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2,641: Pre-Employment Certifications

Last Revised: June 2025

The Code of the Nevada System of Higher Education (NSHE) requires that all candidates interviewed for academic and administrative faculty positions execute a Pre-Employment Certification before they are interviewed [Board of Regents Handbook: Title 2, §5.10.2b]. In addition any candidate hired through a non-search (LOA, grant named, etc.) is required to complete a Pre-Employment Certification.

Any falsification, misrepresentation, or material omission in a candidate’s application  materials or making other false or fraudulent representations in securing employment may be grounds for disqualification of candidacy or (if discovered after the date of hire) invalidation of any employment contract, without recourse or appeal under Title 2, Chapter 6 of the NSHE Code. 

The following refers to candidates who disclose information.

Criminal History

  1. When a candidate discloses a record of a criminal conviction, it is evaluated by Human Resources.
  2. The Associate Vice President, Human Resources or designee shall review with the appointing authority and consider if the conviction is directly related to the job function and if the candidate should be excluded from further consideration.
  3. Each case will be considered on its own merits:
    1. Whether any criminal offense charged against the applicant or committed by the applicant directly relates to the responsibilities of the position for which the applicant has applied;
    2. The nature and severity of each criminal offense charged against the applicant or committed by the applicant;
    3. The age of the applicant at the time of the commission of each criminal offense;
    4. The period between the commission of each criminal offense and the date of the application for employment; and
    5. Any information or documentation demonstrating the applicant’s rehabilitation.
  1. The appointing authority shall be responsible for making the final decision after considering the recommendations of the Associate Vice President, Human Resources.

Nepotism

  1. When a candidate discloses employment of relatives it is reviewed by Human Resources.
  2. Human Resources reviews the candidate’s relationship with other employees as it relates to the UAM 2,503: Nepotism Policy.
  3. Exceptions to this must have the prior written approval of the President, along with a written agreement detailing the manner in which conflicts of interest will be ameliorated. The source of funding to pay a newly hired employee may not serve as a basis to waive the restrictions of this policy.