Employment Procedures and Guidelines
Wilkes University constantly seeks to become a more diverse community and to enhance its capacity to value and capitalize on the cultural richness that diversity brings. The University strongly encourages applications from persons with diverse background. A listing of the University’s open positions can be found by accessing Jobs at Wilkes on the Wilkes University Human Resources webpage or by accessing the web page directly at:
The webpage provides a listing of all current job openings and information about each position. To be considered for employment at the University, all candidates must complete and submit an on line application. During initial application, candidates must choose a password to create an online account and saves their application profile. Please note that while candidates’ profiles are stored on line, candidates must submit their information in a separate on line application for each position. Records of on line applicant information for specific job postings are purged annually. Online applications are only accepted for active job postings.
Any misrepresentations, falsifications, or material omissions in information on the employment application or inaccuracy of data presented during the hiring process and employment will result in the individual’s exclusion from further consideration for employment or termination of employment.
Wilkes University maintains that hiring qualified individuals to fill positions contributes to the University’s overall success. In order to ensure that Wilkes University maintains a safe and secure environment, final candidates’ employment offers are contingent upon successful completion of the following background checks which include, but are not limited to:
- Social Security - Validates candidate's social security number, date of birth and former addresses.
- Prior Employment Verification - Confirms candidate's employment record as provided on the application for employment. Any falsification of this information will preclude the candidate’s hire.
- Personal and Professional References - Calls will be placed to individuals listed as references by candidate.
- Educational Verification - Confirms educational institution, including the years attended and the degree/diploma received for all final candidates for positions that require an educational degree.
- Credit History - Concerning credit worthiness, credit standing, and credit capacity. If adverse employment action is taken based in whole or in part on the consumer credit report, a copy of the report and a summary of your rights under the Fair Credit Reporting Act will be provided as well as any other documents required by law.
- Sexual Offenders Research – Search of statewide sex offender registry database.
- Criminal Background Checks - Reports misdemeanor convictions, felony convictions, open arrest warrants, and/or related activities.
- Act 153 Background Checks – Completed for all candidates who are offered positions in designated departments who interact with minors under the age of 18 who are not matriculating. These screening include a Pennsylvania State Police criminal background check; certification from the Department of Public Welfare as to whether the applicant is named in the statewide database as an alleged perpetrator in a pending, indicated or founded child abuse investigation; and a report of the Federal Criminal History Record Information obtained by the submission of a full set of fingerprints to the Pennsylvania State Police for the purpose of a record check. Candidates who are hired and remain in designated departments will repeat these checks every five years in order to maintain employment.
A candidate will not be hired if convictions that exclude the candidate from employment by state or federal law are found on any pre-employment searches. Wilkes University maintains the sole discretion to review each candidate’s background reports on a case-by-case basis and make decisions related to each candidate’s employment accordingly.
Based on the results of the Sexual Offenders Research, Criminal Background Checks and/or the Act 153 Background Checks, factors that are considered to determine if a substantial relationship exists between convictions and/or offenses and the position include, but are not limited to:
- The nature, severity and intentionality of the offense(s) including but not limited to:
- Number and type of offenses (felony, misdemeanor, traffic, other) and potential pattern of offenses
- Statutory elements of the offense (rather than the candidate’s account of the facts of the offense)
- Candidate’s age at the time of the offense(s)
- Time elapsed since the last offense
- Candidate’s current probation or parole status
- Whether circumstances related to conviction were related to a previous employment situation.
- The duties and responsibilities of the position for which the candidate applied, including but not limited to, the nature and scope of the position’s:
- Autonomy and discretionary authority
- Student, public or other interpersonal contact
- Access to residential facilities
- Access to cash
- Access to students, the general public and other interpersonal contact
- Supervision of subordinate staff
- Access to sensitive and/or confidential data, records and/or information
- Potential opportunity to commit additional offenses.
- Motor Vehicle Record Check - Conducted to determine employment eligibility for candidates in positions that require travel in University and/or personal vehicles as an essential function. Candidates for hire may not have had any of the following violations in the preceding 36 months:
- Refusing substance test
- Reckless driving
- Hit and Run
- Eluding a police officer
- Drag racing
- License suspension
- Driving while license suspended
In addition candidates for hire may not have:
- More than two vehicle accidents in the previous 36 months, regardless of fault
- Three or more moving violations in the preceding 36 months including, but not limited to:
- Improper Lane Change
- Failure to yield
- Running red lights or stop signs
- More than one vehicle accident and two moving violations in the preceding 36 months
If deemed relevant to the position, additional background checks may be conducted as needed.
Using this information and other appropriate factors, Human Resources will determine the candidate’s future employment opportunities at the University.
PLEASE NOTE: All candidates who are offered and formally accept a contingent employment offer, but have not yet reported to work are obligated to report any criminal convictions or motor vehicle related violation (for positions that require travel in University and/or personal vehicles as an essential function) to the head of the Human Resources Department within three days of the conviction and/or violation.
Effective Date: 2/1/2004 Revised Date: 03/2017