Security Sensitive Positions (E-44 )
Original Implementation: May 1, 1989
Last Revision: January 19, 2006
Security sensitive positions are those in which employees handle currency, have access to financial records, legal records, medical records, personnel records and student academic records, have access to a master key, or work in an area of the University which has been designated as a security sensitive area. Positions designated as security sensitive will be identified as such in individual job descriptions, in any advertising for job applicants, and in all personnel transaction forms and correspondence with Human Resources concerning recruitment.
Department heads and/or account managers having the authority to employ, who desire to establish, change, or delete a position as security sensitive must submit, through administrative channels, a recommendation to the appropriate vice president. If approved, the vice president will forward the recommendation to the Director of Human Resources who will identify the position as security sensitive in the personnel records of the University. All advertisements and notices released for security sensitive positions shall include the statement: "Security Sensitive Position."
At employment, Human Resources requests a Criminal Record Check which is forwarded to the Chief of University Police. The candidate may be offered continued employment by the University contingent upon the evaluation of the criminal history record check. If the check reveals a criminal record, the Chief of University Police informs the Director of Human Resources. The Director of Human Resources will evaluate the record in light of the University's policy on employment of persons with criminal history and make a recommendation to the department head that the employee will be "recommended" or "not recommended" for continued employment. A recommendation to continue employment will be made when there is no criminal record, or when there is a record but it is not considered a bar to employment of the candidate by the University for that position. The appropriate Vice President or President will make the final decision on continued employment of the candidate.
After the expiration of the employee's probationary term of employment, all criminal history information relating to the employee shall be destroyed by the Chief of University Police.
Source of Authority: Texas Education Code, Section 51.215; President; Vice President for Finance and Administration
Cross Reference: None
Contact for Revision: General Counsel
Forms: None