Standard background screenings are mandatory for all newly hired academic and administrative faculty, post-doctoral scholars, and part-time instructors, including individuals returning to UNLV after any period of separation. This policy recognizes that certain departments may require additional background screening measures due to the specific nature and responsibilities of their positions. These enhanced requirements may apply to roles that involve professional licensing or regulatory compliance, such as those within University Police Services, the University Preschool, and the Schools of Medicine and Dental Medicine. In such cases, departments must follow background screening protocols consistent with applicable industry standards and legal regulations.

Current employees transitioning to a new position through competitive recruitment or the search waiver process are required to complete a standard background screening if one has not been conducted within the past eighteen months, regardless of their classification. Changes in duties of a current position, interim positions, and tenure track promotion changes for faculty do not require a background screening unless the new role or duties necessitate screenings such as a credit check. These positions include, but may not be limited to:

• Financial responsibility (e.g., handling cash/credit, accessing financial records).
• Access to sensitive or confidential information
• Management of company assets

The background screening requirement should be included on all job postings.  UNLV requires criminal and other background information to be verified as a condition of employment for all employees required under this policy, regardless of funding source. The hiring department is responsible for any fees associated with any of the components of the background screening process.    
Hiring authority or their designee must select the Background Check clause when completing the Workday offer/contract questionnaire.

Individuals subject to a background screening under this policy may not begin employment at UNLV until the background screening process has been completed and the results reviewed. Exceptions to this requirement may be granted by the Executive Vice President and Provost, the Vice President for Human Resources, or their designee. In such cases, any approval to begin work prior to the completion of the screening is provisional, and continued employment remains contingent upon the satisfactory outcome of the background screening.

General Requirements of a UNLV Standard Background Screening

The following background screenings must be conducted by the appropriate hiring department/unit as listed below and are required as a condition of employment. 

• Provided by third-party vendor: (Initiation of background check depends upon the position and classification. Information regarding this process is included on the UNLV HR Website).
  1. NSHE Criminal History package includes, National/County Criminal Felony & Misdemeanor and Federal Criminal
  2. National Sex Offender Registration
  3. SSN Trace
  4. Credit Check (positions with centralized and primary responsibility for significant university resources)
     1. Please check with your Talent Acquisition coordinator prior to initiating a credit check.
• Conducted by Finalist (Completed within the current HCM System (i.e., Workday):
  1. Criminal Convictions Disclosure 
• Conducted by hiring authority or designee:
  1. Reference Check
• Conducted by the Division of Human Resources:
  1. Education Verification for Administrative Faculty and Postdoctoral Scholars
• Conducted by the Office of Academic Resources:
  1. Education Verification for Academic Faculty

Foreign nationals who have been offered employment into faculty positions will be subject to the following provisions:

• Applicants who have earned their degrees outside the United States, must have their transcripts evaluated by an approved evaluator if their college or university is not listed in the most recent edition of Accredited Institutions of Postsecondary Education, published by the American Council on Education in consultation with the Council for Higher Education Accreditation. Evaluations of non- U.S. degrees may be obtained from any one of the entities listed in the appendix to the Credentials Verification for Faculty and Professional Staff policy.  The cost of the evaluation shall be the responsibility of the applicant. The completed evaluation must be sent directly to the designated appointing authority by the evaluating agency. 
• A criminal history check covering time in the United States, if the period of time that the individual has worked in the United States exceeds one year.
• A criminal history screening in the individual's prior countries of residence only if the individual's visa and/or authorization to work in the United States was issued before implementation of the Patriot Act on October 24, 2001. The University will not require a criminal history check be conducted in the individual's prior countries of residence if the visa or authorization to work was issued or renewed under the provisions of the Patriot Act. (International background checks can be both time-consuming and expensive. Costs may be as high as $300, and the process can take several months to complete).

Results

The presence of a criminal record identified during a background screening does not automatically disqualify an individual from employment at UNLV. Candidates shall have a period of 5 business days to dispute the accuracy of the report.  Each case will be evaluated on an individual basis by the Division of Human Resources, in consultation with the hiring authority and, when appropriate, the Offices of the Executive Vice President and Provost and General Counsel.  

In making a determination, the university will consider several factors, including but not limited to: the amount of time that has passed since the offense, the severity and nature of the offense, its frequency, its relevance to the duties of the position, any evidence of rehabilitation or demonstrated good character provided by the candidate, and the potential impact on the safety and security of the university community and its assets.

If a current employee is not selected for a new position as a result of background screening findings, the university will determine the appropriate course of action in accordance with the Required Disclosure of Felony Charges and/or Felony Convictions. Possible outcomes may include termination of employment, retention in the employee’s current position, or modification of their current role. All decisions will be made at the university’s discretion and in consultation with the appropriate administrative offices. All employment decisions, including those involving background checks, are made in accordance with NSHE's Policy Against Unlawful Discrimination and Harassment. 

Confidentiality

Information obtained for the purpose of a background screening will be retained by the Division of Human Resources separate from other employment records.

The Division of Human Resources has the authority and discretion to discuss questionable or incomplete background screening results and responses with the supervisor, hiring/appointing authority, the appropriate Vice President, and the Office of General Counsel, to ensure the intent of the policy is met.

All university employees are responsible for ensuring integrity and confidentiality 
of the background screening process.

The Division of Human Resources will not provide copies of background check reports/results to other NSHE institutions. Finalists who experience a disqualification decision by UNLV shall receive a notice that includes a copy of the consumer report relied upon to make the decision, and a copy of A Summary of Your Rights Under the Fair Credit Reporting Act.