103.1 Pre-Employment Screening
The pre-employment screening process consists of a background check, credit check (and may include drug testing for any position), as well as a probable skills proficiency demonstration based on the assigned position and departmental requirements.
103.1a Background Check
As a condition of employment with Georgia State University, employees shall submit to a background investigation. A background check shall also be performed on any existing employee being transferred, reassigned, reclassified, or promoted to a “position of trust”, unless a background investigation confirming this procedure was conducted less than six (6) months of the transfer, reassignment, reclassification, or promotion. (Positions of trust are determined by the hiring unit in conjunction with the Office of Legal Affairs and are positions that routinely, as part of the job, involve interaction with children, after-hours access to facilities, access to financial resources, or have been otherwise identified by the hiring unit in conjunction with the Office of Legal Affairs to require a more extensive background investigation).
Offers of employment shall be conditional pending the result of the background investigation, which shall include, at a minimum, the following:
- A state and federal criminal history check covering seven (7) years;
- A nationwide sex offender registry search;
- A social security number check;
- For positions of trust with financial responsibility, a financial report; and
- For all staff, faculty, and academic positions requiring a degree, an academic credentials check.
Offers of employment for positions of trust may be conditional pending the result of a state and federal criminal history check covering more than the minimum of seven (7) years. For more information, please see the Background Investigation Policy and Procedure at:
http://managers.hr.gsu.edu/files/gravity_forms/1-02e6ecd3857a89f67b0161de291608bc/2014/10/Background-Investigation-Policy-Procedure.pdf
To complete a Background Request Form, please visit: http://managers.hr.gsu.edu/files/gravity_forms/1-02e6ecd3857a89f67b0161de291608bc/2013/06/Background-Form.pdf
103.1b Credit Check
A criminal background investigation plus credit check will be conducted on final candidate(s) if the position handles cash, checks or financial information. If a credit check has been conducted within the last year, a new investigation will not be conducted.
103.1c Drug Testing
Employees holding position(s) considered to be “high risk” shall be subject to random drug testing for illegal drugs for pre-employment screening, reasonable suspicion, post-accident, and required random testing. Additionally, an employee who has notified his/her supervisor that he/she has a drug related problem and maintains employment under the conditions set forth in Section 101.5a (Drug-Related Disciplinary Actions), shall be subject to random drug testing.
A “high risk” employee is defined as one whose job responsibilities pose a potential for significant risk or harm to the employee, other employees, or the general public in the event of inattention to duty or errors in judgment while on duty. This policy also includes law enforcement officers as well as individuals employed by private organizations that contract with the University to provide security services. Officers who are engaged full-time in purely administrative or clerical duties are not considered high risk. Furthermore, applicants for “high risk” positions and employees who have not previously performed high risk duties shall be required to successfully complete drug testing prior to being placed in the high risk position.
Random testing is defined as a process in which the names of “high risk” employees to be tested are chosen purely by lot. Such testing shall not, at any one time, be given to more than one employee on each work shift who has previously been classified as a “high risk” employee. All testing will be held in accordance with the procedures used by the State of Georgia, State Personnel Administration.
All employees shall be subject to drug testing for evidence of use of illegal drugs in cases of “reasonable suspicion”. Any affected employee may be required to submit to drug testing when there is reasonable suspicion to believe that the employee is under the influence of illegal drugs. The determination of reasonable suspicion shall be made by an official who is trained to make such determinations. Human Resources or the Office of Legal Affairs may also make a determination whether reasonable suspicion exists to requests an employee take a drug test. With the approval of Human Resources or the Office of Legal Affairs, the employee may be required to undergo drug testing when there is specific, well-articulated observations concerning the appearance, behavior, speech, or odor of the employee.
Any employee who declines a drug test, or who tests positive for drug use may be terminated from employment. Any candidate for employment who declines a drug test or who tests positive for drug use, may have their application removed from consideration for employment with Georgia State University. For more information, please see the Board of Regents’ Drug Testing policy at: https://www.usg.edu/hr/assets/hr/hrap_manual/HRAP_Drug_Testing_Safety__Security.pdf
103.1d Skill Proficiency Demonstrations
For certain positions, candidates may be asked to demonstrate proficiency in word processing, spreadsheet software, data entry, ten key, or other job-related skills.
103.2 Conditions of Employment
The following Actions are required of all Employees as a condition of employment.
103.2a Completion of I-9
This form identifies an individual’s legal right to employment in the United States and must be completed within three days of employment.
103.2b Direct Deposit of Paycheck
All employees of Georgia State University are encouraged to use the automatic payroll deposit service, which provides for the direct deposit of pay to a participating bank.
103.2c Federal and State Withholding Forms
These documents indicate the amount of federal and state taxes to be withheld by the employer and must be completed upon employment.
103.2d Benefits Forms Completion
For benefits eligible employees only: Benefits enrollment must be completed within 30 days of the employee’s hire date with the University in order to participate in benefit programs.
103.2e Participation in Teachers Retirement System (TRS), Optional Retirement Plans (ORP) Contribution Plan
Teachers Retirement System of Georgia or the Optional Retirement Plan must be elected within 60 days from the employee’s hire date. This election is irrevocable. TRS is mandatory for non-exempt employees and optional for exempt employees. Exempt employees that do not make an election, within 60 days, will be defaulted into the TRS plan.
103.2f Loyalty Oath
All employees of the University System of Georgia who receive public funds for services rendered as employees are required to affirm that they will support the Constitution of the United States and the Constitution of the State of Georgia.
The Loyalty Oath must be completed as required by the laws of the State of Georgia. This form must be retained in the permanent files of Georgia State University.
103.2g State Security Questionnaire
The State Security Questionnaire must be completed for all persons employed for thirty (30) or more days. This form will be prepared and filed appropriately by Georgia State University.
The Sedition and Subversive Activities Act of 1953 (Georgia Law 16-11-5 et seq.) requires each new employee to sign, prior to employment in State Government, a questionnaire which is designed to establish that there are no reasonable grounds to believe that he/she is a subversive person. A subversive person is defined as one who commits, advocates, or teaches any act intended to overthrow or destroy the government of the United States or government of the State of Georgia by force or violence, or who is a knowing member of a subversive organization.
103.2h Transcripts
The University may require copies of transcripts to verify education and degrees awarded.
|
