Glenbard Township High School District 87
Hiring Process and Criteria
The Superintendent or Designee is responsible for recruiting personnel, in compliance with Board of Education policy, and making hiring recommendations to the Board of Education. If the Superintendent's recommendation is rejected, the Superintendent must submit another. Educational support personnel applicants are initially screened by the Building Principal or supervisor. The District shall hire the best-qualified personnel consistent with budget and staffing requirements, and shall comply with Board of Education policy on equal employment opportunity and minority recruitment. The Superintendent or Designee may select personnel on a short-term basis for a project or emergency condition before the Board of Education’s approval. No individual will be employed who has been convicted of a criminal offense listed in Section 5/21-23a of The School Code.
All applicants must complete a District application form in order to be considered for employment.
Immediate family members of persons employed by Glenbard Township High School District #87 may be hired only if they will not be working for, or supervising, a relative. Glenbard Township High School District #87 employees cannot be transferred into such a supervisory relationship. If the relationship is established after employment, the Superintendent, or Designee, and the Building Principal will work with the individuals to determine which is to be transferred.
Examples include but are not limited to:
A. A Department Chair may not employ an immediate family member in his/her department; however, that family member may be employed in another department in that building and/or the District.
B. A Principal may not employ an immediate family member within his/her building; however, that family member may be employed within another building.
C. A District Office Administrator may not employ an immediate family member within the entire District.
For the purposes of this policy, immediate family includes: parents, spouse, brothers, sisters, children, grandparents, parents-in-law, brothers-in-law, and sisters-in-law. Summer employment and short term substitute teaching are not included in this prohibition. Long-term substitution is included in this prohibition.
The Superintendent shall develop and maintain a current, comprehensive job description for each position, or job category; however, a provision in a collective bargaining agreement or individual contract will control in the event of a conflict.
Each applicant must provide a written authorization for a fingerprint-based criminal history check. The Superintendent or Designee shall perform a check of the Statewide Sex Offender Database and Violent Offender Against Youth Database for each applicant, as required by State law. The Superintendent or designee shall notify an applicant if he/she is identified in either database. The School Code requires the Board President to keep a conviction record confidential and share it only with the Superintendent, Regional Superintendent, State Superintendent, State Educator Preparation and Licensure Board, or any other person necessary to the hiring decision or for purposes of clarifying the information, the Department of State Police and/or Statewide Sex Offender Database.
Each newly hired employee must complete an Immigration and Naturalization Service Form as required by federal law.
The District retains the right to discharge any employee whose criminal background investigation reveals a conviction for committing or attempting to commit any of the offenses outlined in Section 5/21B-80 of the School Code or who falsifies, or omits facts from, his or her employment application or other employment documents.
The Superintendent shall ensure that the District does not engage in any investigation or inquiry prohibited by law and complies with each of the following:
1. The District uses an applicant's credit history or report from a consumer reporting agency only when a satisfactory credit history is an established bona fide occupational requirement of a particular position.
2. The District does not ask an applicant or applicant's previous employers about claim(s) made or benefit(s) received under the Workers' Compensation Act.
3. The District does not request of an applicant or employee access in any manner to his or her social networking website, including a request for passwords to such sites.
4. The District provides equal employment opportunities to all persons. See policy 5:10, Equal Employment Opportunity and Minority Recruitment.
Please refer to the “Glenbard Township High School District 87 Contract Between the Board of Education, District 87 and: Building Service Employees’ Union Local 73; American Federation of State, County and Municipal Employees Local 1970; or Glenbard Education Association.”
For employees not covered by this agreement:
Each new employee must furnish evidence of physical fitness to perform assigned duties and freedom from communicable disease. The physical fitness examination must be performed by a physician licensed in Illinois, or any other state, to practice medicine and surgery in any of its branches, or an advanced practice nurse who has a written collaborative agreement with a collaborating physician that authorizes the advanced practice nurse to perform health examinations, or a physician assistant who has been delegated the authority by his or her supervising physician to perform health examinations. The employee must have the physical examination performed no more than 90 days before submitting evidence of it to the District.
Any employee may be required to have an additional examination by a physician who is licensed in Illinois to practice medicine and surgery in all its branches, or an advanced practice nurse who has a written collaborative agreement with a collaborating physician that authorizes the advanced practice nurse to perform health examinations, or a physician assistant who has been delegated the authority by his or her supervising physician to perform health examinations, if the examination is job-related and consistent with business necessity. The Board will pay the expenses of any such examination.
Any employee may be required to have an additional examination by a physician who is licensed in Illinois to practice medicine and surgery in all its branches if the examination is job-related and consistent with business necessity. The Board of Education will pay the expenses of any such examination.
The District's staff will provide an orientation program for new employees to acquaint them with the District's policies and procedures, their school's rules and regulations, and the responsibilities of their position. Before beginning employment, each employee must sign the Acknowledgement of Mandated Reporter Status form as provided in policy 5:90, Abused and Neglected Child Reporting.
LEGAL REF: 105 ILCS 5/10-21.9 and 5/24-5
Employee Credit Privacy Act, 820 ILCS 70/
Right to Privacy in the Workplace Act, 820 ILCS 55/
Americans with Disabilities Act, 42 U.S.C. § 12112, 29 C.F.R. Part 1630.
Immigration Reform and Control Act, 8 U.S.C. § 1324a et seq.
105 ILCS 5/10-20.7, 5/10-21.4, 5/10-21.9, 5/21-23a, 5/10-22.34, 5/10-22.34b, 5/22-6.5, and 5/24-5.
820 ILCS 55/ and 70/.
Duldulao v. St. Mary of Nazareth Hospital, 483 N.E.2d 956 (1st Dist. Ill. 1985).
Kaiser v. Dixon, 468 N.E.2d 822 (2nd Dist. Ill. 1984).
Molitor v. Chicago Title & Trust Co., 59 N.E.2d 695 (5th Dist. Ill. 1982).
CROSS REF: 3:50 (Administrative Personnel Other Than the Superintendent), 4:175 (Convicted Child Sex Offender Criminal Background Check and/or Screen; Notifications), 5:10 (Equal Employment Opportunity and Minority Recruitment), 5:40 (Communicable and Chronic Infectious Disease), 5:90 (Abused and Neglected Child Reporting), 5:220 (Substitute Teachers), 5:280 (Educational Support Personnel - Duties and Qualifications)
ADOPTED: December 8, 1997
REVISED: January 23, 2006
REVIEWED: December 14, 2009
REVISED: February 8, 2010
REVIEWED: November 29, 2010
REVISED: January 24, 2011
REVIEWED: November 28, 2011
REVISED: January 23, 2012
REVIEWED: December 10, 2012
REVISED: February 11, 2013
REVIEWED: June 10, 2013
REVISED: June 24, 2013
REVIEWED: April 8, 2014
REVISED: May 19, 2014
REVIEWED: November 11, 2014
REVISED: January 12, 2015