Campus Security

Administrative Procedure 5.106

Elgin Community College shall be in compliance with the Illinois Campus Security Act (110 ILCS 12/1 et seq.) which requires the identification of security sensitive positions and a criminal background investigation of individuals prior to employment. Elgin Community College has determined positions to be security sensitive based on the following: Those positions

  1. Who handle cash
  2. With purchasing authority
  3. Who possess alarm or master keys to campus facilities
  4. Who perform electronic cash transfers
  5. Who work with children.

This policy includes, but is not limited to, the positions listed below.

President

Assistant to President

Vice President

Assistants to Vice Presidents

Directors

Assistant Directors

Deans

Associate Deans

Managers of Departments

Supervisors of Departments

Superintendents of Departments

Paralegal

Administrative Secretaries/Assistants (with master keys)

Executive Secretaries

Building Engineers

Financial Aid Advisors/Specialists

Telecommunication Employees

Data Processing Employees

Child Care Workers (with separate procedures)

Cashiers

Operations Specialist (key distribution)

Campus Safety Officers

Public Safety Officers

Purchasing Assistant

Lead Custodian

Groundskeepers (with master keys)

Custodian Specialists

Accounting and Payroll Employees

The above positions are to be indicated on the Employee Action Form by supervisor.

  1. All persons under consideration for hire or reassignment into a security-sensitive position, whether full time, part time, seasonal or temporary, shall be required to submit a preemployment criminal background investigation as a condition of an offer of employment or promotion.  All job postings and ads will indicate that the position has been identified as security-sensitive in accordance with Illinois Campus Security Act (110 ILCS 12/1 et seq.) and that a criminal background check will be conducted.
  2. The Department of Human Resources will have the candidate complete and sign a background investigation waiver that will be kept in the employee file.
  3. The Department of Human Resources will be responsible for conducting the background investigation.  If there is a problem with the background check, then the results will be reported to the supervisor.
  4. The results of the background investigation may be considered as one of the criteria used to evaluate the candidate prior to an offer of employment or promotion.
  5. The background check will be done in the applicant’s county of residence and all contiguous counties.

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