Background Check Policy Sample Clauses

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. 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 information, even if it is given in...
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Background Check Policy. Purpose: The purpose of this policy is to protect the safety, health and security of Summit Place students, employees, and property. Procedures: The following procedures are established pursuant to the Background Check Policy above:
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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.
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Background Check Policy. (LEVEL 1)
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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.
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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. 1. An Employer may not conduct a personal credit check or an investigative consumer report that would provide information on an individual’s character, general reputation, personal characteristics, or mode of living. 2. Individuals for whom a background check is conducted may be required to execute an Authorization Form allowing such background check. Such authorizations shall not require any individual to waive rights available to him under the FCRA or other applicable law or to relieve an Employer of liability under the FCRA or applicable law in connection with such background check. 3. Individuals shall be provided, upon request, with a complete and accurate disclosure of the nature and scope of the background check and a copy of any report (free of charge) prepared with respect to the individual. 4. If an Employer takes adverse action against an individual based on a background check, the Employer must notify the individual that adverse action has been taken for this reason and must provide the individual with the opportunity to appeal that decision. The Employer will also provide a written notice of his rights under FCRA and any other applicable law. Adversely affected Employees will have access to the Agreement’s grievance and arbitration provisions. 5. All background checks shall comply fully with applicable law, including but not limited to the FCRA.
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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.
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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.
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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.
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Related to Background Check Policy

  • Background Check The Department or Customer may require the Contractor to conduct background checks of its employees, agents, representatives, and subcontractors as directed by the Department or Customer. The cost of the background checks will be borne by the Contractor. The Department or Customer may require the Contractor to exclude the Contractor’s employees, agents, representatives, or subcontractors based on the background check results. In addition, the Contractor must ensure that all persons have a responsibility to self-report to the Contractor within three (3) calendar days any arrest for any disqualifying offense. The Contractor must notify the Contract Manager within twenty-four (24) hours of all details concerning any reported arrest. Upon the request of the Department or Customer, the Contractor will re-screen any of its employees, agents, representatives, and subcontractors during the term of the Contract.

  • Background Checks The State may require that the Contractor and Contractor Parties undergo criminal background checks as provided for in the State of Connecticut Department of Emergency Services and Public Protection Administration and Operations Manual or such other State document as governs procedures for background checks. The Contractor and Contractor Parties shall cooperate fully as necessary or reasonably requested with the State and its agents in connection with such background checks.

  • Criminal Background Check It is the Responsibility of CHESAPEAKE CENTER, INC. to make certain that its employees, agents, volunteers, and contractors, who have contact with students receiving services are fingerprinted and have a background check in compliance with Family Law Article, Annotated Code of Maryland, and Section 5-551 through 5-557. CHESAPEAKE CENTER, INC. may not hire, contract, or otherwise engage an individual to participate in this Cooperative Agreement who has been convicted of a crime involving child abuse or neglect; contributing to the delinquency of a minor; a crime of violence as set forth in Criminal Law Article §14-101, Annotated Code of Maryland; or has evidence of a criminal history which in the opinion of Chesapeake Center, Inc. makes the individual unfit to participate in this Cooperative Agreement.

  • Criminal Background Checks Provider and College reserve the right to conduct criminal background checks on Resident to determine Resident’s suitability to live in Residence Facility, and Resident consents and agrees that Provider and College has permission to conduct criminal background checks on Resident.

  • BACKGROUND Purchaser wishes to purchase a Revenue Sharing Note issued by the Company through xxx.Xxxxxxxx.xxx (the “Site”).

  • Attachment A, Scope of Services The scope of services is amended as follows:

  • ATTACHMENT A Equity Funds

  • APPENDIX H Appendix H, Contractor’s Insurance Requirements, attached hereto, is hereby expressly made a part of this Contract as fully as if set forth at length herein. The Contractor shall maintain in force at all times during the terms of the resultant Contract, policies of insurance pursuant to the requirements outlined in Appendix H – Contractor’s Insurance Requirements.

  • TECHNICAL GUIDANCE LETTERS In the sole discretion of the System Agency, and in conformance with federal and state law, the System Agency may issue instructions, clarifications, or interpretations as may be required during work performance in the form of a Technical Guidance Letter (TGL). A TGL must be in writing, and may be delivered by regular mail, electronic mail, or facsimile transmission. Any TGL issued by the System Agency will be incorporated into the Contract by reference for all purposes when it is issued.

  • Data Privacy Notice and Consent The Participant hereby explicitly and unambiguously consents to the collection, use and transfer, in electronic or other form, of his or her personal data as described in this paragraph, by and among, as applicable, the Participant’s employer and the Company and its subsidiaries and affiliates for, among other purposes, implementing, administering and managing the Participant’s participation in the Plan. The Participant understands that the Company and its subsidiaries hold certain personal information about the Participant, including the Participant’s name, home address and telephone number, date of birth, social security number or identification number, salary, nationality, job title, any Shares or directorships held in the Company, details of all options or any other entitlement to Shares awarded, canceled, exercised, vested, unvested or outstanding in the Participant’s favor, for the purpose of managing and administering the Plan (“Data”). The Participant further understands that the Company and/or its subsidiaries will transfer Data amongst themselves as necessary for employment purposes, including implementation, administration and management of the Participant’s participation in the Plan, and that the Company and/or any of its subsidiaries may each further transfer Data to Broker or such other stock plan service provider or other third parties assisting the Company with processing of Data. The Participant understands that these recipients may be located in the United States, and that the recipient’s country may have different data privacy laws and protections than in the Participant’s country. The Participant authorizes them to receive, possess, use, retain and transfer the Data, in electronic or other form, for the purposes described in this section, including any requisite transfer to Broker or such other stock plan service provider or other third party as may be required for the administration of the Plan and/or the subsequent holding of Shares of stock on the Participant’s behalf. The Participant understands that he or she may, at any time, request access to the Data, request any necessary amendments to it or refuse or withdraw the consents herein, in any case without cost, by contacting in writing his or her local human resources representative. The Participant understands, however, that withdrawal of consent may affect the Participant’s ability to participate in or realize benefits from the Plan. For more information on the consequences of refusal to consent or withdrawal of consent, the Participant understands that he or she may contact his or her local human resources representative.

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