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Criminal Background Check Policy 413.03

Johnson County Community College
Series: 400 Personnel
Section: Hiring and Onboarding

The College requires successful completion of a criminal background check on all persons recommended for employment (new hire or re-hire), certain employees recommended for transfer or reassignment, and for all other employees as may be determined in accordance with Human Resources procedures. No person covered by this Policy is authorized to begin employment prior to successfully passing a criminal background check.

All applicants for employment at the College will be advised that a criminal background check is a condition of employment, and applicants may be required to disclose information related to criminal history requested on the employment application and during the employment screening process. Failure to fully disclose such information may result in disqualification from employment, withdrawal of an offer or termination of employment.

All employees are required to notify the College of any conviction, guilty plea, no contest plea or diversion agreement related to any criminal offense constituting a misdemeanor or a felony under Kansas law. This requirement does not apply to municipal ordinance violations or traffic infractions that are not considered a misdemeanor or felony offense. Such notice of conviction must be provided to Human Resources within seven (7) calendar days from the date of conviction. Upon receipt of notice of conviction from an employee, a vice president over Human Resources or designee shall review the matter, determine whether a full criminal background check is required, and shall take appropriate action in accordance with College policies. Failure of an employee to provide such notice shall be considered grounds for disciplinary action up to and including termination of employment.

A reported criminal offense conviction will not necessarily disqualify an applicant/employee from employment with the College. The nature and seriousness of the offense, the date of the offense, the surrounding circumstances, rehabilitation, the relevance of the offense to the specific position, and whether hiring, transferring or promoting the applicant/employee would pose an unreasonable risk to the College may be considered before a final decision is reached.


Date of Adoption: 08/18/2011
Revised: 03/15/2018