Employment Requirements

https://www.flickr.com/photos/generated/

Prospective employees shall be subject to the background checks listed below. All offers of employment are conditioned upon acceptable background check results. In the event an employee commences employment prior to the completion of the background check process, continued employment shall also be conditioned upon acceptable background check results:

In addition to the background checks, prior to employment within our districts, all employees must complete additional required employment paperwork (e.g. Form I-9, Form W-4, etc.). These forms will be completed when you meet with CCSU Human Resources to complete the background check requirements. In order for us to complete the requirements of the Form I-9, you must bring two forms of identification with you to the meeting: One form of identification must establish identity (e.g. unexpired drivers’ license, VT Liquor Control ID, photo student I.D., etc.) and the other must establish employment eligibility (e.g. social security card, birth certificate, and the like). For additional acceptable identifications, please Click Here.

top


Criminal Background & Registry Checks

In an attempt to help protect our school children from abuse and exploitation, Vermont law (16 V.S.A. sections 251-260) requires/authorizes criminal background investigations and registry checks with the Vermont Department for Children and Families (DCF) and the Department of Disabilities, Aging and Independent living (DDAIL), on the following individuals:

  • All school employees (including substitutes) being recommended for employment;
  • Student teachers; and,
  • Contractors and employees of contractors who have unsupervised contact with school children.

Said individuals will be required to provide fingerprints, releases and other information necessary to conduct background investigations. The cost of the procedures shall be the responsibility of the individual for whom the background check is being requested. The process outlined below must be completed prior to the commencement of services within our district(s). All offers of employment (or service agreements) shall be conditioned upon an acceptable background check. Although employment/service with the district may commence prior to the completion of the background check process, continued employment/services with the district shall be contingent upon a satisfactory background check. Below is the process that must be completed:

1. Contact Human Resources

Contact CCSU Human Resources at 879-5584 to schedule an appointment to complete the required background check paperwork. Please bring the following with you when you meet with Human Resources:

  • Payment to Chittenden Central Supervisory Union (CCSU) for $12.00, to cover the cost of the Criminal Record Check processing. Credit and/or debit cards are not accepted.
  • Acceptable identification (e.g. PHOTO Drivers license, Passport, etc.) to enable us to verify your identity and signature.

2. Obtain Fingerprints

After you meet with CCSU Human Resources to complete the required paperwork, make an appointment to have your fingerprints taken at a designated Identification Center. The Chittenden County Identification Centers are as follows (for Identification Centers outside Chittenden County, please click here):

  • Chittenden County Sheriffs Office located on Ethan Allen Drive in South Burlington. Please call them for an appointment at (802) 863-4341 (walk-ins will not be accepted). Appointments are on Tuesdays , Wednesdays and Thursdays.

There is a $25.00 charge (cash only) for the fingerprints, which is paid directly to the Identification Center when fingerprinted. You must bring two forms of identification with you in order to be fingerprinted. One must be a valid photo ID (i.e.: PHOTO Drivers license, VT Liquor Control ID, or Military ID), the second can be a social security card, birth certificate or other form of identification. You will also need to bring your completed Fingerprint Authorization Certificate, which is provided to you when you meet with Human Resources. Fingerprints will not be taken without the certificate. For more information about the fingerprinting process (e.g. expectations at the Identification Centers, acceptable forms of ID, acceptable prints, tips for good prints, etc.), please visit the Vermont Criminal Information Center (VCIC) website.

3. Submit Fingerprint Receipt

While at the Identification Center, the fingerprinting officer will give you a Fingerprint Receipt. Please drop off or mail that receipt to Human Resources at the following address: Chittenden Central Supervisory Union at 51 Park Street, Essex Jct., VT 05452.

Criminal Records Check Previously Completed

If you have recently completed a fingerprint supported FBI Criminal Records Check process with the Vermont Department of Education or other Vermont public or independent school within the past year, you may not have to repeat the fingerprint supported criminal record check process above if:

  • the record still exists;
  • you agree to sign a release, and;
  • the original holder agrees to release a copy of the record to us.

The above rule only applies to the fingerprint supported FBI criminal records check. All Vermont and out-of-state criminal background checks and registry checks shall be redone prior to service within our district(s) as a condition of employment/service with the district as authorized under 20 V.S.A. §2056c and 33 V.S.A. §4919, as amended.

