In accordance with updates to UT System guidelines and IHOP 3.2.6 Criminal History Background Checks for Employment and Promotion, and in an effort to ensure a safe and secure environment for our patients, students, faculty and staff, please be aware that all current UTMB employees must notify their manager in writing within five business days of any criminal complaint, information, indictment, no-contest plea, guilty plea, or conviction (excluding misdemeanors punishable only by a fine).
As outlined in the policy, the vice president of Human Resources and the chief of the UTMB Police Department will review the information provided, and a determination will be made regarding employment status. Falsification or omission of criminal records or failure to report criminal offenses is considered a violation of policy and is subject to disciplinary action up to and including termination.
UTMB also is required to complete a criminal history background check on all internal and external applicants under final consideration for a regular full-time or part-time position. This applies to:
- Individuals seeking employment at UTMB
- Current employees pursuing a promotion, transferring to a new position, undergoing a reclassification, or receiving an additional appointment
- Contract employees temporarily working in our hospitals and clinics, offices and other specialty areas
- Without-salary appointees visiting our institution for research and educational purposes
- Volunteers participating in activities at UTMB’s hospitals and clinics
- Any situation in which the President deems such background checks are necessary to further the goals of the institution
Please be advised that the criminal history background check information obtained by UTMB is handled and retained in compliance with applicable state and federal laws and is used only to evaluate applicants for employment. It is not used to discriminate on the basis of race, color, national origin, sex, age, religion, disability, sexual orientation, gender identity or expression, genetic information, or veteran status.
Should you have any questions about the updated policy, please contact your manager or your assigned HR Consultant
Ronald B. McKinley, PhD, MBA, SPHR
Vice President, Human Resources and Employee Services