Human Resources

Criminal Background Checks

All UNCW background checks are completed electronically through the E-Vite background check process. To initiate a background check, please follow the directions below.

  1. All hiring proposals for benefited positions will automatically trigger the request for the Criminal Background Check (CBC) when the verbal offer has been accepted and the department enters this information and routes the hiring proposal forward in People Admin.
  2. A CBC required for any other type of employee or affiliate (temporary employee, volunteer, independent contractor, adjunct, spouse) is requested through the form available in My Seaport.
    Note: Please do NOT have the candidate email Human Resources Directly.
  3. HR will submit the background check request to Castlebranch in the order received. This will generate an e-vite that is sent directly to the candidate. 
  4. Upon receipt of the e-vite the candidate will be prompted to follow the instructions provided by Castlebranch. This includes entering the requested information and submitting for processing.
  5. Castlebranch will complete the background check upon receipt of the submission by the candidate.

Please note: Job offers for SHRA and EHRA Non-Faculty positions are contingent on successful completion of the Criminal Background Check. 

Additional Background Check Information

  • The applicant is responsible for entering the requested personal information upon receipt of an E-Vite.   
  • The UNCW Criminal Background Check Notification and Release Form is no longer required or accepted.   
  • The flat rate cost of a single background check is $33.05. In some cases, the cost could be more, depending on international address searches, DMV records, credit reports, etc.
  • Please do not request background checks for candidates who are not identified through a hiring proposal as recommended for hire.

Note Regarding Convictions:

A previous conviction does not automatically disqualify a candidate. Eligibility for employment depends on a variety of factors such as the nature of, and circumstances surrounding, the crime; the time elapsed since the conviction; the rehabilitation record; the actions and activities of the individual since the crime including work history; the truthfulness and completeness of the candidate in disclosing the conviction; and the relevance of the conviction to the job.

Candidates must disclose all convictions for unlawful offenses. This includes but is not limited to DUI/DWI, worthless checks, violations of local ordinances or statutes that resulted in a fine or incarceration, misdemeanors, felonies, etc. Guilty verdicts, guilty pleas, prayers for judgment (PJC) and pleas of nolo contendre (no contest) must be included. For example, convictions include not just “serving time,” but also paying fines and restitution.

Minor traffic offenses such as parking tickets, registration violations, inspection violations, speeding less than 15 miles an hour over the speed limit, etc., do not need to be reported. Major offenses which result in a conviction MUST be reported and include, but are not limited to, DWI, DUI, Reckless driving, speeding more than 15 miles an hour over the speed limit.

Candidates do not need to list matters for which they have court documentation that the conviction(s) has been sealed or expunged.

If any conviction, regardless of category or severity, appears on a criminal background check report and the applicant did not fully disclose the conviction prior to the check, the applicant may be considered ineligible for employment based on falsification of application documents in accordance with N.C.G.S. §126-30.