ABAC 8.2 -- Background Investigation

General Requirements

The following requirements, standards and expectations apply to all USG employees (including faculty, staff and students).

Institutional Requirements:

·         Prior to completing the selection process, the hiring department should conduct an appropriate reference checks as necessary to verify employment and/or obtain job related information which will assist in determining the qualifications and suitability of an applicant for a particular position. Before making a reference inquiry permission from the applicant should be obtained so as not to jeopardize the applicant’s current employment status.

·         Employment of Nonresident Foreign Nationals must comply with all applicable federal laws, stipulations and restrictions.

·         Employment of all persons under the age of eighteen (18) years must comply with the U.S. Department of Labor regulations.

New Employee Requirements:

·         Successfully complete a background investigation appropriate to their positions.

·         Complete and sign a Security Questionnaire and Loyalty Oath as required by Georgia statues. This form will be prepared in original copy only, notarized, and filed appropriately at the institution.

·         File Federal and Georgia tax withholding forms.

·         Enroll in a USG retirement program or the Georgia Defined Contribution Plan as required based on employment status.

·         Complete Form I-9 within three (3) days of employment. Employees are required to maintain authorization to work in the U.S. for the duration of their employment, including re-certification to the employer as necessary.

Current Employee Requirements:

·         Successfully complete background investigations on current employees being transferred, reassigned, reclassified, or promoted into “positions of trust”.

·         Any current employee charged with a crime (other than a minor traffic offense) shall report being charged with such crime to their institutional Human Resources Department within 72 hours of the becoming aware of such a charge. Failure to report being charged with such a crime may result in appropriate disciplinary action, including termination of employment. Human Resources will review the nature of the crime and make a determination on what, if any, action should be taken regarding the employee’s employment status until resolution of the charge.

·         An employee who prior to arrest for an offense involving a controlled substance, marijuana, or a dangerous drug, voluntarily discloses use of such substance to his or her immediate supervisor and is receiving or agrees to receive treatment under an approved drug abuse and education program may be retained by the institution under the conditions set forth in BOR 8.2.18. Voluntary Disclosure of Drug Use.

·         Any current employee convicted of a crime (other than a minor traffic offense) shall report such conviction to their institutional Human Resources Department within 24 hours of the conviction. Failure to report such conviction may result in appropriate disciplinary action, including termination of employment. Human Resources will review the nature of the crime and make a determination on what, if any, action should be taken regarding the employee’s employment status.