When an employee gives written notice of intention to leave employment with the College, the Supervisor should notify the Human Resources Office immediately. The Supervisor should submit an Employment Request for Classified Positions Form to begin the recruiting process. This form must be signed by the requesting Supervisor, the Administrative Officer, and then forwarded to the Director of Human Resources. In addition, a Position Description Form will be required if the job duties of the position have changed.

The Director of Human Resources will verify the availability of the necessary funds and will begin recruiting if funds are adequate and the request has been approved. If not approved, the Director of Human Resources will notify the requesting Supervisor.

Applications are available from the Human Resources Office and are only accepted during the specified recruiting period. According to the position desired, an applicant will complete either an Application for Faculty/Professional Staff Position or a Classified Personnel Employment Application. Applications of non-selected applicants are kept on file for two years. The Human Resources Department requests that a current application be completed for each announced position.

          3.   Applicant Selection

a.     The Employment Interview

By request of the hiring Supervisor, interviews may be set up by the Human Resources Office. Federal law prohibits certain questions in an employment interview and the application for employment has been developed to comply with Federal guidelines. Examples of such illegal questions might refer to the applicant's age, disability, religion, ages of children, etc. Interviewing guidelines should be followed during the interview process.

b.     Reference Checks

Upon completion of an application for employment, the candidate authorizes information to be released regarding their past and/or present employer(s). If requested, the present employer(s) will not be contacted. Reference checks on selected candidates are to be completed by the hiring Supervisor or the Director of Human Resources.

c.     Background Checks

Upon completion of an application for employment, the candidate authorizes information to be released regarding their past. These reports may include, but are not limited to, information as to character, general reputation, and personal characteristics, discerned through employment and education verifications (to include GPA); personal references; personal interviews; personal credit history based on reports from any credit bureau; driving history, including any traffic citations; a social security number trace; present and former addresses; criminal and civil history/records; and any other public record.

A candidate will be disqualified for employment for any of the following reasons:

* Conviction of a criminal drug offense for two years after the conviction; second or subsequent criminal drug offense for five years from the most recent conviction.

* False statement or omission of material fact on the candidate's application for employment.

* Past or present membership in an organization advocating the violent overthrow of the U.S. government.

* Conviction of a felony or crime involving moral turpitude, unless the applicant has been pardoned.

* Failure to pass the drug screen for the applicable position requiring a pre-employment drug screen test.

The University System of Georgia, per federal legislation, now requires Public Safety Officers and positions requiring a commercial driver's license to be drug and/or alcohol screened as part of the pre-employment and/or annual qualifications.

Any candidate selected for a covered position must submit to the pre-employment drug test prior to commencing employment or within ten days after commencing employment. The cost of the pre-employment drug test will be borne by the employing department. A positive test result shall disqualify the candidate from employment for a period of two years from the test date.

Detailed instructions on the drug test procedure will be made available to those departments normally employing individuals who are covered by this policy.

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