CRIMINAL RECORDS CHECKS. The Employer agrees to the treatment of criminal records checks in accordance with the Criminal Records Review Act of BC.
CRIMINAL RECORDS CHECKS. Access to and the use and disclosure of records and information (including offence declarations and 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 the Protection of Privacy Act. Normal, daily access to such records and information shall be limited to the Coordinator of Human Resources and those persons designated by the Director of Education. The Coordinator shall advise the bargaining unit President of the names of those so designated. Such personnel shall not be members of the bargaining unit.
CRIMINAL RECORDS CHECKS. Section 1. The University may require a state or nationwide criminal records check for any GTF when required by a federal or state law regulation or when the GTF:
a. Has direct access to persons under 18 years of age or to student residence facilities because the person’s work duties require the person to be present in the residence facility;
b. Is providing information technology services and has control over, or access to, information technology systems that would allow the person to harm the information technology systems or the information contained in the systems;
c. Has access to information, the disclosure of which is prohibited by state or federal laws, rules or regulations or information that is defined as confidential under state or federal laws, rules or regulations;
d. Has direct access to hazardous chemicals and materials and other substances controlled by state or federal laws or regulations;
e. Has access to laboratories, nuclear facilities or utility plans to which access is restricted in order to protect the health or safety of the public;
f. Has fiscal responsibilities as one of the person’s primary responsibilities; or
g. Has access to personal information about employees or members of the public including Social Security numbers, dates of birth, driver license numbers, medical information, personal financial information or criminal background information.
Section 2. For the purpose of requesting a state or nationwide criminal records check, the
Section 3. A GTF will cooperate with the University in the conduct of a criminal records check. Failure to cooperate may result in disciplinary action pursuant to Article 16 of this Agreement.
Section 4. The University will pay for criminal records checks requested by the University.
Section 5. A GTF may be subject to discipline based on the results of a criminal records check pursuant to Article 16 of this Agreement.
CRIMINAL RECORDS CHECKS. The Employer shall pay the cost of a criminal record check, as required by the Community Care Facilities Branch, for any regular or auxiliary employee. The Employer shall not discriminate against an employee or intended employee because of a criminal record check finding that is unrelated to the employment or intended employment of a person as stated under Section 8 of the Human Rights Act of B.C. The Employer further agrees to ensure the secure storage of criminal records checks and that access to said checks be restricted to a specified designate of the Employer.
CRIMINAL RECORDS CHECKS. An employee shall, at the Employer’s request and cost, submit to a criminal record check. The Employer may refuse an application for employment or terminate an employee should the criminal record check reveal a conviction(s) related to the employment of the employee or the employment for which application has been made or where the conviction(s) is contrary to a bona fide occupational requirement.
CRIMINAL RECORDS CHECKS. As a condition of employment, when an employee is hired they must obtain a criminal records check as required by the Community Care Facilities Branch. Any costs incurred in obtaining such record checks shall be paid by the employee. If any subsequent criminal records checks are required by the Community Care Facilities Branch or by the University, the University shall cover any costs incurred. The University agrees to ensure the secure storage of criminal records checks and that the contents of such criminal records checks will remain strictly confidential.
CRIMINAL RECORDS CHECKS. All employees newly employed by the District shall be conditionally employed until the Board receives the results of a criminal records check from both the Bureau of Criminal Identification and Investigation and the Federal Bureau of Investigation. If such report indicates the individual does not qualify for employment as defined in Revised Code Section 3319.31 (B)(1), the individual shall be informed that he/she is being released from conditional employment and the reason, i.e., the report from Bureau of Criminal Identification and Investigation or the Federal Bureau of Investigation, for the release. No individual released from conditional employment under this section, nor the Association or any other agency or individual acting upon the conditional employee’s behalf, shall have the right to bring a grievance or request arbitration or initiate any other legal proceeding to contest a conditional employee’s release from conditional employment by the Board.
CRIMINAL RECORDS CHECKS. Except as provided by Governor’s executive order or state or federal law as implemented by Agency rule of policy, the Employer will not require a criminal records check on any current employee or 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 the Union. Upon notification, the Union may demand to bargain pursuant to the law 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. 1. The parties acknowledge that R.C. 3319.31, 3319.39 and 3319.391 require each employee of the Board to submit to periodic criminal records checks through the Bureau of Criminal Identification and Investigation (BCII) and the Federal Bureau of Investigation (FBI).
2. The Superintendent or designee will send employees a general reminder at least 45 days prior to the expiration of the BCI/FBI report that employees need to submit fingerprint impressions for purposes of a criminal records check for the next school year. The employee shall have until one week before expiration to have an updated report submitted to ODE and to the Superintendent’s office.
CRIMINAL RECORDS CHECKS. A. School bus drivers must have a Criminal Records Check completed currently and every two years thereafter while employed by the schools as a bus driver.
B. To obtain the records check, drivers need to pick-up the appropriate form from the Board of Education Office or Transportation Supervisor's Office and take it to the Sheriff's Office. Upon the receipt of the report at the Board Office and the payment of the fee (money order payable to: Treasurer, State of Ohio), your form, report, and fee will be submitted to the State of Ohio. Upon presentation of the above documents to the secretary in the Board of Education Office, a voucher will be processed for the reimbursement of the fee within three days.
C. Upon the Board of Education's receipt of the Records Check from the State of Ohio, a copy of the Records Check will be provided to the driver. The presence of any felony violation as stated in the appropriate statute shall exclude a driver from school bus driving.
D. School bus drivers are the only currently employed employees who are covered by this law. However, if the law is changed to include other currently employed classified employees, they too would be covered.
