Fayetteville Policies and Procedures  402.4 

Duty of Employees to Report Arrests and Convictions; Criteria for Disqualification; Driving Restrictions

I. Obligation to Report; Further Investigation. Consistent with UA Systemwide Policies and Procedures 470.1, University employees must report to their supervisor, within 24 hours or at the earliest possible opportunity thereafter, any criminal arrests, criminal charges, or criminal convictions, excluding misdemeanor traffic offenses punishable only by fine. Failure to make such a report shall constitute grounds for disciplinary action, up to and including termination. The employee shall cooperate fully during any review process undertaken by the University.

The University reserves the right to conduct a criminal or financial history investigation when an employee is charged with any crime that may adversely affect his/her suitability for continued employment, or during the course of an administrative investigation.

II. Criminal Convictions of Employees. A criminal conviction may furnish the basis for discharge where it (a) is followed by incarceration, making the individual unavailable for work, or (b) resulted from an offense directed at the University or its property, at other employees of the University, or at members of the public while on University premises, or (c) otherwise calls into question the fitness of the individual to be an employee in terms of job relationship and business necessity.

III. Criminal Arrests of Employees. An arrest, excluding misdemeanor traffic offenses punishable only be fine, may furnish the basis for discharge, suspension from employment, or leave of absence without pay pending trial upon consideration of a variety of factors including, but not limited to, whether the offense was directed against the University or its property or employees, or while on University premises, whether the individual will be incarcerated pending trial, whether retention of the individual in the position will constitute a danger to others or to him or her, and similar factors. An employee shall not be terminated based solely on the fact of an arrest; however, action may be taken against an employee prior to his/her criminal adjudication based on investigation of the available facts and circumstances if the employing office determines that the alleged conduct occurred, and that it bears significantly on the employee’s continued fitness for the position, or if the employee is unavailable to report to work.

IV. Driving Restrictions. Any employee who drives vehicles on University business must report to their supervisor, within 24 hours or at the earliest possible opportunity thereafter, any license revocation, restriction, or suspension. Failure to make such a report shall constitute grounds for disciplinary action, up to and including termination. The employee shall cooperate fully during any review process undertaken by the University.

September 22, 2026