Starting fall 2009, any worries about Miami University instructors' questionable pasts may be assuaged legally.
University senate voted Monday to endorse new guidelines on employee background checks, requiring all new employees to participate.
"The new guidelines will keep Miami up with other institutions of higher education," Provost Jeffrey Herbst said.
Robin Parker, Miami's general counsel, said the revisions will require background checks of all new employees, including faculty and classified and unclassified staff. Previous guidelines required checks only for employees working with children or in residence halls and those working as police, boiler operators, hazardous material personnel, bus drivers, pilots, coaches, the president or vice presidents.
"It is where higher ed(ucation) is going, in my opinion," Parker said.
Parker said other universities nationwide require background checks of all employees.
Parker said, as other institutions create more stringent requirements, those unable to pass background checks would look for work at institutions that do not require them. If Miami falls into the second category, it is more at risk for employment seekers with criminal records.
A criminal background does not necessarily bar an applicant from employment at Miami. The guidelines for employee background checks state, "Miami does not deny employment based on a criminal conviction unless the conviction is substantially related to job duties."
"In other words," Parker said, "the folks who embezzle probably aren't going to get employed in cash handling."
Concerns were raised about the level of severity of the incidences that may appear on criminal records.
Madelyn Detloff, director of the women's studies program, said individuals listed as sexual offenders may not have a history of violent crime.
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"There are different levels of registered sex offenders, it depends on the nature of the offense and whether it involved violence," Parker said. "Being a registered sex offender doesn't automatically mean you won't get hired. It depends on what happened."
According to Parker, HireRight, an outside employment screening company, will perform the background checks. The company processes the checks and returns information within two to three days.
"My one concern is privacy," said Sally Lloyd, a professor of educational leadership.
Lloyd raised concerns that employee criminal records could become public within their departments.
Parker assured members of the senate that only HireRight screeners and departmental administration would have access to results of background checks.
"It's all very regulated, for the purpose of privacy," Parker said.
In response to a question from William Houk, professor of physics, on the possibility of mental illness history checks, Parker said the Americans with Disabilities Act prohibits all pre-employment checks on disabilities, both mental and physical.
Student employees, as per the previous set of guidelines, will not be required to participate in background checks, with the exceptions of students whose jobs will involve work with minors and those employed in the Goggin Ice Center or the Recreational Sports Center.
Parker said the new guidelines should be in effect July 1.
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