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Divisional HR - Recruitment - Sexual Harassment/Sexual Violence Checks (SH/SV)
Following a June 2018 UW-Board of Regents Resolution, UW-System institutions were required to update their policies to include the SH/SV reference check requirements.
Summary
- Final candidate(s) hired into a position in the employment categories covered by this policy (FAASLI, CP, CJ) must be asked the mandatory SH/SV questions.
- If the final candidate is currently in a position covered by this policy, their most recent Divisional HR must be contacted as a mandatory reference. This is also true of UW-Madison employees who take a concurrent job on campus.
Instructions
I. Employee SH/SV
The employee SH/SV check is required before ANY offer is extended (including verbal).
A) Hiring Manager Responsibilities
- Notify ASU HR of finalist you wish to extend offer to
B) ASU HR Responsibilities
- Initiate employee SH/SV check in JEMS
- Notify Hiring Manager when employee SH/SV check is complete
Note:
- The Hiring Manager can work with ASU HR to confirm the salary while waiting for CBC and SH/SV results.
- After the employee SH/SV is completed, the Hiring Manager can verbally offer the job too the finalist(s)
- After the verbal offer is made, the Hiring Manager can work with ASU to confirm the start date.
II. Employer SH/SV
Mandatory references include: Current or most recent employer AND all former UW-Madison, UW-System institution and Wisconsin state agency employers from the past seven years.
A) Hiring Manager Responsibilities
- Notify ASU HR when finalist accepts verbal offer
B) ASU HR Responsibilities
- Contact finalist to receive mandatory references’ information
- Initiate employer SH/SV check in JEMS