2.03 Background Verification Policy

Policy No. 2.03

2.03 Background Verification Policy

Berklee is committed to providing a safe and secure working and educational environment for all members of its community. Background verifications are a key component in ensuring the integrity and safety of our workplace by allowing Berklee to verify the information provided by candidates during the hiring process.

Verification Process

Berklee requires all employees to consent to a background verification as a condition of employment. This policy applies to all new employees and current employees every three years during the individual’s continuing relationship with Berklee. Berklee may also require volunteers or applicable vendors to consent to a background verification as a condition of engagement with Berklee. 

Berklee conducts background verifications as part of its employment screening process. The types of verifications performed may include, but are not limited to: 

  • Criminal Offender Record Information (CORI)
  • National Sex Offender Registry Information (SORI) 
  • Widescreen Plus National Criminal Search
  • Federal Criminal - National Record Search
  • Social Security Verification 

Background verifications are conducted with the assistance of a consumer reporting agency, covering all jurisdictions where the candidate has resided for a minimum of the last seven years. Berklee complies with the Fair Credit Reporting Act (FCRA) and other applicable laws when utilizing a consumer reporting agency to perform these background verifications. 

Special Considerations for CORI Checks

  • Criminal background checks (CORI) are conducted as authorized by the Massachusetts Department of Criminal Justice Information Services (DCJIS)
  • For individuals residing outside Massachusetts, criminal background checks are conducted by a designated consumer reporting agency

Notification and Contingent Offers

  • All applicants are informed that a criminal history check will be conducted, and they will be required to sign an acknowledgment form. If requested, the applicant will be provided with a copy of the background verification policy. 
    • Any individual who refuses to provide or revokes their consent for Berklee to perform a background verification will be considered by the institution to have an unsatisfactory background check, rendering the individual ineligible for initial or continuing employment or engagement with Berklee.
  • An offer of employment, volunteer assignment, vendor engagement, or other assignment or activity with Berklee that is extended to an individual prior to the institution receiving the results of a background check on that individual shall contain the following language:
 "This offer is contingent upon references and the successful completion of your background verification.”

Confidentiality and Record Management

  • All background verification records are confidential and stored separately from employee personnel files in a secure location.  
  • Access to the information is limited to Berklee employees who have a justifiable reason to know.  
    • A current list of employees authorized to have access to criminal background checks is maintained and regularly updated and is subject to inspection upon written request by the DCJIS at any time. 

Compliance and Suitability Determination

  • An informed review of a criminal record requires adequate training. Accordingly, all Berklee employees authorized to review and make decisions in consideration of background checks will be thoroughly familiar with the materials made available by DCJIS. 
  • Unless otherwise provided by law, a criminal record will not automatically disqualify an individual from consideration of employment at Berklee. Determinations of suitability of employment based on the criminal background checks are made in accordance with this policy and any applicable law or regulations.
  • If a background verification reveals information that may disqualify an applicant for employment, Berklee will:
    • Notify the individual in a timely manner prior to questioning the individual and taking adverse action.
    • Provide the individual with a copy of Berklee’s background verification policy and a copy of the criminal history record.
    • The individual will have an opportunity to dispute the accuracy of the information on the criminal history record. Therefore, Berklee will provide the individual with a copy of DCJIS information concerning the process for correcting a criminal record and/or work with appropriate authorities to attempt to resolve the disputed information. 
  • An individual will not be considered for employment by Berklee until satisfactory results are obtained by a new criminal background check and reviewed and accepted by Berklee. 
  • Once Berklee verifies that the information in the background check is accurate and matches the individual being investigated, Berklee will make the determination of suitability for the position. Unless otherwise provided by law, factors considered in determining suitability of the individual for employment, volunteer assignment, vendor engagement, or any other assignment or activity with Berklee may include, but are not limited to, the following:
     
  1. Relevance of the crime(s) to the position sought
  2. Nature of the work to be performed
  3. Time elapsed since the conviction
  4. Age of the individual at the time of the offense
  5. Number of offenses
  6. Seriousness and specific circumstances of the offense(s)
  7. Existence of pending charges against the individual
  8. Any relevant evidence of rehabilitation, or lack thereof
  9. Any other relevant information, including that submitted by the individual or requested by Berklee by way of criminal background check

 

Berklee reserves the right to amend, suspend, or cancel this policy at any time, with or without notice. In the event that a conflict exists between this policy and the terms and conditions of the Berklee faculty union contract agreement, the union contract agreement will supersede this policy.

June 2025