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CABE-RECOMMENDED POLICY REPLACEMENT -
TO REPLACE TEMPORARY COVID-19 POLICY 4000.1T EMPLOYMENT CHECKS
4112.5P
PERSONNEL
EMPLOYMENT CHECKS POLICY
Security Check/Fingerprinting
In order to create a safe and orderly environment for students, all offers of employment will be conditional
upon the successful outcome of a criminal record check. In addition, any person applying for employment
with the Board shall submit to a record check of the Department of Children and Families (DCF) Child Abuse
and Neglect Registry before the person may be hired.
Note: Applicants for all positions, certified or non-certified must submit to a check of Department of Children
and Families Child Abuse and Neglect Registry.
Applicants, as required, shall make disclosures containing (1) current and past employers’ contact
information; (2) authorization allowing contact with such employers; and (3) statements about any past
misconduct, discipline, or licensure penalties as a result of sexual misconduct or abuse allegations.
The District, prior to hiring such applicants, will (1) ensure that they complete the above stated three
requirements; (2) review applicants’ employment history after making a documented, good faith effort to
contact previous employers for information; and (3) request any available information about applicants from
SDE.
The background/reference checks shall be done in compliance with current statutory guidelines.
District employees shall, within 30 days after they are hired, submit to state and national criminal checks.
District students employed by the school system are exempted from this requirement.
Workers placed in a school under a public assistance employment program shall also submit to the criminal
check if such individuals will have direct contact with students.
School nurses and nurse practitioners appointed by the Board or under contract with the Board shall also
submit to a criminal history check pursuant to C.G.S. 29-17a.
Student teachers placed in District schools as part of completing preparation requirements for the issuance
of an educator certificate shall also be required to undergo the same criminal background checks and DCF
child abuse and neglect registry check already required for school employees.
EMPLOYMENT CHECKS Page 1 of 16
A District student, employed by the District or a person employed by the Board as a teacher for a non-credit
adult class or adult education activity (as defined in C.G.S. 10-67) who is not required to hold a teaching
certificate, pursuant to C.G.S. 10-145b, as amended by PA 18-51, is exempt from the fingerprinting
requirement.
Criminal Justice Information
Criminal Justice Information (CJI) is to be maintained in accordance with the administrative regulation
pertaining to the use and disclosure of criminal justice information.
(cf. 4112.51/4212.51 - Employment/Reference Checks)
Legal Reference: Connecticut General Statutes
10-221d Criminal history records checks of school personnel. Fingerprinting. Termination or dismissed. (as
amended by PA 01-173, PA 04-181 and June 19 Special Session, PA 09-1, PA 11-93, PA 16-67, PA 18-51 and PA
19-91)
29-17a Criminal history checks. Procedure. Fees.
PA 16-67 An Act Concerning the Disclosure of Certain Education Personnel Records
Criminal Justice Information Services (CJIS) Security Policy, Version 5.4, U.S. Department of Justice, Federal
Bureau of Investigation, Criminal Justice Information Services Division, October 6, 2015.
POLICY ADOPTED: APRIL 10, 2007
POLICY REVISED: JANUARY 12, 2010
POLICY REVISED: SEPTEMBER 4, 2018
POLICY REVISED: October 12, 2021 (Replaces Temporary COVID-19 policy 4000.1T
Employment Checks
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
4000.1T
SERIES 4000 C-19: PERSONNEL
This policy supersedes existing policy 4112.5P Employment Checks.
This policy will be reevaluated by the Board of Education post-pandemic.
EMPLOYMENT CHECKS
Temporary amendments to this policy related to the COVID-19 pandemic have been made to section III. All
temporary revisions appear in highlighted bold italics or strikethrough text.
EMPLOYMENT CHECKS Page 2 of 16
On March 17, 2020, Governor Lamont issued Executive Order No. 7E, authorizing the Department of
Emergency Services and Public Protection (“DESPP”) to suspend temporarily the availability of required
fingerprinting. Via Executive Order No. 7M, Governor Lamont authorized commissioners and certain other
government officials to extend, as necessary to respond to the COVID-19 pandemic, statutory or regulatory
time requirements pertaining to their jurisdiction for a period not to exceed 90 days. Pursuant to Executive
Order No. 7M, on April 21, 2020, Commissioner Cardona ordered a deferral, for a period of up to 90 days, of
fingerprinting requirements while such fingerprinting was unavailable. Commissioner Cardona also stated
that, once DESPP resumed collection and processing of fingerprints for criminal history records checks, districts
must require that applicants hired during the deferral period be fingerprinted within 30 days of the time DESPP
resumes such activities (60 days for student teachers).
