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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.


  • 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.


I. Employee SH/SV

The employee SH/SV check is required before ANY offer is extended (including verbal).

A) Hiring Manager Responsibilities

  1. Notify ASU HR of finalist you wish to extend offer to

B) ASU HR Responsibilities

  1. Initiate employee SH/SV check in JEMS
  2. Notify Hiring Manager when employee SH/SV check is complete


  • 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

  1. Notify ASU HR when finalist accepts verbal offer

B) ASU HR Responsibilities

  1. Contact finalist to receive mandatory references’ information
  2. Initiate employer SH/SV check in JEMS

Keywords:SH SV Sexual Harassment Sexual Violence Recruitment Reference Checks HR   Doc ID:106580
Owner:Nathaniel S.Group:Extension Employee Handbook
Created:2020-10-09 14:31 CSTUpdated:2021-01-13 16:14 CST
Sites:Extension Employee Handbook
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