Topics Map > Operational Support Resources > 4.7 Human Resources > 4.7.1 Hiring

Hiring - 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 no longer required prior to the verbal offer. This may be completed AFTER The verbal offer. 

A) Hiring Manager Responsibilities

  1. Notify ASU HR of finalist you wish to extend offer to. You can extend a verbal offer before the employee SH/SV check is completed. 

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 should work with to confirm the salary and start date.
  • After the verbal offer is made, the Hiring Manager can work with ASU to complete the employee SH/SV check and then 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 and 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

KeywordsSH SV Sexual Harassment Violence Reference Checks HR   Doc ID106580
OwnerNathaniel S.GroupExtension Handbook
Created2020-10-09 15:31:22Updated2021-12-22 11:42:24
SitesExtension Handbook
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