Verificação de antecedentes para funcionários da escola: Guia completo

When it comes to hiring employees in school, background checks are important to ensure the safety, compliance, and trust in the educational sector. School is responsible for providing a secure environment for students, and verifying the qualifications and character of the staff members plays an important role in this.

Conducting a background check helps schools ensure they are hiring trustworthy individuals who meet the job-required standards.

Background checks play an important role in reducing hiring bias by focusing on objective criteria, such as criminal records, employment history, and qualifications. This helps schools make fairer, more informed decisions, ensuring that all candidates are evaluated based on their merits, rather than factors unrelated to their ability to perform the job.

What is a Background Check for School?

A background check for school employees is a process of reviewing the personal history of candidates to verify qualifications and identify any potential red flags. This includes checking for criminal records, verifying education and work history, and ensuring the candidate meets all the important requirements for the position. Schools may conduct several types of background checks for the assessment of the history of candidates.

There are Types of Background Checks that schools perform, including:

• Criminal history checks: Most background checks include a search for criminal records at the county, state, and federal levels.
• Education verification: Confirming the candidate’s educational credentials to ensure they meet the requirements for the position.
• Employment history check: Verify the past employment to ensure that the candidate has important experience.
• Sex offender registry check: to ensure the candidates are not listed in any sex offender databases.

Criminal history searches—whether at the county or federal level—are important to most employee and teacher background checks. Schools look for a history of violence, sexual abuse, child abuse, or neglect, other crimes, including drug offenses, can also be considered red flags.

Why Background Checks for School Employees Are Important?

Background checks for school employees are important for ensuring a safe and secure environment for students. Studies reveal that as many as 70% of job applicants may submit inaccurate information on their resumes, making comprehensive background checks even more critical.

These checks help confirm the qualifications of candidates, work history, and criminal record, ensuring that the individuals hired are qualified, and reliable for their roles. Here are reasons why background checks are important for school employees:

1. Protect the Safety of Students: employees must have clean criminal records to avoid any risk to students.
2. Prevent Hiring Individuals with Criminal Records: Identifying individuals with violent, drug-related, or other criminal histories that are not suitable for working in a school.
3. Compliance with Legal Requirements: Meeting local, state, and federal regulations regarding employee screening in the educational sector.
4. Ensuring Trustworthiness: Verifying the integrity and qualifications of the candidates.
5. Identify Red Flags Early: Identify issues early, such as past criminal behavior or dishonest history.
6. Avoid reputation of school Damage: Avoid hiring employees that have inappropriate or illegal activities to avoid damaging the reputation of school.

Background checks are important in the hiring process for educators. That's why schools must ensure that those working with children have clean records and can be trusted to provide a safe, effective learning environment. In many cases, background check requirements differ according to local, and federal regulations.

The Background Check Process for School Employees

1. Get Permission from the Candidate: Before conducting the background check, schools need to ask the candidate for written permission.
2. Conduct a Background Check with a Trusted Agency: Schools should work with a reputable background check provider.
3. Review the Results: when the results are available, the school must review the findings.
4. Check for Issues: If there are any problems with the information, the school should follow the right steps to confirm the details.
5. Make a Hiring Decision: After reviewing the background check, the school can decide whether to hire the person.
6. Keep Information Private and Follow the Law: The background check results should be kept private, and the school should follow all legal rules.
7. Re-Screening (Optional): Schools choose to do background checks on current employees from time to time to keep things safe and legal.

What Shows up on a Teaching Background Check?

A teaching background check includes components that help ensure that a candidate is qualified. Here are some of the common checks conducted:

• Criminal Background Check: A criminal background check is one of the most important parts of any background screening for school employees. It helps identify any criminal history that could be a concern, such as violence or theft.
• Sex Offender Registry Check: Schools conduct a sex offender registry check to ensure that the candidate is not listed in any national or state sex offender databases.
• Child Abuse and Neglect History: Checking a candidate’s history for any involvement in child abuse or neglect is a critical part of ensuring the safety of students.
• Educational and Credential Verification: Education verification is a type of reference check performed before a candidate is hired, typically after a conditional offer of employment is extended. It may confirm a candidate's date of attendance at a particular educational institution and/or receipt of a particular degree.
• Previous Employment and Reference Checks: These checks help verify that the candidate has the necessary experience and has received positive recommendations from previous employers.
• Social Media Background Check and Online Presence: Increasingly, schools are turning to social media background screening to assess the behavior and character of candidates online. Social media background checks can reveal red flags such as inappropriate behavior, offensive language, or discriminatory actions.
• Drug Testing (If Applicable): In some cases, schools may require candidates to undergo drug testing, especially if the role involves responsibilities that require alertness and clear judgment.
• Driving Record (For Some Positions): For positions requiring transportation, schools may also check the candidate’s driving record.
• Immigration and Work Authorization (For International Teachers): Schools must verify that international teachers are legally authorized to work in the country.

