Human Resources/Personnel Policies

Background Checks

Sample 1 – APR

Employment Checks - To help ensure high quality applicant selection and screening, employment reference(s), educational verification and Criminal Offender Record Information (CORI) checks are conducted on all applicants prior to extending an offer of employment.  CORI checks are then continued every two years of a person’s employment.  See the last page of this document for APR’s CORI policy.

 

Criminal Offender Record Information (CORI ) Policy:

 

    • To protect school children, all applicants for employment, all current school employees, and volunteers who may have direct and unmonitored contact with students and contract school bus/van drivers will be required to complete a CORI Request Form.
    • The Business Office will forward request for CORI data to the Criminal History Systems Bureau for all applicants under consideration for employment, for all current employees for whom the School Department has no CORI data or whose current CORI data is older than three years, as well as volunteers and contract school bus/van drivers.
    • Once received, the criminal offender record information (CORI) data will be reviewed by the Business Manager and Human Resources Coordinator in consultation with the Executive Director as required.  CORI information will be maintained confidentially.
    • The School will review and act on CORI information on a case-by-case basis.  In determining what, if any, actions may be appropriate in response to a positive CORI report, the School may take into account the nature and severity of the offense(s), the age of the employee or applicant at the time the offense(s) occurred, the length of time since the offense(s) occurred, any rehabilitation undergone, the nature of the position held or applied for, and such other mitigating or aggravating factors as the District may determine to be appropriate.  Prior to taking any final adverse action on the basis of a CORI report, the District will disclose the results of the report to the employee/applicant/volunteer/contract school driver, and afford the employee/applicant/volunteer/contract driver an opportunity to respond to it.
    • An individual may dispute information contained in their CORI report in writing to the Executive Director.
    • The Business Office will maintain a file of completed CORI Request Forms and will periodically, but not less than every three years, obtain an updated criminal offender record information report for each employee, volunteer and contract school bus/van drivers.
    • The School is prohibited by law to disseminate any CORI data other than to further the protection of children. CORI information may be used only to further the protection of children and for no other purpose.  Improper use of CORI information is both a civil and criminal offense.

 

Sample 2 – Four

Four Rivers Charter Public School requires reference checks for all new hires and employment eligibility verification.  The school requires completion of an employment application containing the names of three references and an employment history that provides documentation sufficient to allow a background check on prospective employees. 

 

All new hires will also be required to submit an application to the Massachusetts Criminal History Systems Board for a criminal offender record investigation (CORI) of any conviction or relevant criminal data.  Information may also be sought from the Massachusetts Sex Offender Registry Board for Sex Offender Registry Information (SORI) and the Massachusetts Registry of Motor Vehicles or another state’s equivalent as part of the hiring process.  Although this process will apply to new hires, it can include any current employees who apply for new positions that may involve greater involvement with students or other children. 

 

Continued employment for new employees will be contingent upon information received in response to inquiries and reference checks.  All information will be held in strictest confidence. 

 

Employment Eligibility

Sample 1 – CDCPS

All employees will be required to complete an employment eligibility verification form (FORM I 9) and   furnish the office with the necessary documents that establish identity and employment eligibility. 

 

In accordance with the 1989 mandate from the Massachusetts Department of Public Health, Federal Law (Executive order #246) and State Law  (Constitutional Amendment article 114), the School will comply with the order that it is illegal to base the enrollment of a child or the hiring of a staff person solely on the basis of his/her HIV Status.  Other factors such as health, neurological development, behavior and immune status will be taken into consideration as each case is reviewed on an individual basis.

 

All teachers must submit an official transcript and, if certified, evidence of certification.

 

Employees must have had satisfactory negative results from a test for TB taken within three months prior to employment.

Before beginning work, employees who work with children must be certified, in writing, by their doctor that they are free from communicable disease and have no limitations in working with young children due to health problems.  New direct care employees should provide proof of a physical examination that is less than 1 year old.  In addition, proof of physical examinations must be provided every 2 years from the date of hire.  CDCPS may require staff to get a physical examination at any time. 

 

Sample 2 – Four

The Immigration Reform and Control Act of 1986 requires all employers to verify the employment eligibility of all job applicants and insure that all newly hired persons are either United States citizens or aliens authorized to work in the United States.  Failure to provide the documentation necessary to establish eligibility can result in termination of employment. 

 

Sample 3 – Abby

The School complies with all state and local laws requiring that certain faculty, staff and administrators have current licenses and certifications.

 

If your position requires either a license or certification, it is your responsibility to ensure that it is kept up to date and to provide a copy of your current license or certification to the School. If you do not meet these requirements, your employment with AKFCS may be terminated.