According to DESPP’s website, as of June 15, 2020, fingerprinting services resumed by appointment only.
Therefore, any applicants/employees whose fingerprinting requirements had been deferred must be
fingerprinted by July 15, 2020. At present, new hires and student teachers scheduled for the fall will not be
affected, given the reinstitution of fingerprint processing.
However, in the event that fingerprinting is again suspended at some point during the 2020-2021 school year,
this policy is revised to state that all timelines apply unless an order of the Governor or the Commissioner of
Education provides otherwise.
As set forth below, each applicant for a position with the district, and each student who is enrolled in a teacher
preparation program, as defined in section 10-10a of the Connecticut General Statutes, and completing his or
her student teaching experience in the district, shall be asked to provide in writing: (1) whether he/she has
ever been convicted of a crime; (2) whether there are any criminal charges pending against him/her at the
time of the application and, if charges are pending, to state the charges and the court in which such charges
are pending; and (3) whether the applicant is included on the Abuse and Neglect Registry of the Connecticut
Department of Children and Families (“DCF”) (the “Registry”). If the applicant’s current or most recent
employment occurred out of state, the applicant will also be asked whether he/she is included on an
equivalent database and/or abuse/neglect registry maintained in that other state. Applicants shall not be
required to disclose any arrest, criminal charge or conviction that has been erased.
In addition, the district shall conduct an employment history check for each applicant for a position, as set
forth below.
For the purposes of this policy:
“Sexual misconduct means” any verbal, nonverbal, written, or electronic communication, or any other act
directed toward or with a student that is designed to establish a sexual relationship with the student, including
a sexual invitation, dating or soliciting a date, engaging in sexual dialog, making sexually suggestive comments,
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self-disclosure or physical exposure of a sexual or erotic nature, and any other sexual, indecent, or erotic
contact with a student.
“Abuse or neglect” means abuse or neglect as described in Conn. Gen. Stat. § 46b-120, and includes any
violation of Conn. Gen. Stat. §§ 53a-70 (sexual assault in the first degree), 53a-70a (aggravated sexual assault
in the first degree), 53a-71 (sexual assault in the second degree), 53a-72a (sexual assault in the third degree),
53a-72b (sexual assault in the third degree with a firearm), or 53a-73a (sexual assault in the fourth degree).
“Former employer” means any person, firm, business, educational institution, nonprofit agency, corporation,
limited liability company, the state, any political subdivision of the state, any governmental agency, or any
other entity that such applicant was employed by during any of the previous twenty years prior to applying for
a position with a local or regional board of education.
I. Employment History Check Procedures
A. The district shall not offer employment to an applicant for a position, including any
position that is contracted for, if such applicant would have direct student contact, prior to the
district:
1. Requiring the applicant:
a. to list the name, address, and telephone number of each current
employer or former employer (please note the definition of “former employer”
above, including the applicable twenty year reporting period) during any of the
previous twenty years, if:
(i) such current or former employer is/was a local or regional board
of education, council of a state or local charter school, interdistrict
magnet school operator, or a supervisory agent of a nonpublic school,
and/or
(ii) the applicant’s employment with such current or former employer
caused the applicant to have contact with children.
