CRIMINAL CHARGES AND CONVICTIONS Sample Clauses

CRIMINAL CHARGES AND CONVICTIONS. Each employee must report to the Department Head any criminal charge (alleging violation of any criminal drug statute) or felony conviction for violating any criminal drug statute no later than five (5) calendar days following such action. Where criminal charges (alleging violation of any criminal drug statute) are brought against an employee regarding alleged off the job illegal use, manufacture, purchase, sale, possession, or distribution of illegal drugs, or drug paraphernalia, the Hospital will construe this as reasonable suspicion for testing and will request the employee to submit to drug testing consistent with this policy. This may result in the employee being taken off of work without pay pending the outcome of the test. Any employee convicted of a criminal drug statute violation will be terminated from employment with the Hospital.
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CRIMINAL CHARGES AND CONVICTIONS. You will inform the Employer as soon as practicable if charged with or convicted of any offence that may affect your suitability for ongoing employment.
CRIMINAL CHARGES AND CONVICTIONS. You will inform the Employer, before accepting any offer of an assignment, if you have been charged with or convicted of any offence that may affect your suitability for that assignment.
CRIMINAL CHARGES AND CONVICTIONS. 26 a. Each employee must report to the Department Head any criminal 27 charge (alleging violation of any criminal drug statute) or felony 28 conviction for violating any criminal drug statute no later than five (5) 29 calendar days following such action. Where criminal charges (alleging 30 violation of any criminal drug statute) are brought against an employee 31 regarding alleged off the job illegal use, manufacture, purchase, sale, 32 possession, or distribution of illegal drugs, or drug paraphernalia, the 33 Hospital will construe this as reasonable suspicion for testing and will 34 request the employee to submit to drug testing consistent with this 1 policy. This may result in the employee being taken off of work without 2 pay pending the outcome of the test.
CRIMINAL CHARGES AND CONVICTIONS. 21.1 All employees are required to declare if, during their employment with the Council, they are subject to court action, receive a criminal conviction, caution, reprimand, final police warning or are charged with an offence. Consideration will then be given as to what effect this will have on an employee’s suitability to undertake their role. If it subsequently comes to light that an employee has failed to disclose convictions, charges etc. they may be subject to disciplinary action which may place their employment at risk.

Related to CRIMINAL CHARGES AND CONVICTIONS

  • Criminal Charges If at any time after Severance Benefits become payable hereunder and prior to the completion of the payment of such benefits Officer is charged with a felony, or other crime involving moral turpitude, which crime relates to activities of Officer occurring during the period Officer was employed by Company or its predecessor(s) under this Agreement, then Company may suspend such payments until such criminal charge is resolved. Company shall resume payments and make any retroactive payments (with interest on such retroactive payments at the rate provided in Section 1274(d)(2)(B) of the Code) commencing at the time such payments would have been made absent suspension under this Section (3)(B)(v) after such criminal charge is resolved; provided, however, that such payments shall cease and no further payments shall be made at any time Officer is convicted of, or enters a guilty plea to, such crime by or before a court of competent jurisdiction.

  • Criminal Convictions Grantee certifies that neither it nor any officer, director, partner or other managerial agent of Grantee has been convicted of a felony under the Xxxxxxxx-Xxxxx Act of 2002, nor a Class 3 or Class 2 felony under Illinois Securities Law of 1953, or that at least five (5) years have passed since the date of the conviction. Grantee further certifies that it is not barred from receiving an Award under 30 ILCS 500/50-10.5, and acknowledges that Grantor shall declare the Agreement void if this certification is false (30 ILCS 500/50-10.5).

  • No Felony Criminal Convictions Contractor represents that neither Contractor nor any of its employees, agents, or representatives, including any subcontractors and employees, agents, or representative of such subcontractors, have been convicted of a felony criminal offense or that if such a conviction has occurred Contractor has fully advised System Agency in writing of the facts and circumstances surrounding the convictions.

  • CRIMINAL/CIVIL SANCTIONS 1. Each officer or employee of any person to whom returns or return information is or may be disclosed will be notified in writing by such person that returns or return information disclosed to such officer or employee can be used only for a purpose and to the extent authorized herein, and that further disclosure of any such returns or return information for a purpose or to an extent unauthorized herein constitutes a felony punishable upon conviction by a fine of as much as $5,000 or imprisonment for as long as 5 years, or both, together with the costs of prosecution. Such person shall also notify each such officer and employee that any such unauthorized further disclosure of returns or return information may also result in an award of civil damages against the officer or employee in an amount not less than $1,000 with respect to each instance of unauthorized disclosure. These penalties are prescribed by IRC sections 7213 and 7431 and set forth at 26 CFR 301.6103(n)-1.

  • Criminal Claims Notwithstanding any provision of this Article XII to the contrary, in the event that any Person being indemnified under this Article XII shall become involved in any criminal action, suit or proceeding, whether judicial, administrative or investigative, the Receiver shall have no obligation hereunder to indemnify such Person for liability with respect to any criminal act or to the extent any costs or expenses are attributable to the defense against the allegation of any criminal act, unless (i) the Person is successful on the merits or otherwise in the defense against any such action, suit or proceeding, or (ii) such action, suit or proceeding is terminated without the imposition of liability on such Person.

  • Criminal History Checks The School shall conduct criminal history checks in accordance with Sec. 846-2.7, HRS, to determine whether a prospective employee or agent is suitable for working in close proximity to children. Information obtained pursuant to this provision shall be used exclusively by the School for the purposes of determining whether a person is suitable for working in close proximity to children. All such decisions shall be subject to applicable federal laws and regulations currently or hereafter in effect. The School may terminate the employment of any employee or deny employment to an applicant if the person has been convicted of a crime, and if the School finds by reason of the nature and circumstances of the crime that the person poses a risk to the health, safety, or well-being of children.

  • Criminal Record Checks The Charter School shall adopt criminal record check procedures. The Charter School shall comply with all provisions of O.C.G.A. § 20-2-211.1 relating to fingerprint and criminal record checks for all prospective staff members or any individual that will have substantial contact with students prior to beginning work at the Charter School or having contact with students.

  • Criminal Records Check Section 1. Except as provided by Governor’s executive order or state or federal law as implemented by Agency rule or policy, the Employer will not require a criminal records check on any current employee in his or her current position if the requirement was not in place when the employee was appointed to the position. Agencies will send Agency rules, policies, and subsequent changes to SEIU Headquarters. Upon notification, the Union may exercise its rights pursuant to Article 5 of this agreement as it applies to changes in Agency rule or policy implementing Governor’s executive orders or state or federal laws regarding criminal records check requirements.

  • CRIMINAL RECORDS CHECKS The Employer agrees to the treatment of criminal records checks in accordance with the Criminal Records Review Act of BC.

  • Criminal Record Check The Employer will pay for the cost of any criminal records checks required as a condition of continued employment.

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