Revised: October 1, 2014; July 1, 2015; October 1, 2016; October 1, 2017
Employees of Sandhills Community College are appointed by the President of the College, and full-time faculty are ratified by the Board of Trustees. The President may transfer, promote, reassign, or demote any Sandhills Community College employee. No applicant for employment or employee shall be deprived of employment opportunities or otherwise adversely affected as an employee because of an individual’s race, color, religion, sex, gender identification, genetic information, national origin, political affiliation, non-disqualifying handicap, or age, or other legally protected classification.
Full-time College employees’ primary professional obligation is to the College. Full-time employees may not engage in full-time employment outside of the College. Any employee that is engaged in full-time employment outside of the College will be subject to disciplinary action up to and including termination.
An applicant’s or employee’s criminal conviction history may indicate that the applicant or employee is not fit to work for SCC. Therefore, a criminal records check of an individual’s county, state, and a national criminal and sex offender history will be conducted on all applicants for employment who accept an offer of employment or re-employment. For this purpose, re-employment is defined as a lapse of employment exceeding 12 consecutive months.
- The refusal to consent to a criminal records check as is required on the employment application will result in the applicant not being offered employment, or if a conditional offer has been made, the offer will be withdrawn or the employee’s employment will be terminated, as applicable.
- If a person omits information or gives false information concerning his or her criminal history on his or her employment application, background check form, resume, or any other required or submitted application-related document, that person may not be offered employment. If the person has been hired or offered employment conditioned on the results of a criminal history check, the person will be subject to disciplinary action up to and including dismissal or the offer of employment will be withdrawn, as applicable.
- The results of criminal convictions will be considered in hiring, discipline, dismissal, and other personnel decisions. If an applicant’s or employee’s criminal history or the resulting additional background check indicates that the person poses a threat to the physical safety of students or personnel or that the person has demonstrated that he or she does not have sufficient integrity, honesty, ethics, or other traits to fulfill his or her duties as a College employee, then the person’s offer of employment will be withdrawn or the person’s employment will be terminated. All newly hired and rehired employees are employed conditionally pending the review of the criminal records check and any resulting additional background investigation.
- Each employee is required to notify his or her immediate supervisor and the appropriate Human Resources representative within five calendar days after any felony criminal conviction, guilty plea, or plea of no contest. Any employee who is aware of any criminal conviction, guilty plea, or plea of no contest of another employee should notify the appropriate Human Resources representative.
The College will require an applicant to agree to credit checks for positions which are subject to bonding and have access to cash, checks, credit card transactions, or bank account information. When applying for such a position, the refusal to consent to a credit check will result in the applicant not being offered employment. If a conditional offer has been made, the offer will be withdrawn or the employee’s employment will be terminated, as applicable.