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Procedure for 5005 Employment and Volunteers: Disclosures, Certification Requirements, Assurances and Approval

EMPLOYMENT AND VOLUNTEERS:  DISCLOSURES, CERTIFICATION REQUIREMENTS, ASSURANCES AND APPROVAL

Citizenship Status
Prior to official employment, the district will document the citizenship/immigration information regarding employment eligibility that is furnished by the prospective employee. The information that is recorded may come from single documents which establish both identity and authorization to work, including:

Acceptable Verification Document for New Hires
1.    One Document Establishing Both Identity and Employment Authorization

  • U.S. Passport    
  • Resident Alien Card    
  • Alien Registration Card a.k.a. “Green Card”

— OR —
2.    One Document Establishing Identity    

  • Drivers License or
  • State-Issued ID Card with Photo

— PLUS —    

3.  One Document Establishing Employment Authorization

  • Social Security Card 

The district must complete an Immigration Service Form (I-9) for each staff member employed after November 6, 1986, and keep that form on file for three years.

Sexual Misconduct

For prospective employees, the school district shall request sexual misconduct information from all current and former school employees.
All prospective employees must sign a release granting permission for the district to contact current and former employers. The release shall authorize disclosure of acts of sexual misconduct and access to all school district files related to the misconduct. The prospective employee shall agree to release current and past employers from liability. Refusal to allow the release of information will end consideration of the applicant.
For certificated applicants, the district shall verify certification and request that the Office of Superintendent of Public Instruction release all information regarding sexual misconduct.

Background Check

As per board policy, the superintendent may employ staff members on a temporary basis until the board takes final action on the recommendation of the superintendent. Unsupervised employees are subject to a background check with fingerprints to be furnished by the state patrol and Federal Bureau of Investigation. Employees without unsupervised access to children shall have name and date of birth background checks provided by the Washington state patrol.

All such records shall be treated as confidential and only the director of personnel and one specific designee shall be authorized to access the Superintendent of Public Instruction’s record check data base and district record check data including records of arrest and prosecution (RAP sheets). RAP sheets shall be secured by the district in storage separate from personnel and applicant records. Further use of the record following initial employment or redissemination of the records to another organization or individual is expressly prohibited. Lawful use of such information does not constitute liability for defamation, invasion of privacy, or negligence, but noncompliance with this policy, relevant rules and statutes may allow for the recovery of civil damages under applicable federal and state statutes.

 

First enacted: 12.03

Stanwood-Camano School District

Revised: 5.04; 12.23