This section provides an overview of many benefits available to faculty and staff. In the event of conflict between the overview provided in this handbook and the plan document or insurance plan, the plan document or insurance plan will govern. Complete descriptions are not possible in the handbook; employees should contact Human Resources for specific plan details. The Labor Agreement governs in the case of Union employees in all aspects of this section. Regular non-union employees who have a schedule involving a (.46) FTE or above, and Union employees who have a (.50) FTE or above are eligible to participate in the College’s benefit programs.

Carleton College will comply with all applicable laws such as ACA, FMLA, federal, state, and any applicable regulations.

Employment & Benefits

Background Checks

Carleton College is committed to creating and maintaining a safe and secure learning and working environment for its faculty, staff, students, volunteers, and visitors.

As a part of that commitment, Carleton will conduct pre-employment background checks on new faculty and staff. In addition, background checks will be conducted for rehired employees and for current employees who move to a substantially different position or assume additional roles requiring a background check (e.g. security-sensitive positions; employees traveling with students, transitions to managing Background checks for volunteers may also be conducted where deemed appropriate based on the nature of the campus event and volunteer assignment. Only designated student employment positions will require a background check.

Background checks will generally include a social security number verification, a criminal history check, and a national sex offender registry check. Positions subject to requirements of licensing boards may require additional checks (e.g. counselors) and will be managed by the hiring department.

Also, certain position requirements may necessitate additional checks, including but not limited to a credit report, driving records, a pre-employment physical, a Kari Koskinen background check (see Minnesota Statutes 299C.66 to 299C.71), and a Background checks on psychotherapists (see Minnesota Statutes, §§ 604.20-604.205).

The Office of Human Resources department (for staff positions) and the Office of the Provost (for faculty positions) will conduct and oversee the background check process utilizing a third-party vendor contracted by Human Resources. The college reserves the right to make the sole determination concerning the significance of information received through a background check and any employment decision arising from the background check. Determinations for faculty positions will be made by the Provost & Vice President of Academic Affairs and determinations for staff positions will be made by the Human Resources Director.

A successful background check must be completed prior to an individual’s first day of work or first day providing volunteer service for events where a volunteer background check is deemed appropriate. In the event of an emergency hiring scenario, an exception to this requirement is subject to the pre-approval of the Human Resources Director (for staff positions) or Provost & Vice President of Academic Affairs (for faculty positions).

Background check information will be confidentially maintained separate from an individual’s personnel file.


Last Revised: May 26, 2020

For: Faculty, Staff, Students

Last Reviewed: September 23, 2022

Maintained by: Human Resources