All applicants for full-time employment, continuing part-time employment, part-time faculty, and temporary employment (including student workers with access to confidential information) or current employees applying for employment for security-sensitive positions, as defined in Procedures, shall as a condition of their employment, be required to successfully complete a criminal background investigation.

The President, his/her designee may, from time to time, designate additional employment or volunteer positions as security sensitive and subject to this policy. The President may also designate a more intensive criminal background investigation for any position deemed necessary.

Security guards and security personnel who are independent contractors employed by an outside agency are also considered to be working in "security-sensitive positions" for the purposes of this Policy. Such outside agency(ies) shall provide written verification, ensuring that each individual assigned to the College has successfully completed a criminal background investigation.

Such written verification shall be provided prior to the individual's first day of work at the College.

"Successful completion" of a criminal background investigation means that the investigation report does not reflect a conviction for committing or attempting to commit any one or more of the following offenses:

(i.)those defined in Sections 11-6, 11-9, 11-9.1, 11-14, 11-15, 11-15.1, 11-16, 11-17, 11-17.1, 11-18, 11-19, 11-19.1, 11-19.2, 11-20, 11-20.1, 11-21, 12-13, 12-14, 12-15 and 12-16 of the "Criminal Code of 1961;"

(ii.)those defined in the "Cannabis Control Act" except those defined in Sections 4(a), 4(b) and 5(a) of the Act;

(iii.) those defined in the "Illinois Controlled Substances Act."

In addition, the Board of Trustees of Danville Area Community College, Illinois Community College District No. 507 (hereinafter referred to as "Board") reserves the right to consider the circumstances of the conviction including factors such as age and time of offense, seriousness and nature of the violation, and rehabilitation in determination of successful completion of a criminal background investigation.

Additionally, the Board reserves the right and sole discretion to refuse to hire an applicant or place an independent contractor whose criminal background investigation report(s) reflect convictions for committing or attempting to commit offenses other than those listed above based upon the position for which the applicant is applying. Such decision shall not be subject to review.

Procedure

"Security-sensitive positions" include the following positions:

• Bookstore Manager
• Building Services Attendants
• Chief Financial Officer and Treasurer
• College President
• Computer and Network Specialist
• Controller
• Counselor
• Coordinator of the Child Development Center
• Director, Administrative Services
• Director of Admissions and Records
• Director of Computer and Network Services
• Director of Counseling and Advising
• Director of Human Resources
• Director, Job Training Program
• Director of Physical Plant
• Dean of Student Services
• Executive Director, Foundation/Grant Development
• Food Service Attendant, Child Development Center
• Groundskeeper
• JTP Business Manager
• Maintenance Mechanics
• Maintenance Supervisor
• Office Assistant, Bookstore
• Office Manager/Secretary, Foundation Board
• Office Specialist, Cashier
• Teaching Associates, Child Development Center
• Vice President for Instruction

Upon receiving a conditional offer of employment from the Board, the applicant will be required to sign an Authorization for Criminal Background Investigation (appendix "A"), which authorizes the Board to request an criminal background investigation. Upon receipt of this authorization, the Board shall submit required information to the agency conducting the investigation. An investigation shall be conducted to ascertain if the applicant being considered for employment has been convicted of any criminal or drug offenses including other offenses which the Board may deem as offenses prohibiting employment. The Board shall be responsible for all fees associated with conducting criminal background investigations.

Any information concerning the records of conviction obtained by the Board shall be confidential and may only be transmitted to the College President, the Director of Human Resources, or any other person necessary to the decision of hiring the applicant for employment. A copy of the record of convictions obtained from the investigation shall be provided to the applicant for employment. The applicant shall have five (5) calendar days from the receipt of a copy of the record of conviction in which to request, in writing, a meeting with the Director of Human Resources to discuss the results of the criminal background investigation.

If the results of the criminal background investigation are unacceptable to the Board, the Board may revoke its conditional offer of employment.

Stat. Ref." Campus Security Act, 110 ILCS 12/1 et.seq.