|| OFFICIAL |
University Community (Administrators, Faculty,Staff, and Students) and Applicants
May 1, 1992
All candidates for hire shall complete an Application for Employment. The candidate’s signature shall attest to the truth of all statements contained therein. Falsifying information may be cause for rejecting an application from consideration and/or dismissal.
Applications shall be accepted without regard to race, sex, age, color, national origin, ethnicity, creed, religion, disability, genetic information, sexual orientation, gender, gender identity and expression, marital status, pregnancy, or veteran status.
An applicant shall not be hired if:
1) They do not meet minimum education, training, experience, and skill requirements, or the equivalent established for the position;
2) They falsified or failed to complete the Application for Employment;
3) They have an unsatisfactory employment record as shown by factual evidence.
The Associate 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.
All applications shall be tracked in the PeopleSoft applicant tracking system, which is the university’s system of record.
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.
Employment tests shall have the approval of the Associate Vice President for Human Resources & University EEO Officer.
CRIMINAL BACKGROUND INVESTIGATIONS
All initial hires, including permanent and temporary Staff, Faculty, Administrators, Graduate Students and non-stipendiary student workers, to the university require a Criminal Background Check, or CBC. Applicants must agree, authorize and consent to a criminal background check and to make results known to the Human Resource Department. A record of convictions will not necessarily bar an applicant from employment; the Office of Human Resources, in consultation with appropriate entities will evaluate the conviction to determine whether it is relevant to the specific job responsibilities of the position and whether hiring the person may constitute an unacceptable risk. The nature, gravity, recency and frequency of convictions and the nature of the job duties will be considered. For additional information regarding the CBC process and requirements, please see the Criminal Background Check Frequently Asked Questions.
Revision Date(s): May 5, 2017 (effective November 30, 2017)
Reviewed Date(s): March 8, 2016, May 5, 2017
Associate Vice President for Human Resources
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.