Policy - 0121 Criminal History Check-School Employees

Last Revised on August 28, 2017

Policy 0121 Criminal History Check-School Employees

To protect students and staff members, the School Board requires an Expanded Criminal History (ECH) Check and a Department of Child Service (DCS) Index Check of each applicant the Superintendent recommends for employment on the Corporation's staff. The reports must be reviewed before the applicant can commence employment. The expense of the initial reports will be the applicant’s responsibility.

Each employee will be required to update his/her ECH Check and DCS Index Check every five years. The expense of these updates will be the employer’s responsibility.

The Superintendent shall establish the necessary procedures for obtaining personal background information on each applicant recommended for employment, which shall include the following:

A. an Expanded Criminal History (ECH) check, as defined by I.C. 20-26-2-1.5  of the criminal history record system maintained by the Federal Bureau of Investigation based on fingerprint identification or another method of positive identification.

B.  a DCS Index Check from every state of residency from January 1998 to current, to determine any “substantiated reports” of child abuse or neglect.

C. a search of the national sex offender registry maintained by the United States Department of Justice

D telephone inquiry with each former employer

E. explanations of any employment gaps to ensure the candidate has not omitted an employer where an offense occurred

F. a detailed background history including all prior employment and volunteer positions

G. an Indiana Bureau of Motor Vehicles driver history if the position involves driving

H. verification of the applicant’s eligibility to work using the E-Verify database maintained by the federal government as required by I.C. 12-32-1.

Each applicant shall certify under penalty of perjury his/her eligibility to be employed by the Board as a United States citizen or a qualified alien. The Board may deny employment to an applicant who is convicted of an offense for which the applicant's license for the position may be revoked or suspended by State law.

The procedures shall provide that information and records obtained from pre-employment inquiries under this policy are confidential and shall not be released except as necessary to implement this policy or defend a decision made pursuant to this policy.

During the course of his/her employment with the School Corporation, each employee shall be required to report his/her arrest or the filing of criminal charges against the employee and/or a conviction of criminal charges to the Superintendent within two (2) business days of the occurrence. The Superintendent shall obtain a review of each reported conviction and shall recommend appropriate action to the Board considering the risk to members of the school community presented by the continued employment of the convicted employee.

The Superintendent shall prepare administrative guidelines to implement this policy.


I.C. 10-13-3

I.C. 12-32-1

I.C. 20-26-2-1.5

I.C. 20-26-5-10,11

I.C. 20-28-1, 8

I.C. 20-28-5-8

I.C. 35-42-4

I.C 20-26-5-10.5



Adopted 3/11/02

Revised 4/04

Revised 12/04

Revised 2/28/05

Revised 8/23/11

Revised 10/28/14

Reviewed 03/02/16

Revised 8/28/2017