Criminal Reference Checks. Criminal reference checks, if required by statute or regulations for current employees, will be paid by the Employer.
Criminal Reference Checks a) The Board shall ensure that all records and information (including offence declarations and C.P.I.C. records) obtained pursuant to regulation 521/01 of the Education Act or any other subsequent regulation or law dealing with the same matter are stored in a secure location and in a confidential manner. Access to such records and information shall be limited to the designated Board Employees, who are not members of the Local.
b) The Board shall consult with the Local regarding any changes to the Board’s operating procedures with respect to criminal reference checks and any changes the Board makes to the offence declaration form.
c) The Board shall not release any information about a Teacher obtained pursuant to the Regulation 521/01, or any subsequent regulation or law dealing with the same subject matter, except for the purpose of exercising its legal rights or obligations.
Criminal Reference Checks. Criminal reference checks for employees, which may be required by the Home pursuant to provincial legislation, will be paid by the Home. It is understood that this provision does not apply to pre-employment criminal reference checks, and that any employee subsequently hired would not be eligible for reimbursement for any related costs.
Criminal Reference Checks. The Board shall administer the collection of Offence Declaration each year. All information collected shall be stored in the same location as a teacher’s Criminal Police Information Check (CPIC) and shall be held under the same parameters and guidelines as the CPIC document.
Criminal Reference 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 Protection of Privacy Act. L23.02 Normal daily access to such records and information shall be limited to the Human Resources Administrator and those persons designated by the Director of Education. The Human Resources Administrator shall advise the bargaining unit President of the names of those so designated. Such personnel shall not be members of the bargaining unit.
Criminal Reference Checks. 21.01 The Board shall pay the cost of the first criminal record check in respect of an incumbent teacher in 2003, provided the teacher participates in the process operated by the Ontario Education Services Corporation.
21.02 Access to and the use and disclosure of records and information (including offense 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 Protection of Privacy Act.
21.03 Normal, daily access to such records and information shall be limited to the Human Resources Administrator and those persons designated by the Director of Education . The Human Resources Administrator shall advise the bargaining unit President of the names of those so designated. Such personnel shall not be members of the bargaining unit.
Criminal Reference Checks. 6:05:01 The Board shall collect and manage personal documents relating to criminal background checks and offences declarations in a secure manner that provides for confidentiality and privacy. Access to such records and information shall be limited to the Superintendent responsible for Human Resources and/or Employee Relations and/or designate. The Superintendent shall upon request, advise the Bargaining Unit President of the names of those so designated. Such personnel shall not be members of the Bargaining Unit.
6:05:02 Any disciplinary action related to Criminal Background Check or Offence Declaration may be subject to a grievance.
Criminal Reference Checks a) The Board shall ensure that all records and information (including Offence Declarations and C.P.I.C. records) obtained pursuant to regulation 521/01 of the Education Act or any other subsequent regulation or law dealing with the same matter are stored in a secure location and in a confidential manner. Access to such records and information shall be strictly limited to the Superintendent of Human Resources and/or designate or any other person required by law.
b) The Board shall consult with the Local regarding any changes to the Board’s operating procedures with respect to criminal reference checks and any changes the Board makes to the offence declaration form.
c) The Board shall not release any information about a teacher obtained pursuant to the Regulation 521/01, or any subsequent regulation or law dealing with the same subject matter, except for the purpose of exercising its legal rights or obligations.
d) The Union and teacher shall be provided with reasonable advance notice as to how the Board intends to proceed to deal with positive results of a criminal background check or offence declaration. The teacher shall be given the opportunity to present relevant information. Any interviews will be conducted on a confidential basis and any information obtained shall not be used or disclosed except when necessary. The Union shall be entitled to participate in the meeting.
Criminal Reference Checks a) The Board shall ensure that all records and information (including offence declarations and C.P.I.C. records) obtained pursuant to regulation 521/01 of the Education Act or any other subsequent regulation or law dealing with the same matter are stored in a secure location and in a confidential manner. Access to such records and information shall be limited to the designated Board employees, who are not members of the Union.
b) The Board shall not release any information about an Employee obtained pursuant to the Regulation 521/01, or any subsequent regulation or law dealing with the same subject matter, except for the purpose of exercising its legal rights or obligations.
Criminal Reference Checks. All new employees are responsible to pay for their first criminal reference check at time of hire and as a condition of employment. for subsequent yearly random criminal reference checks will also be responsibility of the employee. The Employer will, however, pay for any second additional random criminal reference check if so requested or required in any calendar year.
