employee, do we have to do a background check? | No |
| For what positions are driving record background checks being done? | Currently, only Extension Agent positions will have driving records checked. |
| After a background check has been completed and the hiring department has been notified by email to proceed with hiring for the position, what should we do with any copies of the PER-59? | By law, the department must not keep a copy of the PER-59, and if they do have a copy, it must be destroyed. The candidate should keep the only original PER-59 form. |
| How would Human Resources know that I have had a background check done on the person that I am hiring? | A copy of the email sent to the hiring department notifying them that the candidate is CLEAR to hire should be attached to appointment papers submitted to HR. |