Skip To Main Content

Select a School

Madison Metropolitan School District

Employee Handbook 2021-2022

3.11 Criminal Background Checks/Charges/Convictions for Active Employees – Obligation to Report Criminal Record

All District employees shall notify their immediate supervisor/administrator as soon as possible, but no more than 24 hours after any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of the employee for any felony, any offense involving moral turpitude, and any other offenses as indicated below:

  • Crimes involving school property or funds;

  • Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an employee;

  • Crimes that occur wholly or in part on school property or at a school-sponsored activity;

  • A misdemeanor which involves moral turpitude (e.g., an act or behavior that gravely violates moral sentiments or accepted moral standards of the community including but not limited to bribery, perjury, fraud, theft, counterfeiting, assault, rape, arson, prostitution, possession of child pornography, domestic violence, sale and/or possession of drugs).

The requirement to report a conviction or deferred adjudication does not apply to minor traffic offenses. However, operating under the influence, revocation or suspension of license, and driving after revocation or suspension is an offense that must be reported if the employee drives or operates a District vehicle or piece of mobile equipment or transports students or staff in any vehicle. Failure to report under this section may result in disciplinary action, up to and including termination. Such report shall be made as soon as possible, but in no circumstance more than 24 hours after the event giving rise to the duty to report. The District may conduct criminal history and background checks on its employees.

An arrest, indictment or conviction of a crime is not an automatic basis for an adverse employment action. The District will consider the following factors in determining what action, if any, should be taken against an employee who is convicted of a crime during employment with the District:

  • the nature of the offense;

  • the date of the offense; and

  • the relationship between the offense and the position to which the employee is assigned.

Nothing herein prohibits the District from placing an employee on administrative leave based upon an arrest, indictment or conviction.