b. to submit a written authorization that
(i) consents to and authorizes disclosure by the employers listed
under paragraph I.A.1.a of this policy of the information requested under
paragraph I.A.2 of this policy and the release of related records by such
employers,
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(ii) consents to and authorizes disclosure by the Department of
Education of the information requested under paragraph I.A.3 of this
policy and the release of related records by the department, and
(iii) releases those employers and the Department of Education from
liability that may arise from such disclosure or release of records pursuant
to paragraphs I.A.2 or I.A.3 of this policy; and
c. to submit a written statement of whether the applicant
(i) has been the subject of an abuse or neglect or sexual misconduct
investigation by any employer, state agency or municipal police
department, unless the investigation resulted in a finding that all
allegations were unsubstantiated,
(ii) has ever been disciplined or asked to resign from employment or
resigned from or otherwise separated from any employment while an
allegation of abuse or neglect was pending or under investigation by DCF,
or an allegation of sexual misconduct was pending or under investigation
or due to an allegation substantiated pursuant to Conn. Gen. Stat. §
17a-101g or abuse or neglect, or of sexual misconduct or a conviction for
abuse or neglect or sexual misconduct, or
(iii) has ever had a professional or occupational license or certificate
suspended or revoked or has ever surrendered such a license or
certificate while an allegation of abuse or neglect was pending or under
investigation by DCF or an investigation of sexual misconduct was pending
or under investigation, or due to an allegation substantiated by DCF of
abuse or neglect or of sexual misconduct or a conviction for abuse or
neglect or sexual misconduct;
2. Conducting a review of the employment history of the applicant by contacting
those employers listed by the applicant under paragraph I.A.1.a of this policy. Such
review shall be conducted using a form developed by the Department of Education,
which shall request the following:
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a. the dates employment of the applicant, and
b. a statement as to whether the employer has knowledge that the
applicant:
(i) was the subject of an allegation of abuse or neglect or sexual
misconduct for which there is an investigation pending with any
employer, state agency, or municipal police department or which has
been substantiated;
(ii) was disciplined or asked to resign from employment or resigned
from or otherwise separated from any employment while an allegation of
abuse or neglect or sexual misconduct was pending or under
investigation, or due to a substantiation of abuse or neglect or sexual
misconduct; or
(iii) has ever had a professional or occupational license, certificate,
authorization or permit suspended or revoked or has ever surrendered
such a license, certificate, authorization or permit while an allegation of
abuse or neglect or sexual misconduct was pending or under
investigation, or due to a substantiation of abuse or neglect or sexual
misconduct. Such review may be conducted telephonically or through
written communication. Notwithstanding the provisions of subsection (f)
of Conn. Gen. Stat. § 31-51i, not later than five (5) business days after the
district receives a request for such information about an employee or
former employee, the district shall respond with such information. The
district may request more information concerning any response made by
a current or former employer for information about an applicant, and,
notwithstanding subsection (f), such employer shall respond not later
than five (5) business days after receiving such request.
3. Requesting information from the Department of Education concerning:
a. the eligibility status for employment of any applicant for a position
requiring a certificate, authorization or permit,
b. whether the Department of Education has knowledge that a finding has
been substantiated by DCF pursuant to Conn. Gen. Stat. § 17a-101g of abuse or
neglect or of sexual misconduct against the applicant and any information
concerning such a finding, and
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c. whether the Department of Education has received notification that the
applicant has been convicted of a crime or of criminal charges pending against
the applicant and any information concerning such charges
B. Notwithstanding the provisions of subsection (f) of Conn. Gen. Stat. § 31-51i, if the
district receives information that an applicant for a position with or an employee of the board
has been disciplined for a finding of abuse or neglect or sexual misconduct, it shall notify the
Department of Education of such information.
C. The district shall not employ an applicant for a position involving direct student contact
who does not comply with the provisions of paragraph I.A.1 of this policy.
D. The district may employ or contract with an applicant on a temporary basis for a period
not to exceed ninety (90) calendar days, pending the district’s review of information received
under this section, provided:
1. The applicant complied with paragraph I.A.1 of this policy;
2. The district has no knowledge of information pertaining to the applicant that
would disqualify the applicant from employment with the district; and
3. The applicant affirms that the applicant is not disqualified from employment with
the district.
E. The district shall not enter into a collective bargaining agreement, an employment
contract, an agreement for resignation or termination, a severance agreement, or any other
contract or agreement or take any action that:
1. Has the effect of suppressing information relating to an investigation of a report
of suspected abuse or neglect or sexual misconduct by a current or former employee;
2. Affects the ability of the district to report suspected abuse or neglect or sexual
misconduct to appropriate authorities; or
3. Requires the district to expunge information about an allegation or a finding of
suspected abuse or neglect or sexual misconduct from any documents maintained by
the district, unless, after investigation, such allegation is dismissed or found to be false.
