CRIMINAL BACKGROUND CHECKS AND OFFENCE DECLARATIONS Sample Clauses

CRIMINAL BACKGROUND CHECKS AND OFFENCE DECLARATIONS. The Board is required by law to collect criminal background checks on its employees in accordance with the regulations of Ontario. The Board shall ensure that all records and information (including Offence Declarations and CPIC records) obtained pursuant to the Education Act and Regulations are stored in a secure location and in a confidential manner. Any disciplinary action related to the criminal background check or the Offence Declaration required by regulation may be the subject of a grievance.
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CRIMINAL BACKGROUND CHECKS AND OFFENCE DECLARATIONS. The Board will collect criminal background checks on its employees in accordance with its policy and procedure as approved on April 18, 2005, and as may be further amended from time to time, in consultation with employee groups. The Board shall ensure that all records and information (including Offence Declarations and CPIC records) obtained pursuant to the Education Act and Regulations are stored in a secure location and in a confidential manner. Any disciplinary action related to the criminal background check or the Offence Declaration required by regulation may be the subject of a grievance. Where the Superintendent of Education/Employee Relations wishes to meet with a member of the Bargaining Unit to discuss a criminal conviction or pattern of behaviour which poses a potential unacceptable risk, the member will be advised of his/her rights to have a Union representative at the meeting. The Superintendent of Education/Employee Relations shall contact the President of the Bargaining Unit regarding such a meeting unless requested by the member not to do so.
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CRIMINAL BACKGROUND CHECKS AND OFFENCE DECLARATIONS. The Criminal Background Check and the yearly Offence Declarations required of members of the bargaining unit under Regulation 5.21/01 shall be stored in a confidential file. Access to this file shall be limited to the Superintendent of Human Resources or designate, in accordance with the Protection of Privacy Act, 2001.
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CRIMINAL BACKGROUND CHECKS AND OFFENCE DECLARATIONS. L9.01 The Board shall ensure that all records and information (including offence declarations and C.P.I.C. records) obtained pursuant to Regulation 521/01 of the Education Act or any subsequent regulation or law dealing with the same matter, are stored in a secure location and in a confidential manner. Normal, daily access to such records and information shall be limited to the Senior Manager, Human Resource Services with the responsibility of the Bargaining Unit or designate. L9.02 The Board shall not externally release any information about a DECE obtained pursuant to Regulation 521/01, or any subsequent regulation or law dealing with the same subject matter, except for the purpose of exercising statutory obligations. L9.03 The DECE shall be provided with reasonable advance notice as to how the Board intends to proceed to deal with results of a criminal reference check or offence declaration. The DECE shall be given full opportunity to present relevant information. Any interviews will be conducted on a confidential basis and any information obtained shall not be used nor disclosed except where necessary.
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CRIMINAL BACKGROUND CHECKS AND OFFENCE DECLARATIONS. The Board will collect Criminal Background Checks and annual Offence Declarations on its employees in accordance with its policies and procedures and as required by law.
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CRIMINAL BACKGROUND CHECKS AND OFFENCE DECLARATIONS. The Criminal Background Check and the yearly Offence Declarations required of members of the Bargaining Unit under Regulation 5.21/01 shall be stored in a confidential file The parties agree to establish a committee with two (2) representatives appointed by the Board and two (2) representatives appointed by the Bargaining Unit to investigate and make recommendations regarding the combining of 0.5 Occasional Teacher assignments to a full day. Such recommendations will be consistent with the Collective Agreement and within the capacity of the Smartfind Express call out system. Dated at Kitchener, this For the Board For OECTA Director of Education President, Waterloo Unit Superintendent of Human Resources Vice-President, Occasional, Waterloo Unit Process Guide for xxx Catholic District School Board‌ Preparation Date: June 28, 2012 Effective Date of Services: xxxxxx Acronyms, Abbreviations and Definitions 3 AMS Roles within Manulife 3 Intake and File Initiation 4 Initial Interview, Claim Assessment and Recommendation 6 Early Intervention (Ongoing Case Management) 8 Appeal Process 10 AMS to LTD Transition 12 Confidentiality 12
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CRIMINAL BACKGROUND CHECKS AND OFFENCE DECLARATIONS. The Criminal Background Check and yearly Offence Declarations required of members of the Bargaining Unit under Regulation 5.21/01 shall be stored in a confidential file. Access to this file shall be limited to the Superintendent of Human Resource Services or designate, in accordance with the Municipal Freedom of Information and Protection of Privacy Act as amended from time to time. The Board will notify the President of the Unit by August 15 of any teacher who has not completed a declaration.
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CRIMINAL BACKGROUND CHECKS AND OFFENCE DECLARATIONS. ‌ 9.01 The Board shall ensure that all records and information (including offence declarations and C.P.I.C. records) obtained pursuant to Regulation 521/01 of the Education Act or any subsequent regulation or law dealing with the same matter, are stored in a secure location and in a confidential manner. Normal, daily access to such records and information shall be limited to the Executive Superintendent of Human Resource Services and Organizational Development or designate 9.02 The Board shall not externally release any information about a DECE obtained pursuant to Regulation 521/01, or any subsequent regulation or law dealing with the same subject matter, except for the purpose of exercising statutory obligations.
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