 

Employment of Related Parties

Sample 1 – CLCS

The employment of relatives at the school is permissible, subject to compliance with the CLCS policies.  Relationships by family or marriage shall not have advantage or disadvantage in employment, nor shall an individual be employed under the supervision of an immediate relative who may have a direct effect on the individual’s progress, performance or evaluation.  Furthermore, no staff or Board member will participate in employment matters that may directly affect a close relative.  

 

Sample 2 – CDCPS

No member of a family may be hired by an employee who has supervisory responsibility over the position being filled.

 

Hiring Procedures

Sample 1 – CLCS

When a position has been approved by the CLCS Principal and/or the Board of Trustees, the position will be posted internally, and qualified internal candidates are encouraged to apply.  The job posting will also be advertised through a variety of means, including but not limited to internet resources, community organizations and newspapers.  Job openings will be posted for a reasonable period of time, during which the position will not be filled.  Posting may be waived at the sole discretion of the CLCS Principal and/or the Board of Trustees. 

 

Interviewing may take place at any time during or after the posting period, at the conclusion of which an appointment may be made.

 

After a provisional offer of employment has been extended, prospective employees must submit agreement to a criminal offender record investigation (CORI) check and a verification of employment eligibility form (Form I-9).  In addition, results of a physical examination, letters of reference, verification of work experience, and other documents as relevant, may be required.

 

Former employees of the CLCS may re-apply for open positions; however, they will not be given preference in the hiring process.  Eligibility for staff benefits upon re-employment is dependent upon each benefit plan description.

 

Orientation Period

Sample 1 – CDCPS

The first 30 days of employment provides a period during which the abilities and role of the employee require particularly close assessment.  At the same time, the employee will be in the process of determining whether the role and context in which he/she will be working are suitable.

 

Evaluations during the Introductory Period:  In the course of the introductory period, at least one evaluation of the employee's job performance will be conducted, and the conclusions of these evaluations will be provided to the employee, in writing, by his/her supervisor.

 

During the introductory period all established fringe benefits available to eligible employees will be accrued and can be used (except vacation).

 

If it is found during or at completion of the introductory period that the employee's performance continues to be unsatisfactory, he/she may be dismissed without prejudice.  An employee terminated during the introductory period will have all due recourse to established grievance procedures.

 

Sample 2 – APR

Employees are normally hired on a 30 working day introductory basis after which, provided that performance is judged satisfactory by the Principal and Director, regular status with seniority from date of hire will be granted. Completion of the introductory period creates no right to continued employment.  Employees may be terminated during this period without notice.

 

Terms of Employment

Sample 1 – Four

Academic staff will sign individual letters of employment agreement.  However, immediate suspension without pay or termination may be enacted for certain conduct including (but not limited to) endangering the life or physical well-being of any individual, dishonesty, criminal actions, disorderly or disruptive behavior, or other acts, which in the opinion of the Director, are so egregious as to bring harm to the school or be contrary to the mission of Four Rivers Charter Public School and/or its constituency.  Employment ceases at the end of the contract period unless a new contract for continued employment has been signed.

 

All employees who are not employed under contract with Four Rivers Charter Public School are considered “employees at will” and may terminate at any time, with or without notice, at the option of either Four Rivers Charter Public School or the employee.

 

No representative of Four Rivers Charter Public School, other than the Director, has any authority to enter into any agreement for employment of academic, administrative or operational staff for any specified period of time, or to make any agreement contrary to the foregoing.

 

Sample 2 – APR

Renewal of Letter of Agreement - The letter may be extended for successive periods of one year unless the Director/Principal notifies the employee of his/her intent to terminate the Agreement by the end of the agreement terms.

Beginning for the school year of 2008-2009, all employees who wish to accept the offer to renew their agreement must sign a Letter of Agreement for the upcoming school year by May 1st of the current school year.  Employees who do not sign their Agreements by that date are not guaranteed their position; the Academy will recruit and potentially hire external candidates for that position.  Additionally, if an employee signs an Agreement and then chooses to break that agreement and not return for the upcoming school year, for reasons other than unforeseen personal or family emergency, the employee will forfeit the portion of their bonus payable in November of the upcoming year.

 

 

Sample 3 – CDCPS

A letter of employment shall be made available to the prospective employee prior to the start date.  Such letter will state the position, title, salary, hours of work, benefits and effective date of employment as well as an explanation of the introductory period.  All employment by CDCPS is "at will", terminable at any time by either party with or without cause both during the introductory period and thereafter.

 

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