F. The district shall not offer employment to a person as a substitute teacher, unless such
person and the district comply with the provisions of paragraph I.A.1 of this policy. The district
shall determine which such persons are employable as substitute teachers and maintain a list of
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such persons. The district shall not hire any person as a substitute teacher who is not on such
list. Such person shall remain on such list as long as such person is continuously employed by
the district as a substitute teacher as described in paragraph III.B.2 of this policy, provided the
district does not have any knowledge of a reason that such person should be removed from
such list.
G. In the case of an applicant who is a contractor, the contractor shall require any employee
with such contractor who would be in a position involving direct student contact to supply to
such contractor all the information required of an applicant under paragraphs I.A.1.a and I.A.1.c
of this policy and a written authorization under paragraph I.A.1.b of this policy. Such contractor
shall contact any current or former employer (please note the definition of “former employer”
above, including the applicable twenty year reporting period) of such employee that was a local
or regional board of education, council of a state or local charter school, interdistrict magnet
school operator, or a supervisory agent of a nonpublic school, or if the employee’s employment
with such current or former employer caused the employee to have contact with children, and
request, either telephonically or through written communication, any information concerning
whether there was a finding of abuse or neglect or sexual misconduct against such employee.
Notwithstanding the provisions of subsection (f) of Conn. Gen. Stat. § 31-51i, such employer
shall report to the contractor any such finding, either telephonically or through written
communication. If the contractor receives any information indicating such a finding or
otherwise receives any information indicating such a finding or otherwise has knowledge of
such a finding, the contractor shall, notwithstanding the provisions of subsection (f) of Conn.
Gen. Stat. § 31-51i, immediately forward such information to the district, either telephonically
or through written communication. If the district receives such information, it shall determine
whether such employee may work in a position involving direct student contact at any school in
the district. No determination by the district that any such employee shall not work under any
such contract in any such position shall constitute a breach of such contract.
H. Any applicant who knowingly provides false information or knowingly fails to disclose
information required in subdivision (1) of subsection (A) of this section shall be subject to
discipline by the district that may include
1. denial of employment, or
2. termination of the contract of a certified employee, in accordance with the
provisions of Conn. Gen. Stat. § 10-151.
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I. If the district provides information in accordance with paragraph I.A.2 or I.G of this
policy, the district shall be immune from criminal and civil liability, provided the district did not
knowingly supply false information.
J. Notwithstanding the provisions of Conn. Gen. Stat. § 10-151c and subsection (f) of Conn.
Gen. Stat. § 31-51i, the district shall provide, upon request by another local or regional board of
education, governing council of a state or local charter school, interdistrict magnet school
operator, or supervisory agent of a nonpublic school for the purposes of an inquiry pursuant to
paragraphs I.A.2 or I.G of this policy or to the Commissioner of Education pursuant to paragraph
I.B of this policy any information that the district has concerning a finding of abuse or neglect or
sexual misconduct by a subject of any such inquiry.
K. Prior to offering employment to an applicant, the district shall make a documented good
faith effort to contact each current and any former employer (please note the definition of
“former employer” employer above, including the applicable twenty year reporting period) of
the applicant that was a local or regional board of education, governing council of a state or
local charter school, interdistrict magnet school operator, or supervisory agent of a nonpublic
school, or if the applicant’s employment with such current or former employer caused the
applicant to have contact with children in order to obtain information and recommendations
that may be relevant to the applicant’s fitness for employment. Such effort, however, shall not
be construed to require more than three telephonic requests made on three separate days.
L. The district shall not offer employment to any applicant who had any previous
employment contract terminated by a local or regional board of education, council of a state or
local charter school, interdistrict magnet school operator, or a supervisory agent of a nonpublic
school, or who resigned from such employment, if the person has been convicted of a violation
of Conn. Gen. Stat. § 17a-101a, when an allegation of abuse or neglect or sexual assault has
been substantiated.
II. DCF Registry Checks
Prior to hiring any person for a position with the district, and before a student who is enrolled in a teacher
preparation program, as defined in section 10-10a of the Connecticut General Statutes, and completing his or
her student teaching experience with the district, begins such student teaching experience, the district shall
require such applicant or student to submit to a records check of information maintained on the Registry
concerning the applicant.
