Oregon-Davis School Corporation
Bylaws & Policies


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 School Corporation's administrative staff.

The Superintendent shall establish the necessary procedures for obtaining personal background information on each applicant recommended for employment as an administrator which shall include the following:



an expanded national criminal history check as defined by I.C. 20-26-2-1.5



an expanded child protection index check as defined by I.C. 20-26-2-1.3



a search of the national sex offender registry maintained by the United States Department of Justice



beginning July 1, 2017, a search of the State child abuse registry



telephone inquiry with each former employer



explanations of any employment gaps to ensure the candidate has not omitted an employer where an offense occurred



verification of the applicant’s eligibility to work using the E-Verify database maintained by the Federal government as required by I.C. 12-32-1

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; or



the subject of a substantiated report of child abuse or neglect.

Each applicant shall certify under penalty of perjury his/her eligibility to be employed by the Board as a United States citizen or a qualified alien.

Should it be necessary to employ a person in order to maintain continuity of the program prior to receipt of the report, the Superintendent may provide for a substitute or employ the applicant as a substitute.

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, defend a decision made pursuant to this policy, or comply with I.C. 20-26-5-11.5 when responding to a request for an employment reference from another school for a current or former employee.

Any costs associated with obtaining the expanded criminal history check and the expanded child protection index check are to be borne by the applicant.

During the course of his/her employment with the Corporation, each administrator shall be required to report the arrest or the filing of criminal charges against the employee; conviction of the employee for a crime; and substantiated report of child abuse or neglect of which the employee is the subject to the Superintendent within two (2) business days of the occurrence. The Superintendent shall obtain a review of each reported conviction or substantiated report of child abuse or neglect and shall recommend appropriate action to the Board considering the risk to members of the school community presented by the continued employment of the administrator who was convicted or the subject of a substantiated report of child abuse or neglect.

I.C. 5-2-22
I.C. 10-13-3
I.C. 20-26-2-1.3
I.C. 20-26-2-1.5
I.C. 20-26-5-10, -11 and -11.5
I.C. 20-28-5-8

Revised 10/10/16
Revised 12/19/16

© Neola 2016