Welcome to Georgia State University College of Law. Georgia State University College of Law, located in the heart of one of the country's fastest-growing regions, offers a rich environment for those preparing to enter the legal profession. We are very pleased that you have chosen our college as your place of employment.

While starting a new position is exciting, we understand there is a learning curve when approaching new policies and procedures; therefore, to help ensure a smooth transition into your role we have created a list of helpful links that will introduce you to resources, policies, and procedures specific to Georgia State University and the College of Law.

Information For New Staff

Onboarding: New Employee Checklist
Payroll Setup - Your First 30 Days
University New Employee Orientation
University Benefit Orientation
Getting Started with ADP
College of Law Employee Manual  

Each new classified employee is required to serve the first six (6) months of employment at Georgia State University in a provisional status. During this time, the new employee has the first opportunity to evaluate the University as a place to work. Likewise, the supervisor will evaluate the employee’s job performance. If the employee’s work performance is not satisfactory, the employee will be notified in writing during the six-month provisional period and the employee may be terminated at that time without the right of appeal. Additional information on this policy can be found in the Georgia State University Staff Handbook. 

Policy Regarding Background Investigations

It shall be a condition of all new regular employment with Georgia State University to submit to a background investigation. A background investigation shall also be performed on any existing employee being transferred, reassigned, reclassified or promoted to a position of trust unless a background investigation conforming to this procedure has been performed on such employee on or after July 1, 2002. (Positions determined by the hiring unit in conjunction with the Office of Legal Affairs to be of trust are those that routinely as a part of the job involve interaction with children, after-hours access to facilities, access to financial resources or that have been otherwise identified by the hiring unit in conjunction with the Office of Legal Affairs to require a more extensive background investigation.)

 

Offers of employment shall be conditional pending the result of the background investigation, which shall include, at a minimum, the following:

 

        A state and federal criminal history check covering seven (7) years;

        A nationwide sex offender registry search;

        A social security number check;

        For positions of trust with financial responsibility, a financial report; and

        For all professional, faculty and academic positions, an academic credentials check.

 

Offers of employment for positions of trust may be conditional pending the result of a state and federal criminal history check covering more than the minimum of seven (7) years.

 

Only criminal convictions may be considered when determining a candidate’s eligibility for a specific position or employment as a whole.  Detention and/or arrest without conviction do not constitute valid grounds for adverse employment decisions and do not play a part in the decision-making process.  However, if an individual has a criminal case pending, his or her suitability for continued employment will be reviewed upon disposition of the case.

 

1. Felony convictions and convictions involving crimes of moral turpitude automatically disqualify an individual for employment with Georgia State University in a position of trust. (For what constitutes crimes of moral turpitude in the State of Georgia, consult the University’s Office of Legal Affairs.)

 

2. Failing to disclose a criminal conviction history where required in employment application materials will disqualify a candidate for employment with Georgia State University.

 

3. When determining whether a candidate with disclosed criminal convictions is eligible for employment or promotion, the Background Investigation Committee will consider the specific responsibilities of the position for which the candidate is being considered, the nature, number and gravity of crimes for which the candidate was convicted and the amount of time that has passed since the conviction. A determination of ineligibility for a specific position as the result of a criminal conviction does not necessarily mean that an individual is ineligible for all employment with the University and each such determination will be made on a case by case basis.

 

Information For New Faculty

Orientation

College of Law Orientation for new faculty members is scheduled and conducted by the Office of the Associate Dean for Academic Affairs 404.413.9044.  Information on University orientation may be found through the links provided below: 

New Faculty Online Hire Packet
Payroll Setup - Your First 30 Days
University New Employee Orientation
University Benefit Orientation
Getting Started with ADP

Policy Regarding Background Investigations

It shall be a condition of all new regular employment with Georgia State University to submit to a background investigation. A background investigation shall also be performed on any existing employee being transferred, reassigned, reclassified or promoted to a position of trust unless a background investigation conforming to this procedure has been performed on such employee on or after July 1, 2002. (Positions determined by the hiring unit in conjunction with the Office of Legal Affairs to be of trust are those that routinely as a part of the job involve interaction with children, after-hours access to facilities, access to financial resources or that have been otherwise identified by the hiring unit in conjunction with the Office of Legal Affairs to require a more extensive background investigation.)

 

Offers of employment shall be conditional pending the result of the background investigation, which shall include, at a minimum, the following:

 

        A state and federal criminal history check covering seven (7) years;

        A nationwide sex offender registry search;

        A social security number check;

        For positions of trust with financial responsibility, a financial report; and

        For all professional, faculty and academic positions, an academic credentials check.

 

Offers of employment for positions of trust may be conditional pending the result of a state and federal criminal history check covering more than the minimum of seven (7) years.

 

Only criminal convictions may be considered when determining a candidate’s eligibility for a specific position or employment as a whole.  Detention and/or arrest without conviction do not constitute valid grounds for adverse employment decisions and do not play a part in the decision-making process.  However, if an individual has a criminal case pending, his or her suitability for continued employment will be reviewed upon disposition of the case.

 

1. Felony convictions and convictions involving crimes of moral turpitude automatically disqualify an individual for employment with Georgia State University in a position of trust. (For what constitutes crimes of moral turpitude in the State of Georgia, consult the University’s Office of Legal Affairs.)

 

2. Failing to disclose a criminal conviction history where required in employment application materials will disqualify a candidate for employment with Georgia State University.

 

3. When determining whether a candidate with disclosed criminal convictions is eligible for employment or promotion, the Background Investigation Committee will consider the specific responsibilities of the position for which the candidate is being considered, the nature, number and gravity of crimes for which the candidate was convicted and the amount of time that has passed since the conviction. A determination of ineligibility for a specific position as the result of a criminal conviction does not necessarily mean that an individual is ineligible for all employment with the University and each such determination will be made on a case by case basis.

Policy Regarding Submission of Academic Credentials

The Office of Faculty Affairs, on behalf of the Office of the Provost, is responsible for justifying and documenting the qualifications of all members of the faculty and instructors of record. Each faculty member must provide official documents, which confirm academic preparation, training, and experience to teach in an academic setting.

 

New faculty members, including part-time instructors, who are hired at GSU must provide all required documents at time of hire and prior to class assignment. Hiring packets will not be processed unless the required materials are submitted. It is the responsibility of the prospective instructors to provide the university with all of the documentation needed to verify their credentials. This documentation includes, but is not limited to: a curriculum vita, resume supplement, official transcripts (indicating terminal degree or other appropriate transcripts), appropriate licenses or certifications, and the verification of work related to teaching experience (as needed).