Conditions of Employment

After your selected candidate has been approved by Affirmative Action, your HR Analyst will begin working on a salary offer. For most positions, this salary offer will need to be approved by Senior Management before making the verbal offer.

Once the salary offer has been approved, your HR Analyst will contact you to make the verbal offer. After accepting a verbal offer, a candidate may need to clear a condition(s) of employment before being extended a written offer letter. 

Position Requires a Condition of Employment

If your position requires fingerprinting, a background check and/or any other condition of employment, then you will first make the verbal offer. If your candidate accepts your offer, then you will need to notify your HR Analyst so that they can initiate the fingerprint, background check, or other condition of employment process. To learn more about the different types of conditions of employment, click on one of the following links:

• Background/Fingerprinting
• DMV Pull Notice and DOT if applicable
• Pre-Placement Physical

Your HR Analyst will notify you when your candidate has cleared their fingerprints, background check, and/or any other condition of employment. At this point, your HR Analyst will instruct you to create an offer letter using one of the templates on the Making an Offer page. You will need to agree on a start date and have the candidate to sign your offer letter. You’ll need to send a copy of the signed offer letter to your HR Analyst.

Position Does NOT Require a Condition of Employment

If your position does not require fingerprinting, a background check and/or any other condition of employment, then your HR Analyst will instruct you to create an offer letter using one of the templates Making an Offer page. If your candidate accepts your verbal offer, you will need to agree on a start date and have the candidate to sign your offer letter. You’ll need to send a copy of the signed offer letter to your HR Analyst.