CRIMINAL RECORDS CHECKS ON EMPLOYEES. EduTech shall ensure that all applicable criminal records/background check laws and any hiring restriction imposed by those laws are adhered to and satisfied throughout the duration of this Agreement. EduTech agrees to comply with the provisions of Education Code Section 33192 regarding fingerprint background checks for EduTech’s employees and independent contractors who have direct contact with the School’s students. EduTech will not permit any of its employees or independent contractors to have any contact with any student until EduTech verifies in writing to School that such person has not been charged with a felony, as defined in Education Code section 33192, or convicted of a felony or misdemeanor.
CRIMINAL RECORDS CHECKS ON EMPLOYEES. The ESC shall ensure that all applicable criminal records/background check laws and any hiring restriction imposed by those laws, including but not limited to those set forth in R.C. Chapter 3319, are adhered to and satisfied in its hiring and employment of all personnel providing services under this Agreement.
CRIMINAL RECORDS CHECKS ON EMPLOYEES. Provider shall ensure that each employee having responsibility for the care, custody, or control of a student being provided with services under this Agreement submits to criminal records check. Ohio law prohibits the Board from hiring persons who have been convicted of certain offenses or who fail to provide the information necessary for a record check, including a set of fingerprint impressions. A record check shall be requested on applicants who will be offered positions under the terms of this Agreement. The employment offer, however, is contingent upon the findings of the report. In the event a person has been employed prior to the Provider having received an unacceptable report, such person shall be dismissed immediately. Applicants shall be required to disclose any conviction, if the nature of such conviction has a direct relationship to the position. Such disclosure will include the crime for which the applicant was convicted, the date, and the court. R.C. 3319.39(B) prevents the Board from hiring any person convicted of criminal offenses, including but not limited to the following: Murder, Assault, Kidnapping, Rape, Sexual Offenses, Abuse, Neglect, Weapons Offenses and Drug Offenses. A copy of the list of offenses will be made available upon request. Failure to report a conviction that appears on the report shall be grounds for disqualification and/or dismissal.
CRIMINAL RECORDS CHECKS ON EMPLOYEES. The MAHONING COUNTY HIGH SCHOOL will ensure that all applicable criminal records/background check laws and any hiring restriction imposed by those laws, including but not limited to those set forth in R.C. Chapter 3319, are adhered to and satisfied.
CRIMINAL RECORDS CHECKS ON EMPLOYEES. EduTech shall ensure that all applicable criminal records/background check laws and any hiring restriction imposed by those laws are adhered to and satisfied.
CRIMINAL RECORDS CHECKS ON EMPLOYEES. Provider shall ensure that each employee having responsibility for the care, custody, or control of a student being provided with services under this Agreement submits to criminal records check. Ohio law prohibits the Board from hiring persons who have been convicted of certain offenses or who fail to provide the information necessary for a record check, including a set of fingerprint impressions. A record check shall be requested on applicants who will be offered positions under the terms of this Agreement. The employment offer, however, is contingent upon the findings of the report. In the event a person has been employed prior to the Provider having received an unacceptable report, such person shall be dismissed immediately. Applicants shall be required to disclose any conviction, if the nature of such conviction has a direct relationship to the position. Such disclosure will include the crime for which the applicant was convicted, the date, and the court.
