BCII Report Sample Clauses

BCII Report. A. In the event it is necessary for the Board to employ a teacher prior to having received the results of the criminal records investigation, that teacher's employment shall be contingent upon subsequent receipt by the Board of a report from the Bureau of Criminal Identification and Investigation (BCII) and the Federal Bureau of Investigation (FBI) which is not inconsistent with the teacher's answers to questions on the job application or state law. In such event, if a report is subsequently received from the BCII and/or FBI which is inconsistent with the teacher's answers to questions on the job application or state law, the teacher shall be notified in writing by certified mail or personal service. If the teacher does not deny the accuracy of the BCII and/or FBI report within five (5) working days, the action of the Board employing such teacher shall be void without any further act by any party, and without the necessity of proceedings under Ohio Revised Code 3319.16 to formally terminate such teacher's contract of employment. If an existing teacher is required under state law to submit to a BCII and/or FBI check, and the results reflect a criminal conviction that disqualifies the employee from employment under state law, the teacher does not deny the accuracy of the BCII and/or FBI report within five (5) working days of notification of the Superintendent, the employment relationship will be terminated without the necessity of proceedings under Ohio Revised Code 3319.16 to formally terminate such teacher’s contract of employment.
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BCII Report. 1. In the event it is necessary for the Board to employ a teacher prior to having received the results of the criminal records investigation, that teacher’s employment shall be contingent upon subsequent receipt by the Board of a report from the Bureau of Criminal Identification and Investigation (BCII) which is not inconsistent with the teacher’s answers to questions on the job application. In such an event, if a report is subsequently received from the Bureau of Criminal Identification and Investigation, which is inconsistent with the teacher’s answers to questions on the job application, the teacher shall be notified in writing by certified mail or personal service. If the teacher does not deny the accuracy of the BCII report within five (5) working days, the action of the Board employing such teacher shall be void without any further act by any party, and without the necessity of proceedings under Ohio Revised Code 3319.16 to formally terminate such teacher’s contract of employment.
Sample 1Sample 2
BCII Report. 1. In the event it is necessary for the Board to employ an employee prior to having received the results of the criminal records investigation, that employee’s employment shall be contingent upon subsequent receipt by the Board of a report from the Bureau of Criminal Identification and investigation (BCII) which is not inconsistent with the employee’s answers to questions on the job application or state law. In such event, if a report is subsequently received from the Bureau of Criminal Identification and Investigation which is inconsistent with the employee’s answers to questions on the job application or state law, the employee shall be notified in writing by certified mail or personal service. If the employee does not deny the accuracy of the BCII report within five (5) working days, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under Ohio Revised Code 33 19.081 to formally terminate such employee’s contract of employment.
Sample 1

Related to BCII Report

  • FINANCIAL STATUS REPORTS (FSRS Except as otherwise provided, for contracts with categorical budgets, Grantee shall submit quarterly FSRs to System Agency by the last business day of the month following the end of each quarter for System Agency review and financial assessment. Grantee shall submit the final FSR no later than forty-five (45) calendar days following the end of the applicable term.

  • CMI/RAI MDS Report Recognizing the mutual objective of quality resident care, the Employer agrees to meet through the Union Management Committee with the Union as soon as practicable after the receipt of the annual CMI/RAI MDS report. The Employer agrees to provide the Union with staffing levels, and staffing mix information; the impact of related payroll costs on staffing levels and a written notice of the CMI/RAI MDS report for the facility. The purpose of this meeting is to discuss the impact of the CMI/RAI MDS report on the staffing levels in the Home, quality resident care, and provide the Union with an opportunity to make representation in that regard. The parties shall meet as necessary to discuss other changes or workload issues. The parties may invite additional participants to attend the meeting to support constructive review and discussion.

  • Adverse Report (a) The Employer shall notify an employee of any dissatisfaction concerning his/her work within ten (10) calendar days of the Employer's becoming aware of the matter giving rise to the dissatisfaction. This notification shall include particulars of work performance which led to such dissatisfaction. If this procedure is not followed, such expression of dissatisfaction shall not become part of his/her record for use against him/her at any time. The employee's written reply to such notification of dissatisfaction shall become part of his/her record.

  • ASSESSMENT REPORT Within 120 days following the general election held on November 2nd 2003, the returning officer of the munici- pality shall forward, in accordance with section 659.3 of the Act respecting elections and referendums in munici- palities (R.S.Q., c. E-2.2), an assessment report to the Chief Electoral Officer and the Minister setting out relevant ways to improve the trial and addressing, in particular, the following points : — the preparations for the election (choice of the new method of voting, communications plan, etc.) ; — the conduct of the advance poll and the poll ; — the cost of using the electronic voting system : – the cost of adapting election procedures ; – non-recurrent costs likely to be amortized ; – a comparison between the actual polling costs and the estimated polling costs using the new methods of voting and the projected cost of holding the general election on November 2nd 2003 using traditional methods ; — the number and duration of incidents during which voting was stopped, if any ; — the advantages and disadvantages of using the new method of voting ; — the results obtained during the addition of the votes and the correspondence between the number of ballot paper cards issued to the deputy returning officers and the number of ballot paper cards returned used and unused ; — the examination of rejected ballot papers, if it has been completed.

  • Quarterly Report 5.1 Upon request, the contractor shall provide to the Purchasing Agent a quarterly report, showing all purchases made under the terms and conditions of the contract.

  • Evaluation Report 20.5.4.1 The summary evaluation report shall be prepared by the Faculty Evaluation Committee and administrative evaluator(s) and shall include each evaluator’s individual rating. The summary evaluation report shall take into account the results of each of the evaluation components (Section 20.5.3) in order to arrive at an overall rating. When the committee and the administrative evaluator(s) cannot reach an agreement as to the overall rating, the report must include written explanation.

  • Adverse Reports The College shall notify an employee in writing of any expression of dissatisfaction concerning his/her work within ten (10) working days of the event of the complaint, with a copy to the Chair of the Union Standing Committee. This notice shall include particulars of the work performance which led to such dissatisfaction. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his/her personnel file for use against him/her at any time. The employee’s reply to such complaint, accusation or expression of dissatisfaction shall become part of his/her personnel file.

  • Final Report The goal of this subtask is to prepare a comprehensive Final Report that describes the original purpose, approach, results, and conclusions of the work performed under this Agreement. The CAM will review the Final Report, which will be due at least two months before the Agreement end date. When creating the Final Report Outline and the Final Report, the Recipient must use the Style Manual provided by the CAM.

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  • Daily Reports On each Business Day, the Servicer, with prior notice, shall prepare and make available at the office of the Servicer for inspection by the Trustee a record setting forth (i) the aggregate amount of Collections processed by the Servicer on the preceding Business Day and (ii) the aggregate amount of Receivables as of the close of business on the preceding Business Day.

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