In order to provide the most conducive educational environment for our students, the safest environment for our guests and employees, and the most secure handling of University resources, Adelphi University is constantly striving to improve the employment process by selecting the most qualified employees to fill our open positions.   To this end, Adelphi is expanding its pre-employment background check process, effective for all newly vacant full-time, part-time non-faculty, and Head Coach positions effective immediately.   In addition to the current checks of academic credentials (faculty), employment history and employment references (all employees), and driving records (positions which require driving), Adelphi University's Office of Human Resources will coordinate the verification of academic (non-faculty) and licensing credentials required for a position, and a comprehensive criminal background check through a background investigation vendor. Candidates will be informed during the pre-employment process that Adelphi conducts background checks. Adelphi University reserves the right to conduct such an investigation on any other employees who do not fall within these categories, at our discretion.

Investigations which may be performed include, but are not limited to:

1. social security trace - confirms identity of applicant and is crucial to gathering correct information in all aspects of the background investigation;
2. previous address history - confirms the most recent 7 years of addresses and assists in conducting accurate background investigations;
3. educational and credential verification - confirms applicant educational degree or licensing required by the position;
4. previous employment verification - confirms applicant's employment history to the fullest extent possible;
5. driver's license check - confirms applicant possesses valid drivers license in New York State;
6. personal and professional references - confirms previous employment history or personal characteristics; and
7. criminal convictions and pending charges investigation - thorough criminal conviction check on the county, state, and federal level and sexual offender database registries.

Each report of a conviction or pending charge will be reviewed on a case-by-case basis by the Assistant Vice President for Human Resources & Labor Relations and Manager of Employment, Employee & Labor Relations, who will make a recommendation on employability to a Committee consisting of the Senior Vice President for Academic Affairs & Provost and Vice President for Finance & Treasurer.   The Senior Vice President for Academic Affairs & Provost and Vice President for Finance & Treasurer can affirm or overturn the decision.   Applicability of the conviction to the position applied for, maintenance of the safety and security of Adelphi?s students, employees, guests, and resources and protection of the conditions conducive to an effective learning environment will be considered, as well as the age of the person at the time the crime was committed, employment history since the conviction, evidence of rehabilitation, and whether the sentence has been commuted or reversed, or the person has been pardoned.

Specific results from the criminal background investigation will not be shared with the applicable supervisor and will be kept in the Office of Human Resources separate from the personnel file regardless of conviction history.   The Supervisor (if below the level of Vice President) will only be informed that the applicant is not eligible for employment at Adelphi.

PROCESS

1. Once a Hiring Manager has determined the applicant they would like to offer employment to, they MUST contact the Office of Human Resources with the name and contact information of the applicant (preferably email or home address).   The Office of Human Resources will contact the applicant in order to procure the required authorization form(s) necessary to conduct a complete background check.
2. Once the required paperwork is completed and received by the Office of Human Resources, the employment screening process will begin.   Some background checks may take up to one week to complete.   If a background check takes longer than one week, the Hiring Manager can seek approval from the applicable Vice President or senior staff member to make a conditional offer of employment.

To view Article 23-A of the New York Correction Law, click here.