Criminal History Review. Any person directly or indirectly employed by the School (including, to the extent required by law, an individual who is a contractor or subcontractor who performs work at the School) must comply with 20-A M.R.S. § 6103. No member of the Board or person employed or otherwise associated with the School who has been convicted of, or has pleaded nolo contender to, a crime related to misappropriation of funds or theft shall be engaged in direct processing of School funds unless approved in writing by the Commission.
Criminal History Review. 2.18.5.1 Any person directly or indirectly employed by the Charter School including contractors and subcontractors who perform work at the Charter School must provide verification of criminal clearance for any crime punishable as a felony or any crime related to theft or the misappropriation of funds.
2.18.5.2 Charter School shall conduct criminal background checks of all employees. The criminal records summaries shall include a fingerprint check, a simultaneous FBI check, and a child abuse registry check.
2.18.5.3 The governing board must have clear policies related to the employment of individuals who have been convicted of or has pleaded nolo contendere to a crime punishable for a position of supervisory or disciplinary authority over school children. For the purposes of this subsection, any person employed to provide cafeteria, transportation, or janitorial or maintenance services by any person or entity that contracts with the School to provide such services shall be considered to be in a position of supervisory authority over school children.
2.18.5.4 No member of the governing board or person employed or otherwise associated with the Charter School who has been convicted of or has pleaded nolo contendere to a crime related to misappropriation of funds or theft shall be engaged in direct processing of Charter School funds.
Criminal History Review. 4.4.1 The Charter Operator or its CMO shall conduct a criminal history review through the Louisiana Department of Public Safety and Corrections, Office of State Police, Bureau of Criminal Identification for each individual the Charter Operator intends to hire, and for each independent contractor who may have supervisory or disciplinary authority over children at the Charter School. The criminal history review shall include a fingerprint check and simultaneous Federal Bureau of Investigation check. All costs associated with the criminal history review shall be the responsibility of the Charter Operator, although the Charter Operator may assign the responsibility to those persons undergoing the criminal history review.
4.4.2 The Charter Operator or its CMO shall not hire a person who has been convicted of or has pleaded nolo contendere to a crime listed in La. R.S. 15:587.1
Criminal History Review. 4.4.1 The Charter Operator shall conduct a criminal history review through the Mississippi Department of Public Safety for each individual the Charter Operator intends to hire. The qualification of any employee shall be determined in accordance with Miss. Code Xxx. § 37-28-49.
4.4.2 The charter school shall not hire a person who has been convicted of, plead guilty to, or has pleaded nolo contendere to a crime listed in Miss. Code Xxx. §45-33-23(g) as a teacher, substitute teacher, bus driver, substitute bus driver, janitor, school security personnel, cafeteria personnel, volunteer, or a school employee who might reasonably be expected to be placed in a position of supervisory or disciplinary authority over school children unless approved in writing by MCSAB depending on mitigating circumstances presented by the prospective employee.
4.4.3 No person employed or otherwise associated with the Charter School, including any contact person listed on the charter school application or any member of the management board, who has been convicted of or has pleaded nolo contendere to a crime related to misappropriation of funds or theft, shall be engaged in direct processing of charter school funds.
Criminal History Review. Prior to commencing any work under the Contract, if Vendor contracts with R13 PC to provide services, Vendor must comply with all requirements relating to criminal history information required by TEX. EDUC. CODE Chapter 22. Vendor must also ensure subcontractors’ compliance with TEX. EDUC. CODE, Chapter 22 requirements Covered employees with disqualifying criminal history are prohibited from serving at R13 PC or at Member school district locations; Vendor and any subcontracting entity may not permit a “covered employee’ to provide services at a school if the employee has a “disqualifying criminal history” (as those terms are defined below). If Vendor receives information that a covered employee has a reported disqualifying criminal history, then Vendor will immediately remove the covered employee from the project/contract and notify the Member in writing within three (3) business days. If the Member, in its sole discretion, objects to the assignment of a covered employee for any reason, including, but not limited to, on the basis of the covered employee’s criminal history record information and/or insufficient qualifications, lack of experience, and the like, based on information gathered by Member through the procurement and/or contracting processes, Vendor (and each subcontractor) agrees to discontinue using that covered employee to provide services on Members project/contract. “Covered employees” means employees, agents or subcontractors of Vendor or a subcontractor who has or will have continuing duties related to the services to be performed on Member’s project/contract and has or will have direct contact with Member’s students. Disqualifying criminal history” means: (1) For employees of a contracting or subcontracting entity that is providing engineering, architectural, or construction services on a project to design, construct, alter, or repair a public work: (1) a conviction or other criminal history information designated by Member; (2) a felony or misdemeanor offense that would prevent a person from being employed under Texas Education Code Sec. 22.08341(d), that is: conviction during the preceding 30 years (if at the time of the offense, the victim was under 18 or was enrolled in a public school) of: (a) a felony offense
Criminal History Review. Prior to commencing any work under the Contract, if Vendor contracts with R13 PC to provide services, Vendor must comply with all requirements relating to criminal history information required by TEX. EDUC. CODE Chapter 22. Vendor must also ensure subcontractors’ compliance with TEX. EDUC. CODE, Chapter 22 requirements Covered employees with disqualifying criminal history are prohibited from serving at R13 PC or at Member school district locations; Vendor and any subcontracting entity may not permit a “covered employee’ to provide services at a school if the employee has a “disqualifying criminal history” (as those terms are defined below). If Vendor receives information that a covered employee has a reported disqualifying criminal
Criminal History Review. 2.18.5.1 Any person directly or indirectly employed by the Charter School including contractors and subcontractors who perform work at the Charter School must provide verification of criminal clearance for any crime punishable as a felony or any crime related to theft or the misappropriation of funds.
Criminal History Review. Attachment–SB 9
Criminal History Review. Charter Operator shall adhere to all applicable federal, state, and local laws, regulations, and policies concerning criminal history review of board members, employees and subcontractors, as well as persons associated with Charter School who are engaged in direct processing of Charter School funds. All costs associated with the criminal history review shall be the responsibility of Charter Operator, although Charter Operator may assign the responsibility to pay for those costs to those persons undergoing the criminal history review.
Criminal History Review. Vendor shall ensure, to the greatest extent possible, that individuals with any record of engaging in child or elder abuse or neglect, or having any other issues that affects their suitability for employment do not provide the Services under this Agreement. Prior to receipt of funds under this Agreement, the Vendor must demonstrate to the satisfaction of Local Partnership that it has a process in place for reviewing the background of all employees engaged in providing the Services under this Agreement to include at a minimum a Department of Social Services Central Registry and South Carolina Law Enforcement Division check.
