An Administrator's Guide to California Private School Law Compendium

C HAPTER 3 – H IRING D OCUMENT 3.A

C HECKLIST : S CREENING A PPLICANTS This checklist is directed to supervisors and mid and upper level administrators who are responsible for hiring employees. This checklist is designed to provide a general overview of the basic steps to conducting the screening process. Liebert Cassidy Whitmore cautions that schools should not hesitate to seek the assistance of legal counsel when making decisions whether to hire or disqualify applicants for employment. LEGAL/COMPLIANCE ISSUES:  Understand any laws, collective bargaining agreements, or school policies that affect the ability to conduct background checks and potentially disqualify applicants.  Follow the federal Fair Credit Reporting Act and the California Investigative Consumer Reporting Agencies Act in conducting checks.  Have a process for documenting screening practices.  Make sure job descriptions are updated and accurately describe the job requirements and terms and conditions of employment. Minimally, a job description should contain the following information:  Necessary educational requirements;  Necessary vocational skills;  Required work experience;  Examples of duties;  Unusual physical requirements;  Work hours; and  Compensation.  Complete all screening procedures before hiring or placing an applicant in a position with access to children. APPLICATION:  The school’s written application for paid and volunteer positions should ask applicants about:  Dates of employment;

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