Police Record Check Sample Clauses

Police Record Check. Should the Employer require nurses to obtain a Police Record Check, the Employer shall reimburse the full cost associated with obtaining such Police Record Check to the nurse(s). Should the Employer require nurses to obtain a Police Records Check the information provided in the Police Records Check shall only be considered if it impacts on the bona fide occupational requirements of the position. The Police Records Check will only be viewed by Human Resource Associates, Labour Relations staff or Directors in the Human Resources Department. It will be placed in a sealed envelope in the nurse’s personnel file.
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Police Record Check. If required by Provincial regulation all employees shall annually complete a Police Records check, the cost of which shall be borne by the Employer.
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Police Record Check. This position requires a satisfactory National Police Check. • CDH will not make a formal offer of employment until a candidate provides this document.
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Police Record Check. 5.1 The Board will cover the cost of the Police Record Check for all incumbent teachers who participate in the "check" offered by the Ontario Education Services Corporation. If the teacher wishes to obtain a Police Record Check on his or her own, the teacher will be responsible for this expense.
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Police Record Check. This position requires a satisfactory National Police Check. • CDH will not make a formal offer of employment until a candidate provides this document. As the incumbent of this position, I acknowledge that I have read this Position Description, understand its contents and agree to work in accordance with the contents therein. I understand that other duties may be directed from time to time. I understand and accept that I must comply with the policies applicable to CDH. I agree to observe the Public Sector Code of Conduct and policy on confidentiality of commercial and patient information or such sensitive information that I may come across in the course of my employment. Name: Signature: Date:
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Police Record Check. Upon the request of the organization, the volunteer agrees to obtain and submit a police records check and will renew such security check upon request of the Organization. The organization, in its sole discretion, will determine whether such offences pose an unacceptable risk to the safety and security of the organization and its members and may terminate this Agreement immediately. Failure to participate in the submission of a police records check will result in ineligibility to volunteer with the organization. Responsibilities of the Volunteer The Volunteer will: Comply with the By-laws, policies, procedures, rules and regulations of the organization, including complying with any contracts or agreements executed with or by the organization Devote their full time and attention during volunteer hours to the business and interests of the organization Complete the duties as described in Appendix “A”, if any. <attach to document if applicable> Comply with the following expected standard of ethical conduct at all times, while volunteering with the organization: Demonstrate through words and actions the spirit of sportsmanship, sports leadership and ethical conduct Treat others with respect and refrain from negative or disparaging remarks or conduct Ensure the rules of <enter sport> and the spirit of such rules are adhered to Avoid and reject the non-medical use of drugs or methods Consume alcohol and tobacco products responsibly in association with organization events Refrain from any behaviour that constitutes harassment, where harassment is defined as comment or conduct directed towards an individual or group, which is offensive, abusive, racist, sexist, degrading or malicious Refrain from any behavior that constitutes sexual harassment, where sexual harassment is defined as unwelcome sexual advances or conduct of a sexual nature Refrain from the use of power or authority in an attempt to coerce another person to engage in inappropriate activities Adhere to all Federal, Provincial, Municipal or host country laws Upon the approval of the organization, the volunteer will be reimbursed for reasonable out-of-pocket expenses properly incurred in the course of volunteering for the Organization payable in accordance with the organization’s established procedures and approved rates upon the volunteer submitting an expense claim and applicable receipts. Confidential information includes, but is not limited to, software, know-how, trade secrets, technical personal inf...
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Police Record Check a) The Board shall collect and manage personal documents relating to a Police Record Check and offence 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 designate. The Superintendent shall, upon request, advise the Bargaining Unit President of names of those so designated. Such personnel shall not be members of the Bargaining Unit. b) Any disciplinary action related to a Police Record Check or Offence Declaration may be subject to a grievance. c) The Board shall release and report information to the College of Teachers as required under government Acts and Regulations. The Board shall inform the member(s) and the Teachers’ Bargaining Unit President that information has been sent to the College of Teachers at the time of disclosure.
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Police Record Check. All new hires shall be required to provide a police record check at their expense as a condition of employment. Current employees shall be required to provide a police record check at the Employer's expense, on an annual basis, no later than January 31.
