2. NEW EMPLOYEE REQUIREMENTS

2.1 Employment Processing

2.1.1 Proper notification of appointment shall precede or accompany an appointee's visit to the Division of Human Resources for employment processing. Such processing must be completed prior to the appointee's reporting for duty.

2.2 Medical Examinations

2.2.1 New ESP employees must successfully pass a medical examination at their expense prior to employment. A form prescribed by the School Board must be used for this examination. If an appointee has a questionable medical history, the Division of Human Resources may require that he/she be examined by a specific physician, determined by the Board, at Board expense, prior to the processing.

2.2.2 Except as specified in this contract, no other medical examinations shall be required of ESP employees. In special circumstances, medical examinations, at Board expense, may be recommended to an ESP if the Assistant Superintendent for Division of Human Resources determines that such a recommendation should be made, after conferring with the Association.

2.2.3 All ESP employees in the Head Start Program shall be required to furnish a signed doctor's statement that indicates that his/her health status does not pose a significant risk to the health or safety of others in the Head Start Program that cannot be eliminated or reduced by reasonable accommodation.

For current ESP employees in the Head Start Program as of October 1, 1997, this health statement must be provided initially by January 1, 1998, and then every two years thereafter.

For ESP employees transferring new to the Head Start Program after October 1, 1997, the health statement must be provided initially within three months of entering the program and by January 1 every two years thereafter.

ESP employees new to the district entering the Head Start Program shall be required to complete new employee physicals. The required Head Start health statement shall be completed by January 1 every two years thereafter.

Physicians may use information gathered in examinations given anytime during the two years before the January 1 deadline of each cycle.

ESP employees in the Head Start Program shall be granted one hour of duty time to assist in getting health statement completed.

2.3 Criminal Record Check

2.3.1 New employees are subject to a criminal record check. If the appointee has convictions that are job related or has falsified employment documents, he/she will be subject to removal.

2.3.2 New employees are required to be fingerprinted as part of employment processing. The cost of fingerprints and related processing shall be borne by the employee.

2.3.3 The criteria for evaluating new employees with criminal convictions are as follows:

a. Convictions which indicate the use of hard drugs or dealing in drugs.

b. Convictions of crimes of a violent nature, i.e., murder, rape, etc.

c. Convictions of crimes of immorality, i.e., prostitution, contributing to the delinquency of a minor, etc.

d. A long history of convictions.

2.3.4 Once the conviction(s) has (have) been ascertained, other factors will be considered in making a decision. These factors are:

a. Job relatedness.

b. Amount of time that has passed since the most recent conviction.

c. Circumstances under which the offense occurred.

d. The age of the applicant when the crime was committed.

e. Whether the offense was an isolated or repeated violation.

f. Any evidence of rehabilitation.