BACKGROUND CHECKING. To the extent permissible by applicable law, Supplier shall, through the utilization of an authorized background checking agency, perform background checks as set out in the GE Background Checking Guidelines located at xxxx://xxx.xxxxxxxxxx.xxx/html/GEPolicies.htm prior to (a) stationing any Supplier Personnel to perform Services at any GE location, facility or work site (for purpose of clarity, “stationing” shall not include periodic attendance or visits to such locations, facilities or work sites); (b) granting access to GE networks (such as having a GE-issued single sign-on account) to Supplier Personnel to provide the Services; (c) assigning Supplier Personnel to duties that are directly related to the safe operation or security of a GE facility or piece of equipment and which, if not performed properly, could cause a serious environmental, health or safety hazard to employees or the general public; or (iv) assigning Supplier Personnel to a GE worksite that is designated in its entirety as “security sensitive,” even though the work responsibilities, if performed in another context, would not be security sensitive; and after securing appropriate written authorization from its Supplier Personnel.
BACKGROUND CHECKING. NZQA policy requires that all Examination Assistants hold or are able to obtain a satisfactory Police Vetting Report. If the results of your report are unsatisfactory, or NZQA determines that you have provided untrue, incorrect, incomplete, or misleading information to support your application you will be advised and this offer of casual employment will be automatically withdrawn. If you have commenced employment with NZQA and NZQA determines that you have provided untrue, incorrect, incomplete, or misleading information to support your application, this constitutes serious misconduct and you may be dismissed without notice. If you do not currently hold a current Police Vetting Report, please complete a request form (available from your ECM), and return to us with your signed acceptance
BACKGROUND CHECKING. To the extent permissible by applicable law, Supplier shall, through the utilization of an authorized background checking agency, perform background checks as set out in the Supplier Background Check Guidelines located at xxxxx://xxx.xxxxxxxxxx.xxx/supplier prior to (a) stationing any Supplier Personnel to perform Services at any Buyer location, facility or work site (for purpose of clarity, “stationing” shall not include periodic attendance or visits to such locations, facilities or work sites);
BACKGROUND CHECKING. The actual unmarked up cost of all background checks passed through to the Customer through Xxxxx cannot exceed the following rates: • Motor Vehicle Report: $8.00 plus fees • Education: $11.00 • Employment History: $12.00 • Professional License/Certification: $12.50 • County Criminal: $9.95 plus fees • State Criminal: $9.80 plus fees
BACKGROUND CHECKING. To the extent permissible by applicable law and after securing appropriate written authorization from its Supplier Personnel, Supplier shall, through the utilization of an authorized background checking agency, perform background checks as set out in the GE Background Checking Guidelines incorporated herein and found at the following URL: xxxxx://xxx.xxxxxxxxxx.xxx/ge-policies/, prior to: (a) stationing any Supplier Personnel to perform Services at any GE location, facility or work site (for purpose of clarity, “stationing” shall not include periodic attendance or visits to such locations, facilities or work sites); (b) granting access to GE networks (such as having a GE-issued Single Sign-On account) (“SSO”) to Supplier Personnel to provide the Services; (c) assigning Supplier Personnel to duties that are directly related to the safe operation or security of a GE facility or piece of equipment and which, if not performed properly, could cause a serious environmental, health or safety hazard to employees or the general public; or (d) assigning Supplier Personnel to a GE worksite that is designated in its entirety as “security sensitive,” even though the work responsibilities, if performed in another context, would not be security sensitive.
BACKGROUND CHECKING. (a) Globoforce shall prior to (and every three (3) months thereafter for so long as such SP Personnel are performing the Services) (i) deploying any SP Personnel on a recurring basis (whether everyday, once a week, month or fiscal quarter) at any Company location, facility or work site, or (ii) granting access to any Company Personal Data or Company networks (i.e., having a Company issued single sign-on account) to SP Personnel to perform the Services, and after securing appropriate written authorization from its SP Personnel, perform a watchlist screen to ensure that no SP Personnel is included on a Government List (as defined herein) prohibiting Globoforce, as the employer, from engaging in financial or other transactions with any SP Personnel. Government List is defined as including the following lists: • Consolidated List of Financial Sanctions Targets (formerly the Bank of England Consolidated List) • Bureau of Industry and Security Lists • Consolidated List - Australia • Consolidated List - Canada CERTAIN CONFIDENTIAL PORTIONS OF THIS EXHIBIT WERE OMITTED AND REPLACED WITH “[*****]”. A COMPLETE VERSION OF THIS EXHIBIT HAS BEEN FILED SEPARATELY WITH THE SECRETARY OF THE SECURITIES AND EXCHANGE COMMISSION PURSUANT TO AN APPLICATION REQUESTING CONFIDENTIAL TREATMENT UNDER RULE 24b-2 OF THE SECURITIES EXCHANGE ACT OF 1934. • DTC Debarred List • EU Consolidated List • FBI Most Wanted Terrorists • FBI Seeking Information • FBI Top Ten Most Wanted • FBI Most Wanted • Interpol Most Wanted • Ministry of Export, Trade, and Investment (METI) - Japan • Monetary Authority of Singapore List • OFAC Sanctions Programs • OFAC list of Specially Designated Nationals and Blocked Persons • Primary Money Laundering Concern List (US Department of the Treasury List of Financial Institutions Specially Designated as Being of Primary Money Laundering Concern) • State Department Proliferation List • Terrorist Exclusion List • United Nations Consolidated List In addition, for SP Personnel providing services in the United States, Globoforce shall also assure the SP Personnel’s status to rightfully work in the United States through compliance with the Immigration and Naturalization Service’s I-9 process (“I-9 Check”). For SP Personnel providing services in jurisdictions outside the United States, Globoforce shall assure that such SP Personnel comply with local law requirements in such jurisdictions with respect to the right to work in such jurisdiction.
