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Background Screening and Reference Checks

1. Purpose

The purpose of this SOP is to ensure the safety and well-being of children, families, and staff by verifying the suitability, integrity, and qualifications of all prospective employees through required background screenings and reference checks.

2. Scope

This procedure applies toĀ all employment applicants, including administrators, teachers, assistants, substitutes, and support staff, prior to the start of employment.

3. Policy Statement

The School conducts background screenings and reference checks for all applicants as a condition of employment. All screening practices comply with applicableĀ federal, state, and local lawsĀ governing childcare and educational settings.

Employment offers areĀ conditionalĀ upon the satisfactory completion of all required screenings.

4. Screening Requirements

Background screening requirements may vary by jurisdiction and may include, but are not limited to:

  • Criminal history background checks

  • Sex offender registry searches

  • Child abuse and neglect registry checks

  • Fingerprinting, when required by licensing authorities

  • Employment and professional reference checks

All screenings must meet the regulatory requirements of the state or locality in which the School operates.

5. Applicant Disclosure Requirements

  • Applicants must fully and accurately disclose all required background information during the application and hiring process.

  • AnyĀ false statements, omissions, or failure to disclose required informationĀ that are later discovered may result inĀ immediate disqualification or termination of employment, regardless of length of service.

6. Cost Responsibility

  • Applicants and employees are responsible for the cost of required background screenings unless prohibited by law.

  • If local or state law restricts employee-paid screening costs, the School will comply accordingly.

7. Review and Determination

  • Screening results are reviewed by the Director or authorized administrative personnel.

  • Employment eligibility determinations are made in accordance with licensing regulations, legal requirements, and School policy.

  • Screening information is kept confidential and used solely for employment and compliance purposes.

8. Recordkeeping and Confidentiality

  • All background screening records are maintained securely and separately from general personnel files.

  • Access to screening results is limited to authorized administrative staff only.

9. Compliance

Failure to comply with this SOP may result in:

  • Withdrawal of a conditional employment offer

  • Delay in start date

  • Disciplinary action, up to and including termination