For any applicant whose current or most recent employment occurred out of state, the district shall request
that the applicant provide the district with authorization to access information maintained concerning the
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applicant by the equivalent state agency in the state of most recent employment, if such state maintains
information about abuse and neglect and has a procedure by which such information can be obtained. Refusal
to permit the district to access such information shall be considered grounds for rejecting any applicant for
employment.
The district shall request information from the Registry [or its out of state equivalent] promptly, and in any
case no later than thirty (30) calendar days from the date of employment. Registry checks will be processed
according to the following procedure:
A. No later than ten (10) calendar days after the Superintendent or his/her designee has
notified a job applicant of a decision to offer employment to the applicant, or as soon thereafter
as practicable, the Superintendent or designee will either obtain the information from the
Registry or, if the applicant’s consent is required to access the information, will supply the
applicant with the release form utilized by DCF[, or its out of state equivalent when available,]
for obtaining information from the Registry.
B. If consent is required to access the Registry, no later than ten (10) calendar days after
the Superintendent or his/her designee has provided the successful job applicant with the form,
the applicant must submit the signed form to DCF [or its out of state equivalent], with a copy to
the Superintendent or his/her designee. Failure of the applicant to submit the signed form to
DCF or its out of state equivalent within such ten-day period, without good cause, will be
grounds for the withdrawal of the offer of employment.
C. Upon receipt of Registry [or out-of-state registry] information indicating previously
undisclosed information concerning abuse or neglect investigations concerning the successful
job applicant/employee, the Superintendent or his/her designee will notify the affected
applicant/employee in writing of the results of the Registry check and will provide an
opportunity for the affected applicant/employee to respond to the results of the Registry check.
D. If notification is received by the Superintendent or designee that that the applicant is
listed as a perpetrator of abuse or neglect on the Registry, the Superintendent or designee shall
provide the applicant with an opportunity to be heard regarding the results of the Registry
check. If warranted by the results of the Registry check and any additional information provided
by the applicant, the Superintendent or designee shall revoke the offer of employment and/or
terminate the applicant’s employment if he or she has already commenced working for the
district.
● III. Criminal Records Check Procedure
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A. Each person hired by the district shall be required to submit to state and national
criminal record checks within thirty (30) calendar days from the date of employment. Each
student who is enrolled in a teacher preparation program, as defined in section 10-10a of the
Connecticut General Statutes, and completing his or her student teaching experience with the
district, shall be required to submit to state and national criminal record checks within sixty (60)
calendar days from the date such student begins to perform such student teaching experience.
Record checks will be processed according to the following procedure, except as noted in
paragraph III.C. of this policy:*
1. No later than five (5) calendar days after the Superintendent or his/her designee
has notified a job applicant of a decision to hire the applicant, or as soon thereafter as
practicable, the Superintendent or his/her designee will provide the applicant with a
packet containing all documents and materials necessary for the applicant to be
fingerprinted by the Colchester Police Department. This packet shall also contain all
documents and materials necessary for the police department to submit the completed
fingerprints to the State Police Bureau of Identification for the processing of state and
national criminal record checks. The Superintendent or his/her designee will also
provide each applicant with the following notifications before the applicant obtains
his/her fingerprints: (1) Agency Privacy Requirements for Noncriminal Justice Applicants;
(2) Noncriminal Justice Applicant’s Privacy Rights; (3) and the Federal Bureau of
Investigation, United States Department of Justice Privacy Act Statement.
2. No later than ten (10) calendar days after the Superintendent or his/her designee
has provided the successful job applicant with the fingerprinting packet, the applicant
must arrange to be fingerprinted by the Colchester Police Department. Failure of the
applicant to have his/her fingerprints taken within such ten-day period, without good
cause, will be grounds for the withdrawal of the offer of employment.
3. Any person for whom criminal records checks are required to be performed
pursuant to this policy must pay all fees and costs associated with the fingerprinting
process and/or the submission or processing of the requests for criminal record checks.
Fees and costs associated with the fingerprinting process and the submission and
process of requests are waived for student teachers, in accordance with state law.