BACKGROUND CHECKING. IBM shall perform pre-employment criminal background checks on its newly-hired employees assigned to provide Services to UHS, consistent with the process IBM generally uses for its newly hired employee population. At the Commencement Date, such process involves a felony and misdemeanor check for the states in which applicants identify themselves as having lived for the past seven years. UHS may perform other reasonable background checks on IBM employees dedicated to providing Services to UHS, subject to a) ***, b) UHS paying expenses in connection with such additional background checks, and c) UHS complying with all laws and regulations in connection with such background checks and the use of the data.
BACKGROUND CHECKING. Offers of employment at FRC are subject to satisfactory background checks that require verification of the following four elements, prior to a candidate’s commencement date. Some general background checking should occur by the Recruitment Agency for permanent and fixed term resources. Full background checks should occur for Interim resources. Identity In advance of any firm offer of employment, candidates to provide the following: • Confirmation of name, date of birth and address • National insurance number or other unique personal identifying number (where appropriate) • Full details of previous employers (name, address and dates), for the past 5 years or 10 years for executive vacancies • Confirmation of any necessary qualifications/licences • Education details where a candidate is new to the workforce • Confirmation of permission to work in the UK Employment history • Employment history verification will include names of previous employers and dates employed. Clarification should also be sought if an individual has been overseas for six months or more during the previous three years. Nationality and Immigration Status • Like all employers, FRC is subject to the Asylum and Immigration Act 1996 and required to verify whether new employees have the right to remain and work in the UK. Criminal record (unspent convictions only) • Successful candidates will also be required to declare their unspent criminal record. Currently, the guidance requires candidates to complete a self-declaration form permitting departments to verify this declaration using Disclosure Scotland's Basic Disclosure service. • It is the agency’s responsibility to ensure that all candidates referred to vacancies at FRC can meet the above requirements. Reporting & Governance • All agencies must nominate an Account Manager that will work on the FRC account and an escalation point / secondary contact. • FRC expects Agencies to meet relevant Key Performance Indicators (KPI) / Service Level (SLA’s) • All agencies must be able to report quarterly on the above. Duration of the Contract • 1st September 2022 for an initial 24-month period. • Potential to extend until 31st August 2026. References • FRC reserves the right to take up references. You will be required to provide references within the Tender Response Document. References must be relevant to the FRC requirement and within the last five years. Evalaution process
BACKGROUND CHECKING. Offers of employment at FRC are subject to satisfactory background checks that require verification of the following four elements, prior to a candidate’s commencement date. Some general background checking should occur by the Recruitment Agency for permanent and fixed term resources. Full background checks should occur for Interim resources. Identity In advance of any firm offer of employment, candidates to provide the following: • Confirmation of name, date of birth and address • National insurance number or other unique personal identifying number (where appropriate) • Full details of previous employers (name, address and dates), for the past 5 years or 10 years for executive vacancies • Confirmation of any necessary qualifications/licences • Education details where a candidate is new to the workforce • Confirmation of permission to work in the UK Employment history • Employment history verification will include names of previous employers and dates employed. Clarification should also be sought if an individual has been overseas for six months or more during the previous three years. Nationality and Immigration Status • Like all employers, FRC is subject to the Asylum and Immigration Act 1996 and required to verify whether new employees have the right to remain and work in the UK. Criminal record (unspent convictions only) • Successful candidates will also be required to declare their unspent criminal record. Currently, the guidance requires candidates to complete a self-declaration form permitting departments to verify this declaration using Disclosure Scotland's Basic Disclosure service. • It is the agency’s responsibility to ensure that all candidates referred to vacancies at FRC can meet the above requirements. Reporting & Governance • All agencies must nominate an Account Manager that will work on the FRC account and an escalation point / secondary contact. • FRC expects Agencies to meet relevant Key Performance Indicators (KPI) / Service Level (SLA’s) • All agencies must be able to report quarterly on the above. Duration of the Contract • 1st September 2022 for an initial 24-month period. • Potential to extend until 31st August 2026. References • FRC reserves the right to take up references. You will be required to provide references within the Tender Response Document. References must be relevant to the FRC requirement and within the last five years. Evalaution process
