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MUSC GME Resident Handbook

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Graduate Medical Education  2017-2018

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Resident Handbook Introduction

Letter of Commitment/
Accreditation Status Disclaimer

Administration & Governance - Graduate Medical Education Programs

Policies & Procedures

Salaries & Benefits

MUSC Policies

Appendix 1 - Resident Agreements (Medical and Dental)

Appendix 2 - Evaluation Forms

Appendix 3 - Forms

Appendix 4 - Scopes of Practice

Appendix 5 - Program Resources



TO: Deans, Department Heads and Administrative Officials

From: Steward A. Mixon, Chief Operations Officer
DATE: March 30, 2006

SUBJECT: Pre-Employment Drug Screening

The Medical University of South Carolina is committed to maintaining a drug-free workplace. In order to protect the interests of the Medical University, its employees and the public, effective for any position vacancy posted on or after April 1, 2006, a drug testing procedure is being initiated as a routine part of the pre-employment process for all applicants selected for hire. Any offer of employment made to individuals hired into Classified, Unclassified Non-Faculty, Unclassified Faculty, Research Grant, Temporary, Student, and Resident classifications is contingent upon the satisfactory completion and the successful outcome of the employment screening activities.

Employment screening activities include:

  • a pre-employment criminal history check;
  • a pre-employment health assessment, and;
  • as of April 1, a pre-employment drug screening.

Results of these pre-employment screenings must be completed and deemed satisfactory before and candidate may start to work at MUSC. That means individuals will not be authorized to begin work or to be placed on the payroll before all pre-employment screening requirements are satisfactorily completed.

If the University determines that satisfactory results have not been obtained for any of the employment screening activities, the conditional offer of employment will be rescinded and the individual will not be employed by the Medical University of South Carolina. Should the drug screening be deemed "unsatisfactory," the individual will be ineligible for employment with the University or any of its affiliates for a period of two years and must comply with certain drug rehabilitation requirements before any employment application would be accepted.

Pre-employment requirements may differ for individuals employed in Graduate Assistant and Post Doctoral Fellow classifications. Please consult with your HRM Employment Consultant when hiring individuals into these classifications.

If additional information is needed regarding these procedures, please contact your Employment Consultant; or Rhonda Richardson, Acting Director of Human Resources Management at 792-2685, e-email; or me at 792-0888, e-mail

Thank you.