Criminal Conviction Reporting Regulation 605
|Regulation 605||Approved: February 17, 2011|
|UNIVERSITY OF NORTH CAROLINA SCHOOL OF THE ARTS
Criminal Conviction Reporting Regulation
|Source of Authority:||UNC Code § 403|
|Revision Authority:||Board of Trustees|
|History:||First Issued: February 17, 2011|
|Related Policies and Regulations:||Criminal Background & Credit Checks Regulation 604;
Illegal Drug Policy 702;
Workplace Violence Regulation 706
|Responsible Offices:||Human Resources Department
|Effective Date:||February 17, 2011|
The UNCSA is committed to providing a safe and secure learning and work environment for our students and employees. To that end, it is the policy of UNCSA to require its current employees to report certain criminal activity occurring during employment.
This regulation applies to all employees, including student employees.
A. “Conviction” means, but is not limited to, a guilty verdict, guilty plea, prayer for judgment continued, Alford plea, or “no contest” plea.
B. “Entry of a Conviction” occurs, for purposes of this regulation, when the court accepts the plea or enters the conviction. A prayer for judgment continued is a conviction as of the date the court grants the defendant the prayer for judgment continued.
A. A current employee who is convicted of a criminal offense other than a traffic infraction must notify his/her supervisor within the prescribed period of time.
B. A current employee who routinely operates State vehicles in the scope and course of their employment and is convicted of a traffic infraction must also notify his/her supervisor within the prescribed period of time.
C. Failure to report a conviction as required above is grounds for discipline up to, and including, termination of employment.
D. Upon notice, the applicable entity will conduct a criminal background check to verify this information.
V. Revision History
A. February 17, 2011 – Adopted by Board of Trustees as part of UNCSA Policy Manual
UNIVERSITY OF NORTH CAROLINA SCHOOL OF THE ARTS
Criminal Conviction Reporting Procedures
I. Notifications & Investigation
A. A current employee who is convicted of a criminal offense other than a traffic infraction must notify his/her supervisor within 5 calendar days of the entry of the criminal conviction.
B. The supervisor must immediately notify Human Resources of the conviction.
C. Human Resources must then conduct a criminal background check to verify the information pursuant to the applicable policies and procedures.