• Seton Hall University
• Policies and Procedures

Purpose

The purpose of this policy is to establish consistent and effective practices applicable to the hiring of all University employees in order to promote the safety and security of the Seton Hall community.

Scope

This is a University-wide policy.

Definitions

1. Employee.  All full and part-time faculty, including adjunct faculty, and all full and part-time administrators, including priests, and staff.

2. Requesting Unit.  The administrative or academic unit of the University which seeks to hire an Employee.

Policy

General

1. Prior to the hiring of any non-faculty Employee, the Requesting Unit is required to submit a written position description, using the form developed by Human Resources, to the Division Head for approval.  If approved, the Division Head shall submit the approved position description to the Department of Human Resources.  

2.  For all faculty hires, once authorized by the Provost, the job advertisement shall serve as an approved position description. 

Background Checks

All Employees are required to comply with the University’s Background Check Policy within five (5) days of notification by the Department of Human Resources and thereafter in accordance with the Background Check Policy. Compliance with the Background Check Policy is a requirement of continued employment with the University.

USCIS Employment Eligibility Verification (I-9 Form)

In compliance with the Immigration Reform and Control Act of 1986, each new Employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.  Former Employees who are rehired must also complete the form if they have not completed an I-9 with the University within the past three years, or if their previous I-9 is no longer retained or valid.  Employees must complete and submit I-9 Forms at least three (3) days in advance of their first day of employment.  Failure to provide the required documentation or the presentation of false documents will result in termination.

Orientation

All Employees are required to attend and complete an orientation session, as scheduled and directed by the University, not later than 30 days after their date of hire.

Policies and Procedures

1.  All Employees are required to abide by all University policies and procedures, https://www.shu.edu/policies.

2. All Employees are required to complete mandatory compliance training, University training on Title IX, sexual misconduct, sexual harassment, discrimination, retaliation and the duty to report suspected child abuse, all as scheduled and directed by the University, and complete all required certifications related to such training.  Failure to do so may result in termination of employment. 

3. Any misrepresentation by the Employee during the application or interview process is grounds for denial of employment, withdrawal of offer or termination.

Completion of All Other Required Human Resources Processes

Employees must satisfy all other required Human Resources processes, including submission of all required documents, as a condition of employment.  

Related Policies

Hiring of Individuals Legally Authorized to Work in the United States 
Mandatory Compliance Training
Policy Against Sexual Misconduct, Sexual Harassment and Retaliation
Policy Against Discrimination, Harassment and Retaliation
Duty to Report Child Abuse
Background Check

Responsible Offices

• Department of Human Resources

Approval

Approved

Approved by President Joseph E. Nyre, on the recommendation of the Executive Cabinet, on June 23, 2020.

Effective Date

June 23rd, 2020