The District will not employ a person who has been convicted of any felony or misdemeanor involving any type of sexual contact with a child or abuse of a child, which includes but is not limited to indecency with a child, injury to a child or endangerment of a child. A conviction includes deferred adjudication. In addition, the District will not employ a person who has been convicted of any felony or misdemeanor involving any type of theft, burglary or robbery as defined in the Texas Penal Code, as amended, unless the misdemeanor is minor in nature and the applicant for employment has a background that is otherwise clear of criminal convictions. A conviction includes deferred adjudication.

The District shall not contract with an independent contractor that permits any of its employees to have regular contact with minors as a result of the contractor's business relationship with the District if the employee has been convicted of any felony or misdemeanor involving sexual contact with a child or abuse of a child, which includes but is not limited to indecency with a child, injury to a child or endangerment of a child.

In this regulation:

An applicant for employment or an existing employee must consent to a criminal history check, on a form provided for that purpose, if they wish to obtain or continue employment in a position that involves regular contact with minors. An authorized volunteer must consent to a criminal-history check in the same manner as an employee.

The District Director of Human Resources or designee shall conduct a criminal-history check upon an applicant for employment or employee if the person's employment involves regular contact with minors or if they have regular responsibility in handling currency on the District's behalf. An offer of employment is contingent upon a successful criminal-history check in accordance with District policy. The Director of Human Resources may designate any area as security-sensitive, and within the area the Director shall designate any position as security-sensitive if the position involves regular contact with minors.

Appropriate District officials shall ensure that all authorized volunteers and independent contractors shall conform to the District policy concerning criminal-history checks.

Frequency

Under this regulation, the College District director of human resources or designee will perform a criminal history check every five years on each employee beginning on January 15 if the employee’s employment is in an area designated as a security-sensitive area as described in DC(LOCAL).

Notice of Vacancy

Before the Director of Human Resources or designee performs a criminal-history check, a notice of vacancy and job description must contain:

1. language that indicates a criminal-history check will be performed; and

2. a security-sensitive designation.

Only item 2. above applies if a notice of vacancy is not normally posted for a position.

Campus/Location Role:

District Human Resources Role:

Forms Retention/Destruction: