| Middlebury Community School Corporation |
| Bylaws & Policies |
4121 - PERSONAL BACKGROUND CHECK
To protect students and staff members, the School Board requires an inquiry into the personal background of each applicant the Superintendent recommends for employment on the Corporation's support staff.
Such an inquiry should also be made for substitutes.
The Superintendent shall establish the necessary procedures for obtaining personal background information on each applicant recommended for employment on the Corporation’s support staff which shall include the following:
| A. | an expanded national criminal history check (as defined by I.C. 20-26-2-1.5) of the criminal history record system maintained by the Federal Bureau of Investigation based on fingerprint identification or another method of positive identification | |
| B. | a search of the national sex offender registry maintained by the United States Department of Justice | |
| C. | telephone inquiry with each former employer | |
| D. | explanations of any employment gaps to ensure the candidate has not omitted an employer where an offense occurred | |
| E. | a detailed background history including all prior employment and volunteer positions | |
| F. | an Indiana Bureau of Motor Vehicles driver history if the position involves driving |
The Board may deny employment to an applicant who is convicted of an offense for which the applicant's license for the position may be revoked or suspended by State law.
The procedures shall provide that information and records obtained from pre-employment inquiries under this policy are confidential and shall not be released except as necessary to implement this policy or defend a decision made pursuant to this policy.
Any costs associated with obtaining the criminal history record are to be borne by the applicant.
During the course of his/her employment with the School Corporation, each support staff employee shall be required to report his/her conviction of criminal charges to the Superintendent within two (2) business days of the occurrence. The Superintendent shall obtain a review of each reported conviction and shall recommend appropriate action to the Board considering the risk to members of the school community presented by the continued employment of the convicted employee.
The Superintendent shall prepare administrative guidelines to implement this policy.
I.C. 10-13-3, 20-26-2-1.5
I.C. 20-26-5-10, 11; 20-28-1; 20-28-5-8; 35-42-4
Revised 4/19/99
Revised 2/01
Revised 1/7/02
Revised 9/7/05
Revised 7/10/07
Revised 5/18/10