Self Reporting of Possible Criminal Conduct and Criminal Convictions

Self-Report of Possible Criminal Conduct

  1. If an employee is suspected of having engaged in activity which might be criminal, Human Resources shall immediately investigate to determine what evidence exists, if any, that is available to SBCSC.  If the investigation includes an interview with the employee/comprehensive volunteer/independent contractor and the employee so desires, the interview will be conducted with his/her representative present. The employee may not be instructed to answer questions under penalty of discipline unless given assurance that statements may not be used by the police or prosecution (Garrity Rights).

  2. The results of the investigation, including the employee's/comprehensive volunteer’s/independent contractor’s explanation, will be reviewed with the Superintendent's designee, and when appropriate, with SBCSC counsel.

  REFER TO SBCSC ADMINISTRATIVE GUIDELINES 1521A.

Procedures for Self-Reporting of Criminal Convictions

SBCSC requires that all employees/comprehensive volunteers/independent contractors must report any criminal conviction(s) to which they are subjected, that occur.  Employees/ comprehensive volunteers/independent contractors are to report all convictions to SBCSC Human Resources at 574.393.6075 immediately upon learning of said conviction. 

Failure to properly and in a timely manner report convictions could result in termination of employment/ comprehensive volunteer/independent contractor privilege or cancellation of any contract/agreement with SBCSC.

 

  1. The employee/comprehensive volunteer/independent contractor is responsible for giving the notice to the Director of Human Resources when he/she first becomes aware of the conviction.  This notice is to be given by completing a signed copy of the Self-Report of Criminal Convictions form.  Copies of the Self-Report of Criminal Convictions form may be requested from Department Heads/Building Administrators or from Human Resources.

     

  2. The employee/comprehensive volunteer/independent contractor must submit the completed form, in person or by certified mail, to Human Resources in the SBCSC Administration Building located at 215 S. Dr. Martin Luther King Jr. Blvd.

     

  3. Human Resources shall immediately notify the affected employee/comprehensive volunteer/independent contractor that an investigation will be conducted into the criminal activity.  If in the opinion of Human Resources, the allegations are serious in nature, the employee/comprehensive volunteer/independent contractor will be suspended with or without pay (employee), pending the investigation.

     

  4. Human Resources shall immediately investigate to determine what evidence exists, if any, that is available to SBCSC.  The investigation shall include an interview with the employee/ comprehensive volunteer/independent contractor and, if desired, with his/her representative present.  The results of the investigation, including the employee’s/comprehensive volunteer’s/independent contractor’s explanation, will be reviewed with the Superintendent’s designee, and when appropriate, with SBCSC counsel.

     

  5. The Superintendent’s designee, in conjunction with the Director of Human Resources, and, when appropriate, SBCSC counsel, shall make a determination with respect to employee/ comprehensive volunteer/independent contractor privilege.

 

In the event formal disciplinary procedures begin, all hearings required by law or by contract and all required procedures will be followed.

REFER TO SBCSC POLICIES 1521, 3121 AND 4121 and ADMINISTRATIVE GUIDELINES 1521A.

Adapted from Fort Wayne Community Schools, Human Resources

“Procedures for Self-Reporting of Criminal Convictions”