4. Upon receipt of a criminal record check indicating a previously undisclosed
conviction, the Superintendent or his/her designee will notify the affected
applicant/employee in writing of the results of the record check and will provide an
opportunity for the affected applicant/employee to respond to the results of the
criminal record check. The affected applicant/employee may notify the Superintendent
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or his/her designee in writing within five (5) calendar days that the affected/employee
will challenge his/her criminal history record check. Upon written notification to the
Superintendent or his/her designee of such a challenge, the affected
applicant/employee shall have ten (10) calendar days to provide the Superintendent or
his/her designee with necessary documentation regarding the affected
applicant/employee’s record challenge. The Superintendent or his/her designee may
grant an extension to the preceding ten-day period during which the affected
applicant/employee may provide such documentation for good cause shown.
5. Decisions regarding the effect of a conviction upon an applicant/employee,
whether disclosed or undisclosed by the applicant/employee, will be made on a
case-by-case basis. Notwithstanding the foregoing, the falsification or omission of any
information on a job application or in a job interview, including but not limited to
information concerning criminal convictions or pending criminal charges, shall be
grounds for disqualification from consideration for employment or discharge from
employment.
6. Notwithstanding anything in paragraph III.A.5 of this Policy, above, no decision to
deny employment or withdraw an offer of employment on the basis of an
applicant/employee’s criminal history record shall be made without affording the
applicant/employee the opportunities set forth in paragraph III.A.4 of this Policy, above.
B. Criminal Records Check for Substitute Teachers:
A substitute teacher who is hired by the district must submit to state and national criminal
history record checks according to the procedures outlined above, subject to the following:
1. If the state and national criminal history record checks for a substitute teacher
have been completed within one year prior to the date the district hired the substitute
teacher, and if the substitute teacher arranged for such prior criminal history record
checks to be forwarded to the Superintendent, then the substitute teacher will not be
required to submit to another criminal history record check at the time of such hire.
2. If a substitute teacher submitted to state and national criminal history record
checks upon being hired by the district, then the substitute teacher will not be required
to submit to another criminal history record check so long as the substitute teacher is
continuously employed by the district, that is, employed for at least one day of each
school year, by the district, provided a substitute teacher is subjected to such checks at
least once every five years.
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C. Criminal Records Check During the COVID-19 Pandemic
The timelines regarding state and national criminal record checks identified in paragraph
III.A. and III.A.2 may be modified by the district in accordance with any executive order issued
by the Governor or any order issued by the Commissioner of Education that is related to the
COVID-19 pandemic or public health emergency and in effect at the time a person is offered a
position or hired by the district or a student teacher is offered a position or begins to perform
his or her student teaching experience within the district. Notwithstanding any such
modifications, the provisions of paragraphs III.A.3, III.A.4 and III.A.5 of this policy remain in
effect. If any timelines are so extended or deferred, the district will continue to perform
background checks to the greatest extent practicable and in accordance with applicable law.
IV. Sex Offender Registry Checks
School district personnel shall cross-reference the Connecticut Department of Public Safety’s sexual offender
registry prior to hiring any new employee and before a student who is enrolled in a teacher preparation
program, as defined in section 10-10a of the Connecticut General Statutes, and completing his or her student
teaching experience with the district, begins such student teaching experience. Registration as a sexual
offender constitutes grounds for denial of employment opportunities and opportunities to perform student
teaching experiences in the school district.
V. Credit Checks
The district may also ask a prospective employee for a credit report for employment for certain district
positions, where the district’s receipt of a credit report is substantially related to the employee’s potential job.
Substantially related is defined to mean “the information contained in the credit report is related to the
position for which the employee or prospective employee who is the subject of the report is being evaluated.”
Prior to asking for a credit report, the district will determine whether the position falls within one of the
categories as described in this paragraph. The position must: (1) be a managerial position which involves
setting the direction or control of the district; (2) involve access to employees’ personal or financial
information; (3) involve a fiduciary responsibility to the district, including, but not limited to, the authority to
issue payments, collect debts, transfer money or enter into contracts; (4) provide an expense account or
district debit or credit card; or (5) involve access to the district’s nonfinancial assets valued at two thousand
five dollars or more.
When a credit report will be requested as part of the employment process, the district will provide written
notification to prospective employee regarding the use of credit checks. That notification must be provided in
a document separate from the employment application. The notification must state that the district may use
the information in the consumer credit report to make decisions related to the individual’s employment.
