Criminal Convictions, Arrests, and Warrants
Employment of Persons Convicted of Criminal Offenses
Criminal convictions may or may not render an employee unsuitable for employment with NC State. Each conviction is reviewed on a case-by-case basis. The University can deny employment to persons previously convicted of criminal offenses if there is a direct relationship between the offense and the employment sought, or the employment would involve an unreasonable risk to the safety or welfare of employees, students, the general public, or University property.
Employees who fail to report criminal convictions on their employment application and/or their background check disclosure and release form are considered to have provided false and or misleading information and will be removed from the applicant pool. If the individuals are current employees they are subject to disciplinary action up to and including dismissal.
Convictions Obtained While Employed with NC State
Employees are required to report any conviction to their immediate supervisor within five (5) days of the conviction. Employees who are convicted of a crime during employment with NC State may be subject to disciplinary actions up to and including dismissal.
Supervisors should contact Employment Services, 919-515-2135, in the event an employee discloses they have been convicted of crime during employment with NC State.
It may be necessary to place an employee on investigatory status pending the results of an investigation. Contact Employee Relations, 919-515-6575, prior to placing an employee on investigatory status.
Arrests and Warrants
The Department of Public Safety is the campus law enforcement agency for NC State University. In some instances, Campus Police Officers are responsible for conducting arrests on campus. It is expected that supervisors and employees fully cooperate with law enforcement.
Supervisors, who have been notified that an employee will be or has been arrested and/or issued a warrant, should contact Employee Relations , 515-6575, for assistance. On occasion, it is necessary to place an employee on investigatory status pending the results of an investigation. It is necessary to contact Employee Relations prior to placing an employee on investigatory status.
Guiding Policies and Other Resources