Student and staff safety is of paramount concern to NTC’s Board of Education. Employees who have committed criminal offenses could be a threat to the safety of students and staff. The Board commits itself to make the best possible effort to maintain a workplace safe for all students and employees.

On an annual basis, all NTC employees who are employed on September 1 of each year are required to truthfully answer the following questions:

All Questionnaire forms must annually be returned to the Superintendent’s office by September 15 of each school year.

Refusal by the employee to sign and return the required form or giving false information or misinformation on the required Questionnaire form will constitute insubordination and willful neglect of duty and may be the basis for disciplinary action, including termination of employment.

It is the duty of every NTC employee, within ten (10) days of any of the following occurrences, to notify, in writing, the Superintendent:

1. if the employee enters a plea of guilty or nolo contendere to a state (any state) or federal felony charge (this includes criminal cases involving a “deferred sentence,” “deferred judgment” and any “expunge of the records”);

2. if the employee is convicted of a state (any state) or federal felony offense;

3. if the employee enters a plea of guilty or nolo contendere to a misdemeanor offense that originally was a state (any state) or federal felony charge (this includes criminal cases involving a “deferred sentence,” “deferred judgment” and any “expunge of the records”);

4. if the employee enters a plea of guilty or nolo contendere or has been convicted of a state (any state) or federal misdemeanor charge involving illegal chemical substances or illegal sexual activity (this includes criminal cases involving a “deferred sentence,” “deferred judgment” and any “expunge of the records”);

5. if the employee enters into a deferred prosecution agreement with a state (any state) or federal prosecutor;

6. if the employee is ever required to register as a sex offender under the Oklahoma Sex Offender Registration Act or as a violent offender under the Mary Rippy Violent Offenders Registration Act or under similar laws in another state?

Failure to provide the referenced information, in writing, to the Superintendent within the ten (10) day period may result in termination for insubordination and willful neglect of duty.

Each year, ten percent (10%) of the total staff (certified, support, and administrative) may be randomly selected for a complete criminal record check to be conducted in the same manner as pre-employment criminal record checks for all employees.

Adopted October 5, 2009
Amended September 13, 2010
Amended June 27, 2017