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The district will obtain consent before performing the credit or other background checks. If the district
intends to takes an action adverse to a potential employee based on the results of a credit report, the district
must provide the prospective employee with a copy of the report on which the district relied in making the
adverse decision, as well as a copy of “A Summary of Your Rights Under the Fair Credit Reporting Act,” which
should be provided by the company that provides the results of the credit check. The district will notify the
prospective employee either orally, in writing or via electronic means that the adverse action was taken based
on the information in the consumer report. That notice must include the name, address and phone number of
the consumer reporting company that supplied the credit report; a statement that the company that supplied
the report did not make the decision to take the unfavorable action and cannot provide specific reasons for the
district’s actions; and a notice of the person’s right to dispute the accuracy or completeness of any information
the consumer reporting company furnished, and to get an additional free report from the company if the
person asks for it within sixty (60) calendar days.
VI. Notice of Conviction
If, at any time, the district receives notice of a conviction of a crime by a person holding a certificate,
authorization or permit issued by the State Board of Education, the district shall send such notice to the State
Board of Education. In complying with this requirement, the district shall not disseminate the results of any
national criminal history records check.
VII. School Nurses
School nurses or nurse practitioners appointed by, or under contract with, the district shall also be required to
submit to a criminal history records check in accordance with the procedures outlined above.
VIII. Personal Online Accounts
For purposes of these Administrative Regulations, “personal online account” means any online account
that is used by an employee or applicant exclusively for personal purposes and unrelated to any
business purpose of the district, including, but not limited to, electronic mail, social media and
retail-based Internet web sites. “Personal online account” does not include any account created,
maintained, used or accessed by an employee or applicant for a business purpose of the district.
A. During the course of an employment check, the district may not:
1. request or require that an applicant provide the district with a user name and
password, password or any other authentication means for accessing a personal online
account;
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2. request or require that an applicant authenticate or access a personal online
account in the presence of the district; or
3. require that an applicant invite a supervisor employed by the district or accept an
invitation from a supervisor employed by the district to join a group affiliated with any
personal online account of the applicant.
B. The district may request or require that an applicant provide the district with a user
name and password, password or any other authentication means for accessing:
1. any account or service provided by district or by virtue of the applicant’s
employment relationship with the district or that the applicant uses for the district's
business purposes, or
2. any electronic communications device supplied or paid for, in whole or in part, by
the district.
C. In accordance with applicable law, the district maintains the right to require an applicant
to allow the district to access his or her personal online account, without disclosing the user
name and password, password or other authentication means for accessing such personal
online account, for the purpose of:
1. conducting an investigation for the purpose of ensuring compliance with
applicable state or federal laws, regulatory requirements or prohibitions against
work-related employee misconduct based on the receipt of specific information about
activity on an applicant’s personal online account; or
2. conducting an investigation based on the receipt of specific information about an
applicant’s unauthorized transfer of the district’s proprietary information, confidential
information or financial data to or from a personal online account operated by an
applicant or other source.
IX. Policy Inapplicable to Certain Individuals
This policy shall also not apply to:
A. A student employed by the district who attends a district school.
B. A person employed by the district as a teacher for a noncredit adult class or adult
education activity, as defined in Conn. Gen. Stat. § 10-67, who is not required to hold a teaching
certificate pursuant to Conn. Gen. Stat. § 10-145b for his or her position.
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X. Falsification of Records.
Notwithstanding any other provisions of this policy, the falsification or omission of any information on a job
application or in a job interview, including but not limited to information concerning abuse or neglect
investigations or pending criminal applications, shall be grounds for disqualification from consideration for
employment or discharge from employment.
Legal References: Conn. Gen. Stat. § 10-212
Conn. Gen. Stat. § 10-221
Conn. Gen. Stat. § 10-222c
Conn. Gen. Stat. § 31-40x
Conn. Gen. Stat. § 31-51i
Conn. Gen. Stat. § 31-51tt
Public Act 19-91, “An Act Concerning Various Revisions and Additions to the
Education Statutes.”
Elementary and Secondary Education Act, reauthorized as the Every Student
Succeeds Act, Pub. L. 114-95, codified at 20 U.S.C.§ 1001 et seq.
Fair Credit Reporting Act, 15 U.S.C. § 1681 et seq.
TEMPORARY POLICY ADOPTED: August 17, 2020
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