School Employee Background Check Laws For 2024

When conducting background checks, schools must adhere to various laws that govern the process. These laws ensure that background checks are fair and non-discriminatory, and respect candidates' rights.

• National Child Protection Act (1993): The National Child Protection Act mandates that schools and other child-serving organizations perform background checks on employees who will be in direct contact with children.
• Equal Employment Opportunity Commission (EEOC) Guidelines: The Fair Credit Reporting Act (FCRA) and EEOC guidelines ensure that background checks are conducted in a manner that does not discriminate against candidates based on race, religion, or other protected characteristics.
• Lei de Relatórios de Crédito Justos (FCRA): O Lei de Relatórios de Crédito Justos (FCRA) estabelece diretrizes sobre como as verificações de antecedentes devem ser conduzidas e exige que as escolas obtenham o consentimento por escrito dos candidatos.
• Proíba as leis da caixa e práticas justas de contratação: Muitos estados têm Banir a caixa leis que impedem os empregadores de perguntar sobre o histórico criminal em pedidos de emprego, dando aos candidatos uma chance justa antes que seus antecedentes criminais sejam considerados.

O que desqualifica os funcionários de trabalhar em uma escola?

Certos fatores podem desqualificar os candidatos de trabalhar em uma escola. Os motivos comuns para a desqualificação incluem:

• Condenações criminais: Ofensas criminais, como crimes sexuais, crimes violentos ou delitos relacionados a drogas.
• Histórico de abuso infantil e negligência: Qualquer histórico de abuso ou negligência infantil desqualifica um indivíduo.
• Registro de agressores sexuais: Os candidatos listados no registro de criminosos sexuais são automaticamente desqualificados.
• Falha no cumprimento dos requisitos educacionais ou de certificação: Não atender às qualificações necessárias.
• Testes de drogas fracassados: Testar positivo para medicamentos pode desqualificar um candidato.
• Histórico de emprego negativo ou referências ruins: Uma referência ruim ou um histórico negativo podem impedir o emprego.
• Registro de condução ruim (para determinadas funções): Para cargos que exigem dirigir, um histórico de condução ruim pode desqualificar os candidatos.
• Desonestidade durante o processo de inscrição: Mentir sobre qualificações ou experiência desqualificará um candidato.
• Problemas encontrados em mídias sociais ou perfis on-line: Comportamentos inadequados on-line podem resultar em desqualificação.

Desafios e considerações da verificação de antecedentes de funcionários escolares

Embora a verificação de antecedentes seja essencial, há vários desafios que as escolas devem considerar ao realizar esses exames:

1. Equilibrando a exaustividade com os direitos de privacidade: Garantir que a verificação de antecedentes seja completa sem infringir a privacidade do candidato.
2. Lidando com leis estaduais e locais inconsistentes: Diferentes estados e regiões têm leis variadas em relação à verificação de antecedentes, o que torna a conformidade um desafio.
3. Altos custos e recursos limitados: As verificações de antecedentes podem ser caras e as escolas podem ter orçamentos limitados para conduzi-las minuciosamente.
4. Lidando com falsos positivos e registros imprecisos: Informações incorretas sobre verificações de antecedentes podem levar a falsos positivos, exigindo verificação adicional.
5. Potencial de preconceito na triagem de antecedentes: Existe um risco de viés, especialmente em avaliações subjetivas.
6. Lidando com ofensas menores ou distantes: Decidir como lidar com ofensas menores ou ocorridas há muito tempo.
7. Gerenciando a triagem de mídias sociais e a presença on-line: Lidar com verificações de antecedentes on-line de forma eficaz e ética.
8. Gerenciando vários tipos de verificações de antecedentes: As escolas geralmente precisam passar por vários tipos de cheques simultaneamente.

Conclusão

Em resumo, verificações de antecedentes para funcionários da escola são vitais para manter a segurança, garantir a conformidade com os regulamentos e proteger estudantes e funcionários. Ao compreender os vários tipos de verificações e o cenário jurídico, as escolas podem implementar um processo de triagem completo e eficaz.

As escolas devem garantir o cumprimento de todas as leis e diretrizes aplicáveis, priorizando a segurança dos alunos e mantendo um processo de contratação justo.

Para escolas que procuram mais informações sobre serviços de verificação de antecedentes, entrar em contato com uma agência de triagem profissional pode fornecer experiência na realização de verificações abrangentes e compatíveis.