Last Thursday, July 22, Chris McKenna presented "The Digital Culture of Kids," which shared ways of protecting children as they navigate today's digital culture. The presentation is available at THIS LINK.
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Policy GBEB: Fingerprinting
Employees and Prospective Employees: The Superintendent or the Human Resources Director shall obtain a state and national fingerprint-based criminal background check, as authorized by Public Law 92-544, to determine the suitability of current and prospective employees of the District who may have direct and unmonitored contact with children, as defined by state law and DESE regulations. Consistent with state law, employees shall include any apprentice, intern or student teacher who may have direct and unmonitored contact with children.
Transportation and Contractors: The Superintendent or the Human Resources Director shall also obtain a state and national fingerprint-based criminal background check for any individual who regularly provides school related transportation to children and any subcontractor or laborer commissioned by the District to perform work on school grounds who may have direct and unmonitored contact with children.
Direct Employees of School Committee: The School Committee or its designee shall only obtain a state and national fingerprint-based criminal background check for current and prospective employees for whom the school committee has direct hiring authority.
Determining Suitability: In determining an individual’s suitability, the District will consider, but not be limited by, the following factors which must be considered for all applicants:
- Age of the applicant at the time of the offense;
- Degree of satisfaction of any parole or probation conditions;
- Conviction and/or completion of the sentence;
- Seriousness and specific circumstances of the offense;
- The nature and gravity of the crime and the underlying conduct;
- Relationship of the criminal act to the nature of work to be performed;
- The number of offenses;
- The nature of the work to be performed or position to be held or sought;
- The date of the offenses and dispositions thereof;
- The time that has passed since the offense;
- Any relevant evidence of rehabilitation or lack thereof; and
- Whether the applicant has pending charges.
Authorizing Document(s)
Approved:
September 9, 2014
