Background Check Policy. Xxxxx Catastrophe Claim Services will conduct a background check on all staff and independent adjusters prior to deployment. The background check will be conducted using the services of TRAK-1. Trak -1 is a full service background screening company specializing in the accumulation and distribution of public records. Trak-1 was founded in March of 1997 with its corporate offices located in Houston, Texas. All independent adjusters will be required to complete an authorization form allowing Xxxxx to conduct the background check. Upon receipt of the authorization the background check will be completed. Any findings will be discussed with the adjuster to verify their validity. All information will remain confidential but may be shared with the carrier desiring to deploy the adjuster. Any verified felony convictions will eliminate the adjuster from deployment. Any exceptions to this policy must be approved by the President of Xxxxx Catastrophe Claim Services, Inc in coordination with insurance carrier management. DISCRIMINATION/HARASSMENT POLICY Our non-discrimination policy clearly states our goal of an inclusive and nondiscriminatory work environment in which all employees are valued and empowered to succeed. An employee or qualified applicant will not be discriminated against because of his or her race, color, national origin or citizenship status, creed, religion, religious affiliation, age, sex, marital status, sexual orientation, gender identity, disability, veteran status or any other protected status. These factors do not affect our decisions about any aspect of a person's employment or our decisions about applicants for employment. Xxxxx Catastrophe Claim Services, Inc. also has a harassment-free workplace policy, which prohibits sexual harassment as well as any other form of harassment. All individuals performing work and/or services for Xxxxx Catastrophe Claim Services are responsible for maintaining workplace environments free of discrimination, harassment and retaliation. Company officers, directors, managers, team leaders and administrative personnel shall maintain non- discrimination, non-harassment and non-retaliation in company employment, services, and telecommunications. All individuals performing services for Xxxxx are responsible for creating a working environment for all employees, free from harassment or discriminatory practices. Company officers, directors, managers, team leaders and administrative personnel must consider any employee in...
Background Check Policy. The Professional confirms that all employees (including the employees of any subconsultants/subcontractors) assigned to this project, and who conducted their work on Penn State premises, have had background checks that meet or exceed the University’s standards for the type of work being performed. All background checks should be in accordance with the background check process for third-party employees outlined in Penn State Policy HR99 Background Check Process.
Background Check Policy. In the interest of public good, the Employer may conduct background checks on Service Technicians as deemed necessary. The Employer may also conduct background checks for construction projects upon written request of the customer. An employer may directly, or through the use of “consumer reporting agency” (as defined in the Fair Credit Reporting Act “FCRA”) • Obtain criminal conviction records (non-juvenile and within the past seven years); • Obtain driving records (when the Employee’s duties include or are expected to include operation of a company vehicle); • Conduct a Social Security trace; • Verify references; • Verify employment history; and • Any other information as may be required in writing by the Customer.
Background Check Policy. (LEVEL 1) Service Firm will adhere to National Grids Background Check Policy Level 1 referenced in Schedule F attached below.
Background Check Policy. AARP Experience Corps believes that working with qualified individuals contributes to the overall strategic success and safety of the Program. Individual background checks serve as an important part of the AARP Experience Corps on-boarding process of employees and volunteer members. As such, sub-grantees must agree to conduct background checks on all AARP Experience Corps staff and members in accordance with our Background Check Policy. See Exhibit E for more detail.
Background Check Policy. Any SBT applicant must pass a stringent background check performed by a specialized third-party before an offer of employment is made. The background check performs the following searches for a period of seven (7) years prior to the application date: Social Security number, National Sex Offenders Public Registry, Office of Foreign Assets Control (“OFAC”) Specially Designated Nationals and Blocked Persons List (“SDN”), state and federal criminal history, consumer credit history, employment history, personal references, and education verification. Any felony and/or misdemeanor convictions involving weapons, violence, theft, burglary, sale or delivery of illegal substances, dishonesty, moral turpitude, gang/mob related activity, or computer- related crimes will automatically disqualify an applicant from employment. Any other felony or misdemeanor conviction will be reviewed by the Executive Team before an offer of employment will be made. The Executive Team will review convictions for any hired employees, if any, and determine whether the employee can access certain information. .
Background Check Policy. Background Check Policy shall mean the GEO policy in effect at the Corporate Headquarters and at each of GEO’s locations nationwide.
Background Check Policy. Purpose: The purpose of this policy is to protect the safety, health and security of Summit Place students, employees, and property. Policy: Summit Place will comply with the provisions of Utah Code Xxx. § 53G-11-402 and Utah Admin. Code R277-516 regarding employee background checks. In order to protect the health and safety of all students and protect the property of the school, the school requires (a) all board members, (b) all potential employees and (c) any volunteers who will be given significant unsupervised access to a student in connection with the volunteer’s assignment to submit to a criminal background check and ongoing monitoring as a condition for employment or appointment. Summit Place’s Director shall establish administrative procedures consistent with this policy and applicable law. Procedures: The following procedures are established pursuant to the Background Check Policy above: Individuals Subject to Background Checks Summit Place requires that the following individuals submit to a criminal background check and ongoing monitoring as provided in Utah Code Xxx. § 53G-11-402 as a condition for
Background Check Policy. Purpose: The purpose of this policy is to protect the safety, health and security of Summit Place students, employees, and property. Policy: Summit Place will comply with the provisions of Utah Code Xxx. § 53G-11-402 and Utah Admin. Code R277-516 regarding employee background checks. In order to protect the health and safety of all students and protect the property of the school, the school requires (a) all board members, (b) all potential employees and (c) any volunteers who will be given significant unsupervised access to a student in connection with the volunteer’s assignment to submit to a criminal background check and ongoing monitoring as a condition for employment or appointment. Summit Place’s Director shall establish administrative procedures consistent with this policy and applicable law. Procedures: The following procedures are established pursuant to the Background Check Policy above: Individuals Subject to Background Checks Summit Place requires that the following individuals submit to a criminal background check and ongoing monitoring as provided in Utah Code Xxx. § 53G-11-402 as a condition for employment or appointment: (a) each new non-USBE-licensed employee; (b) each volunteer who will be given significant unsupervised access to a student in connection with the volunteer’s assignment; (c) each employee of a staffing service who works at the school; and
Background Check Policy. The term “Background Check Policy” means the policy governing the Judicial Council screening and approving employees of Contractor and Subcontractors that have access to Restricted Areas pursuant to Judicial Council’s then- current background check policies and procedures.
