2,259: Policies to be Followed by Appointing Authority in Determining Eligibility for University Employment
Last Revised: August 2005
The following applies to persons with conviction records or other serious problems:
- When an applicant reveals a record of misdemeanor or felony convictions or some other serious problem (i.e., ill health, previous discharge from employment for cause, etc.), the director of BCN Human Resources should be consulted on how to proceed.
- In those cases in which no conviction record is noted on the application and a record is subsequently discovered, the individual is subject to discharge unless the offense is a relatively minor one or would not have affected the original hiring decision.
- Guides are outlined in the Nevada Administrative Code, Section 284.314, regarding applicants with a conviction record.
- In cases with conviction records, each case will be considered on its own merits including seriousness of the offense, recency, parole and probation reports, and conduct since the offense. The appointing authority shall be responsible for making the final decision after considering the recommendations of the director of BCN Human Resources.
- The director of the state Department of Personnel is the only one who can take a candidate's name off a list.