CRIMINAL HISTORY RECORD CHECK. Contractor shall employ and supervise such personnel as necessary for the efficient performance of its obligations under this agreement, who will be subject to pre-employment security checks and screening to the extent permitted by law. Contractor agrees to comply with the Authority’s Personnel Policies and Procedures, Criminal History Record Check (Criminal Background Policy). The Authority shall be authorized to audit Contractor’s records for compliance with the Criminal Background Policy.
CRIMINAL HISTORY RECORD CHECK. 39.1 In accordance with State law, the Board of Education requires a criminal background check including information from the Bureau of Criminal Identification and Investigation (BCII) and the Federal Bureau of Investigation (FBI) of each applicant the Superintendent recommends for employment and on a periodic basis.
39.2 The Board will pay up to $50.00 cost for state and federal background checks required by the Ohio Revised Code as to a unit member. Such payment will be made directly to the Bureau of Criminal Identification and Investigation once the unit member completes the background checks.
39.3 A criminal background check is not required of any currently-employed staff member who is a candidate for another position in the District, unless otherwise required by law.
39.4 The Superintendent shall establish administrative guidelines that require an appropriate record check that complies with the law.
39.5 Any information and records obtained from such inquiries are not public records and shall be kept confidential and not released or disseminated.
39.6 Should it be necessary to employ a person to maintain continuity of the District’s operations, prior to receipt of the criminal history record, the Superintendent may employ the person on a provisional basis until the report is received.
39.7 All custodial, maintenance and grounds employees who are the subject of a criminal records check, including applicants hired provisionally in advance of a completed records check, and who it is determined have pled guilty to or been convicted of any offense enumerated under R.C. 3319.39 (B) (1) including a judicial finding for intervention in lieu of conviction and/or participation in a pre- trial diversion program relating to any of the offenses listed therein, shall not be hired or shall be released from employment, as applicable, unless such individual meets the rehabilitation standards adopted by the Ohio Department of Education under division (E) of that section at the time of the hiring and/or upon discovery of such plea or conviction by the Board.
CRIMINAL HISTORY RECORD CHECK. In the event that a District employee covered by this Agreement is laid off, or on an approved leave of absence or otherwise separated from the District for six months or more, he/she shall be subject to a criminal history record check which includes fingerprinting at the employee’s expense and a drug test before he/she is returned to service with the District.
CRIMINAL HISTORY RECORD CHECK. Because of the strong commitment of the Board of Education to hiring practices that result in employment of individuals who pose no known risk of physical, emotional or psychological harm to children, the District will conduct thorough criminal background checks (CBC) on all applicants prior to being hired. Before a CBC can be conducted, individuals will be required to sign a release giving the District the right to conduct an investigation. If, at any time, the CBC discloses any misrepresentation on the individual’s initial application or other employment related documents, any felony conviction, or any misdemeanor convictions involving violence, theft, dishonesty, fraud, abuse, drugs or sexual misconduct, a prospective employee will not be considered for employment and a current employee will be terminated.
CRIMINAL HISTORY RECORD CHECK. The Employer agrees to pay the fees charged to a current employee to have criminal history record check conducted by the Michigan State Police and the Federal Bureau of Investigation as required under 2005 PA I 29-131 and I 38. LL. IDENTIFICATION BADGES
I. All staff will wear their badge in a visible manner. They will be worn using a clip, a lanyard, a retractable belt clip or other appropriate device. If the badge is not visible, the staff person must be able to immediately produce it if asked.
CRIMINAL HISTORY RECORD CHECK. If notified by the District that a contract or purchase order is about to be issued and that either Texas Education Code Section 22.0834 is applicable to Vendor’s contracted services or that Section 22.08341 is applicable to Vendor’s work to design, construct, alter, or repair a public work, the Vendor must determine which of its employees, if any, meet the criteria of needing a criminal record check (CRC), and must provide a Certification to the District regarding such employees before the Vendor will be allowed to provide services at a District property. If Vendor uses a subcontractor, the requirements also apply to the subcontractor. Information regarding the requirements for conducting a CRC and submitting the Certification is posted at xxx.xxxx.xxx, Purchasing Department miscellaneous webpage. The vendor will be responsible for taking all actions needed for the CRC, relying on the District only to the extent required by law. If needed for CRC purposes, the District and Vendor agree to execute a summary of the agreement with start and end dates, the statement of work, the location services, and information on the use of any subcontractor.
CRIMINAL HISTORY RECORD CHECK for purposes of this Outsourcing Standard only, means an authorized noncriminal justice fingerprint-based search of a state criminal history record repository and/or the FBI system. Compact Officer, as provided in Article I(2) of the Compact, means (A) with respect to the Federal Government, an official [FBI Compact Officer] so designated by the Director of the FBI [to administer and enforce the compact among federal agencies], or (B) with respect to a Party State, the chief administrator of the State’s criminal history record repository or a designee of the chief administrator who is a regular full-time employee of the repository.
CRIMINAL HISTORY RECORD CHECK. (As Required by R.C. 3319.39)
CRIMINAL HISTORY RECORD CHECK. The Employer agrees to pay the fees charged to a current employee to have criminal history record check conducted by the Michigan State Police and the Federal Bureau of Investigation as required under 2005 PA 129-131 and 138.
CRIMINAL HISTORY RECORD CHECK. The Employer agrees to pay the fees charged to a current employee to have criminal history record check conducted by the Michigan State Police and the Federal Bureau of Investigation as required under 2005 PA 129-131 and 138. LL. IDENTIFICATION BADGES
1. All staff will wear their badge in a visible manner. They will be worn using a clip, a lanyard, a retractable belt clip or other appropriate device. If the badge is not visible, the staff person must be able to immediately produce it if asked.
2. If a staff person forgets their badge, they must use a generic badge available in the office. This badge will not have the memory chip in it, but will serve as visible notice that this is a staff member.
3. If a badge is lost, stolen or damaged, staff will report it to the building/department office. They will be issued a generic badge from the office until a replacement is obtained. The affected staff person will contact the Technology Department for a replacement badge with a clip. Contact Human Resources if you want a belt clip or a lanyard. There is no cost to the employee.
4. If the District feels that an employee is abusing the badge system, the District will hold a meeting with the employee and an Association representative before any disciplinary action will be taken.
