Board Policies

Adoption Date: Jun 24, 1998
Revision Date: Apr 11, 2012

To help ensure a safe environment, it is the policy of the Corporation to require each potential employee, for non-certified employment with the Corporation, complete an expanded criminal history prior to a recommendation to the Board for employment. The expanded criminal history submitted to the Corporation must be no more than six (6) months old.

For purposes of this policy, “potential employee" means any individual who is applying for employment with the Corporation and/or seeking to enter into a contract to provide services to the Corporation.

An individual who has held a paid position in the school district during the previous 12 months (for 12 month positions) or during the previous school year (for school year positions) shall not be required to obtain a new expanded criminal history.  If the individual has not been employed in the school district during the previous 12 months (for 12 month positions) or if the individual was not employed during the previous school year (for school year positions), s/he must obtain a current expanded criminal history.

Each potential employee interviewed will be questioned about the potential employee's expanded criminal history, if necessary. Failure to answer honestly any question related to the expanded criminal history may be cause for termination of the potential employee if eventually hired.

All costs of obtaining the expanded criminal history are the responsibility of the potential employee or employee. In all cases, the individual shall sign, prior to beginning employment duties, a "Records Release Form" or submit an expanded criminal history report obtained within the last six (6) months.

EMERGENCY PROVISION: In case of an emergency situation, which would delay a school activity or program, an individual may be hired on a provisional status pending receipt of a satisfactory expanded criminal history. Emergency would be defined as a late registration, illness, death, or similar unforeseen occurrence, which would disrupt or delay a school activity/program.

During the course of his/her employment with the School Corporation, support staff member shall be required to report any arrest, criminal charge including driving under the influence of drugs or alcohol, or conviction of criminal charge against him/her to the Superintendent within two (2) business days of the arrest, the charge or the conviction. The Superintendent shall obtain a review of each reported charge or conviction and shall recommend appropriate action to the Board considering the risk to members of the school community presented by the continued employment of the charged or convicted employee.

All Marion Community Schools employees will be placed on a five-year rolling schedule for periodic rechecking of expanded criminal histories


Policy References:
I.C. 20-26-5-10

I.C. 20-26-5-10
This page was last modified:
Mar. 26 2014