| Memo to: | All UH-Downtown/PS Holders | UH-Downtown/PS 02.A.17 | |
| From: | Max Castillo, President | Issue No.2 | |
| Subject: | Security Sensitive Positions Policy | Effective Date: 3/11/98 | |
| 1. PURPOSE | |
| This PS specifies the policy of the University of Houston-Downtown regarding security sensitive positions. | |
| 2. POLICY/PROCEDURES | |
| 2.1. The University of Houston-Downtown is an affirmative action, equal opportunity employer in compliance with federal and state laws and regulations. This includes compliance with Chapter 51, Section 51.215, Vernon’s Texas Code Annotated, which indicates the employment selection process may include evaluation of criminal history information pertaining to an applicant for employment in a security sensitive position. | |
| 2.2. It is the policy of the University of Houston-Downtown that all applicants for security sensitive positions will undergo a complete background investigation prior to being offered a job with the University. A Security Sensitive Position Questionnaire (Exhibit A) must be completed by the applicant to be considered for the position. Applicants failing to submit to a background check upon request may be denied employment for a security sensitive position. | |
| 2.3. The background investigation, to be conducted by the Assistant Vice President for Human Resources and Affirmative Action or designee, will consist, at a minimum, of criminal history, driving records and credit check (Exhibit B). All conviction data will be privileged and confidential and will only be released to the hiring manager. This information will not be released or otherwise disclosed to another person or agency except by court order. | |
| 2.4. Decisions concerning the job relatedness of criminal history for security sensitive positions will be determined by the Assistant Vice President for Human Resources and Affirmative Action. | |
| 2.5. Applicants who successfully complete the background check process will be considered eligible for employment for a security sensitive position at the University of Houston-Downtown. | |
| 2.6. If criminal history record information on the individual does not exist, the Assistant Vice President for Human Resources and Affirmative Action or designee will destroy all background criminal information relating to the individual after the expiration of the probationary term of employment. | |
| 2.7. Details of positive criminal history record investigation checks will be sealed in an envelope identified by the individual’s name and marked "not to be opened except by Human Resources, General Counsel, or the appropriate Vice President." These records will be kept by the Assistant Vice President for Human Resources and Affirmative Action or designee during the employee’s period of employment and for a minimum of seven (7) years after termination of employment. | |
| 2.8. Positions may be added to or deleted from the list of security sensitive positions available in the Human Resources Department, only upon approval by the President, the Vice President for Administration, or the Vice President for Academic Affairs and Provost. | |
| 2.9. Security sensitive positions shall
be defined as follows: 2.9.1 Handle or account for currency or negotiable instruments; 2.9.2 Have the capability to create, delete, or alter records in any of the university student, financial, personnel, payroll, or related computer databases; 2.9.3 Have routine access to official files or archives containing student, personnel, police, or payroll records; 2.9.4 Have routine access to building master keys or routinely enter offices or work areas other than their own in the absence of those assigned to the office or work area; or 2.9.5 Have responsibility to account for drug storage or inventories. 2.10. This policy is applicable to all full-time, part-time, temporary, internship, and work-study positions whenever their job is considered security sensitive or the employee will be working in a security sensitive area. 2.11. Security sensitive positions, including work-study, will be identified in the job descriptions and advertisements for employment as follows: "Security Sensitive Position. Requires Complete Background Investigation." |
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| 3. REVIEW AND RESPONSIBILITIES Responsible Party (Reviewer): Vice President for Administration Review: Biennial Reprint of original policy statement. Signed original on file in the Human Resources Office. |