Tippecanoe School Corporation
Bylaws & Policies


To help ensure a safe environment and as required by State law, the School Board requires an expanded criminal history check of each applicant the Superintendent recommends for employment on the Corporationís professional staff. The expanded criminal history check shall include 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 former employer(s), explanations of any employment gaps to ensure the candidate has not omitted an employer where an offense occurred, and verification of the applicantís 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:

 A.convicted of an offense for which the applicant's license for the position may be revoked or suspended by State law; or

 B.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.

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.

The expanded criminal history check will be obtained by the Corporation prior to the individual's employment but no later than three (3) months after the individual's employment begins. The individual will be responsible for the cost of obtaining the expanded criminal history check and the expanded child protection index check. 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 employ the applicant as a substitute.

Each individual hired may be questioned about the individual's expanded criminal history check on the Corporation application. Failure to answer honestly any questions related to the expanded criminal history check may be cause for non-employment or termination of the applicant.

During the course of his/her employment with the Corporation, each professional employee and substitute teacher shall be required to report the 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 employee 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 9/9/09
Revised 3/14/12
Revised 2/10/16
Revised 1/11/17

© Neola 2016