Grand-Parenting Provision

Prospective employees employed by a Vermont public or independent school as of July 1, 1998 shall not be subject to the FBI fingerprint-supported criminal records check through VCIC unless they ceased to be employed by a Vermont public or independent school for a continuous period of one year or more after that date. However, said individuals shall be subject to Vermont and out-of-state criminal background checks and registry checks prior to service within our district(s) as a condition of employment with the district as authorized under 20 V.S.A. §2056c and 33 V.S.A. §4919, as amended.

More Information

For a copy of our policy on the Maintenance of Criminal Background and Registry Check Information, please click here. If you have any questions, please contact CCSU Human Resources at 879-5584.

Selection Criteria

The district will consider information obtained through the criminal record checks and registry checks when weighing the veracity, character and general suitability of individuals to provide services within the CCSU.  The following background results shall automatically disqualify individuals from employment consideration within our district. This is not an exhaustive list of disqualifying conditions. Other records not mentioned below shall be considered on a case by case basis. The Superintendent or his/her designee shall have the sole discretion of determining whether or not the background check result is acceptable:

  1. Criminal Records Check: No individual subject to the checks shall be eligible for  hire (or continued employment if employment commences before the results of the checks are received) if they have been convicted of one or more of the following crimes (taken from 16 V.S.A. § § 252 and 1698). The list of disqualifying crimes is not meant to be all inclusive. For convictions not listed, eligibility to provide service under the contract shall be considered on a case by case basis. The totality of the crimes shall also be considered when determining an individual’s eligibility to provide service under the contract. The decision of the Superintendent in these matters shall be final:
  2. DCF and DDAIL Registries: No individual whose name appears on any registry of listings of substantiated abuse cases shall be eligible to serve (or continue to serve) as a licensed educator, substitute, paraeducator, or any other position within the CCSU that involves regular direct contact with school children. The Superintendent shall have the final say as to which positions involve regular direct contact with school children.

top


Vermont Licensing Disciplinary Actions Check

Prior to recommending a candidate for hire, the hiring supervisor shall  check the Disciplinary Actions  Against Licensed Vermont Educators website as maintained by the Vermont Department of Education. Any person whose  name appears on this list shall  NOT be eligible for hire within our school districts.

top


Licensing Checks

For those positions that require a state license or certification by the state of Vermont, the district shall verify that the prospective employee holds a valid license sufficient and lawful to perform such duties as may be assigned under the position being hired. In addition to the prospective employee providing a copy of his/her license or certification to the district, the following sites shall also be used to verify the continued validity of the license:

top


VT Department of Motor Vehicle Checks

For any position where transporting students or driving a district vehicle is a condition of employment, the prosepctive employee shall be required to undergo a VT Department of Motor Vehicle (DMV) check. The cost of the DMV check shall be borne by the district. Said DMV check shall also be completed on a periodic basis during the course of employment (no less than once per year) at the discretion of the supervisor. A DMV Release Form must be completed prior to performing the check.

Selection Criteria:

  • No individual shall be eligible for hire into a position that requires transporting students or driving a district vehicle if s/he has been convicted within the last ten years of any of the following:
    • Driving Under the Influence (DUI);
    • Reckless/negligent driving;
    • Driving while license has been suspended or revoked;
    • Hit and run driving;
    • Driving to endanger.
  • No individual shall be eligible for hire into a position that requires transporting students or driving a district vehicle if s/he has lost his/her license within the past five years for any other traffic violation(s) not listed above as defined under 23 V.S.A. §2302 (i.e. speeding, running a red light, failure to stop/yield, etc.).

top


Drug Testing

For any position where driving a school bus is a condition of employment, the prospective employee shall be required to undergo a drug screening after a conditional offer of employment has been made. All offers of employment shall be conditioned upon acceptable results of the screening. Consistent with federal law, individuals who drive a school bus shall also be subject to random drug testing throughout an individuals’s employment with the district.

top


Additional Background Check Sites and Resources

Below are some additional  sites the Chittenden Central Supervisory Union may use to conduct background checks of potential employees/pre-service teachers/contractors/volunteers:

For more information about the background check requirements, please refer to Procedure G7A-R: Employment Screenings.

top