Criminal Records Check. 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 Check. Pursuant to 105 ILCS 5/10-21.9, boards of education are prohibited from knowingly employing a person who has been convicted of committing or attempting to commit the named crimes therein. If a fingerprint based criminal records check required by Illinois law is not completed at the time this Contract is signed, and the subsequent investigation report reveals there has been such a conviction, this Contract shall immediately become null and void.
Criminal Records Check. The College will, only with the written authorization of the employee, notify the Association when the College has received notice that a criminal records check reveals that an employee has been charged with or convicted of a “relevant offence” under the Criminal Records Review Act.
Criminal Records Check. The Supplier covenants and agrees that it will not engage any employee or other person to perform services for the Supplier who may come into direct contact with students or other vulnerable person on a regular basis, or who may have access to student or other vulnerable person’s information to provide services hereunder, where such Supplier’s employee or other person has been charged with or convicted of an offence the nature of which may be construed as jeopardizing the safety and well-being of the students or other vulnerable person of the Client. For the purposes of this CSA, the Client shall determine in its sole and unfettered discretion whether an employee of the Supplier or such other person may come into direct contact with students or other vulnerable persons on a regular basis or have access to student or other vulnerable person’s information and whether or not any such offence is of a nature which may be construed as jeopardizing the safety and well-being of students or other vulnerable persons. The Supplier covenants and agrees to retain on file at its head office a criminal background check covering convictions, charges and occurrences under the Criminal Code, the Controlled Drugs and Substances Act, the Cannabis Act (Canada) and any other convictions, charges and occurrences which would be revealed by:
(a) the criminal record and judicial matters check of the automated Criminal Records Retrieval System maintained by the Royal Canadian Mounted Police (“RCMP System”); and
(b) a vulnerable sector check of the RCMP System; for every employee of the Supplier or other person who will perform services for the Supplier who may come into direct contact with students or other vulnerable persons on a regular basis or who may have access to student or other vulnerable person’s information (collectively, a “Criminal Background Check”), together with an Offence Declaration, in a Client-approved form, prior to the occurrence of such possible direct contact or prior to having access to student or other vulnerable person’s information and on or before September 1st each year thereafter with respect to Offence Declarations. The Supplier agrees to indemnify and save harmless the Client from all claims, liabilities, expenses and penalties to which it may be subjected on account of: the Supplier engaging an employee or other person to perform services in contravention of this Section 12.5, or the Supplier’s failure to retain a Criminal Background Check or an Off...
Criminal Records Check. It is acknowledged by the Xxxxxxxx Xxxxx Education Association/OEA/NEA that the Board may employ individuals prior to receipt of a Criminal Records Investigation Report, as required by the Ohio Revised Code. It is expressly agreed between the Board and the Xxxxxxxx Xxxxx Education Association/OEA/NEA that the Board may discharge any employee who is employed prior to receipt of the Criminal Records check, if the subsequent Criminal Records check contains a report of any of the offenses outlined in Ohio Revised Code which prohibit, by law, the Board from employing the individual. If any discharge of a teacher must occur, the mandates of R.C. §3319.16 (Termination Statute) shall not be required.
Criminal Records Check. The parties acknowledge that R.C. §3319.39 requires the Board of Education to release from employment someone who has been hired subject to the condition that he or she have a clean record on a criminal records check. If the records check on such a person discloses a conviction or guilty plea that disqualifies the person from employment in a position in this bargaining unit, the following procedures shall be followed:
a. Upon receipt of the report from the Bureau of Criminal Identification and Investigation and the Federal Bureau of Investigation, the Superintendent or designee shall give the person a copy of the report and written notice of the Superintendent’s intention to release the employee from employment pursuant to R.C. §3319.
Criminal Records Check. A. In the event a person new to the district is employed by the Board before the results of a criminal records check have been received by the Board and the records check establishes that the person has a conviction that under Ohio’s criminal records statute disqualifies him/her from employment, the person’s employment will be void and automatically end without the necessity of action by the Board.
B. Candidates for employment are responsible for the costs associated with the initial required BCII/ and FBI background checks.
C. If the member chooses to have their fingerprints taken at the Board Office, the cost of BCII and/or FBI background checks required by the State of Ohio shall be paid by the Board.
Criminal Records Check. It is the Employer’s responsibility to maintain all records and documents related to an employee’s Criminal Record Check. Should the Employer lose, misplace or be unable to locate or produce a submitted criminal records check for an employee covered by this agreement, the full cost of a new Criminal Record will be borne by the Employer.
Criminal Records Check. Notwithstanding paragraph 20a, Contractor will provide verification of criminal records check and fingerprinting for any Contractor, sub-contractor, officer, agent or employee who may, by the nature of the Work, have direct, unsupervised contact with students while on the ESD/School District property. Cost of the records check and fingerprinting shall be born by the Contractor. No work may proceed until the ESD receives verification of a satisfactory criminal records check.
Criminal Records Check. 23.01 Access to and the use and disclosure of records and information (including offence declarations and the CPIC records) obtained pursuant to Regulation 521/01 of the Education Act shall be consistent with the provisions of the Municipal Freedom of Information and protection of Privacy Act.
