DC(REGULATION) - EMPLOYMENT PRACTICES

Criminal History Record

The District will obtain criminal history record information on a person the District intends to employ. [See DC(LEGAL)] The District reserves the right to not employ any applicant whose criminal record indicates a conviction for a felony or misdemeanor involving moral turpitude, repeated arrests, or other activity judged by the criminal record review committee not to be proper for a school employee.

Applicants

The District reserves the right to not employ any applicant if he or she fails to disclose any criminal activity or misrepresents information regarding any such activity on an employment application.

Upon receipt of an employment application, the human resources department will conduct an initial criminal records check. A criminal record obtained on an applicant will be evaluated by the director of employee relations and/or assistant superintendent of human resources to determine the applicant's eligibility for employment in accordance with this regulation.

The following factors will also be considered in determining the applicant's eligibility for employment in the District:

The nature of the offense.

The date of the offense.

The relationship between the offense and the position to which the applicant is being considered.

Information obtained in this manner will be used only to evaluate an individual who, in the opinion of the District, is a serious candidate for employment and may be offered a position. The District will not issue any applicant a written contract of employment until it has obtained an initial criminal history record and reviewed it under the guidelines set forth in this regulation.

Current Employees

At least once annually, the District will obtain criminal history record information that relates to all persons employed by the District.

For the purposes of the initial criminal history record check of current employees, the District will obtain information regarding all crimes in which the employee has been arrested, detained, charged, convicted or has accepted any type of plea or probation of any type whatsoever at any time after September 1, 1993.

The following factors will also be considered but are not limited to the following:

The nature of the offense.

The date of the offense.

The relationship between the offense and the position to which the applicant is assigned.

Criminal Record Review Committee

The criminal record review committee will be composed of the assistant superintendent of human resources, the director of employee relations, the District's chief of police, and other administrators as designated by the Superintendent. The assistant superintendent of human resources will serve as chair of the committee.

An applicant for employment may appeal to the criminal record review committee for reconsideration of the applicant's eligibility for employment. However, this appeal to the review committee is not available to individuals whose criminal record includes a conviction of a felony of the third degree or greater in the past ten years or criminal activity that in the sole discretion of the committee poses a risk of harm to children. The decision of the review committee is final and may not be appealed.

In evaluating the criminal records of current employees, the criminal record review committee may meet with the employee to discuss the details of the criminal history report. The committee may also seek the advice of the District's outside legal counsel in these matters.

The criminal records review committee will submit to the Superintendent a report of current employees who have been found to have criminal records. Decisions regarding continued employment in the District will be made according to this regulation by the Superintendent in consultation with the assistant superintendent of human resources and other appropriate administrators.

Alief ISD

DC(REGULATION)-X

LDU-42-02

DATE ISSUED: 10/21/2002