|| OFFICIAL |
May 1, 1992
Each classified or professional/administrative employee shall complete an Application for Employment. The employee's signature shall attest to the truth of all statements contained therein. Falsifying information may be cause for rejecting an application from consideration or dismissal.
Applications shall be accepted without regard to age, color, disability status, national origin, race, religion, sex, sexual orientation, Vietnam Era Veteran status, or disability.
REFERRAL OF CANDIDATES
Because it is essential that department heads be able to fill vacant positions from among qualified applicants, the Human Resources Department shall ensure that only those applicants meeting minimum requirements for a position are referred for interview.
The Vice President for Human Resources & University EEO Officer, in consultation with the department head, may approve a waiver of minimum qualifications in instances where qualified applicants are not available after a reasonable search.
An applicant shall not be referred for interview if he or she:
Does not meet minimum education, training, experience, and skill requirements, or the equivalent established for the position, except as provided in paragraph B above;
Is, with reasonable accommodation, mentally or physically unable to perform duties normally required by the position;
Has falsified or failed to complete the Application for Employment;
Uses any substance (e.g., alcohol, drugs) to the extent that it renders the applicant unable to perform satisfactorily the duties required by the position; or
Has an unsatisfactory employment record as shown by factual evidence.
Employment tests shall have the approval of both the Human Resources Department and the Affirmative Action Office.
The Office of Federal Contract Compliance Programs (OFCCP) and the Equal Employment Opportunity Commission (EEOC) define a test as any measure or measures of general intelligence, mental and learning ability, specific intellectual activities, dexterity and coordination, knowledge and proficiency, occupational and other interests, attitudes, personality, or temperament. The term "test" also encompasses all formal or informal techniques to determine job suitability. Examples are background requirements, specific educational or work history requirements, interviews, training programs, probationary periods, provisional employment period, and physical work requirements.
CRIMINAL BACKGROUND INVESTIGATIONS
All initial hires, including Staff, Faculty, Administrators, and non-stipendiary student workers, to the university now require a Criminal Background Check, or CBC. This requirement has been made effective by Kentucky law as of July 12, 2006. Applicants must authorize the appropriate law enforcement agency to search police records for convictions and to make results known to the Human Resource Department. A record of convictions will not necessarily bar an applicant from employment; however, a conviction finding will be considered in light of the position requirements. For additional information regarding the CBC process and requirements, please see the Criminal Background Check Frequently Asked Questions.
Reviewed Date(s): March 8, 2016
Sr. VP for Finance and Administration and CFO/COO
RESPONSIBLE UNIVERSITY DEPARTMENT/DIVISION
The University Policy and Procedure Library is updated regularly. In order to ensure a printed copy of this document is current, please access it online at http://louisville.edu/policies.