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Police Record Check. Should the Employer require nurses to obtain a Police Record Check, the Employer shall reimburse the full cost associated with obtaining such Police Record Check to the nurse(s). Should the Employer require nurses to obtain a Police Records Check the information provided in the Police Records Check shall only be considered if it impacts on the bona fide occupational requirements of the position. The Police Records Check will only be viewed by designated employees in Human Resources and Citizen Service. It will be placed in a sealed envelope in the nurse’s personnel file. A RTICLE 4 – UNION COMMITTEES AND REPRESENTATIVES 4.1 The Employer agrees to recognize the following representatives of the Union: (a) A negotiating committee of not more than three (3) nurses employed by the Home. (b) A grievance committee of not more than three (3) nurses employed by the Home. (c) Nurse representatives in the Home's employ to assist nurses in the presentation of any grievances that may arise if the nurse representative's assistance is requested by the aggrieved nurse. (d) Meetings of a Union Management committee comprising of not more than three (3) nurses and three (3) Employer representatives may be held as required at times to be mutually arranged, but not normally more often than once a month. The party requesting the meeting shall make a request in writing and shall at the same time advise the other party of the matters it wishes to discuss. It is agreed that such meetings are for the purpose only of discussing matters of mutual interest and for the free exchange of information. It is not the intent of this provision to replace or circumvent the grievance procedures established in this agreement. The Union shall make their request for a Union Management committee meeting to the Manager, Resident Care, when the subject matter relates only to professional nursing matters. The Chairperson for this committee shall be appointed on an alternating basis by the Home and the Union. 4.2 The Union committee shall have the right to have the assistance of a representative or consultant of the Ontario Nurses’ Association. 4.3 The Union will provide the Employer with the names of its committee members, officers and nurse representatives and shall keep such lists up to date at all times. 4.4 Four (4) hours with pay per month is to be granted to the Bargaining Unit President for the purpose of conducting union business. Such time shall be spent on the Home premises at a mutually agr...
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Related to Police Record Check

  • Personnel Records Section 1. Each Agency shall maintain one (1) official personnel file for each employee, located at the primary Human Resources office for the Agency. For purposes of this Article, “Agency” shall include health-related licensing boards and institutions that maintain the official personnel files for their employees. Where the personnel records are maintained on microfiche/microfilm, the personnel file will include both microfiche/microfilm and any material not yet copied. Upon reasonable notice, an employee may inspect the records, excluding any confidential reports from previous employers, in his/her official Agency personnel file or supervisory working file; provided that, if the official personnel file or supervisory working file is kept at a separate facility, the employee shall, at the Agency’s discretion, either be allowed to go where the file is kept or the file will be brought to the employee for review within five (5) days of his/her request. With the employee’s written authorization, his/her Union Xxxxxxx may inspect the employee’s official personnel file, and supervisory working file, consistent with the time requirements provided herein. If the supervisory working file cannot be made available due to the absence of a supervisor, extensions of up to ten (10) days will be granted. No grievance material shall be kept in an employee’s official personnel file. Section 2. No information reflecting critically upon an employee except notices of discharge shall be placed in the employee’s official personnel file that does not bear the signature of the employee. The employee shall be required to sign material to be placed in his/her official personnel file provided the following disclaimer is attached: “Employee’s signature confirms only that the supervisor has discussed and given a copy of the material to the employee. The employee’s signature does not indicate agreement or disagreement with the contents of this material.” If an employee is not available within five (5) working days or refuses to sign the material, the Agency may place the material in the file, provided a statement has been signed by two (2) management representatives and a copy of the document was mailed certified to the employee at his/her address of record or hand delivered to the employee. Section 3. Employees shall be entitled to prepare and provide copies of any written explanation(s) or opinion(s) regarding any critical material placed in his/her official personnel file or supervisory working file. The employee’s explanation or opinion shall be attached to the critical material and shall be included as part of the employee’s official personnel record or supervisory working file so long as the critical materials remain in the file. Where the personnel records are maintained on microfiche/microfilm, the explanation or opinion will be placed next to or in closest possible proximity to the critical material. Section 4. An employee may include in his/her official personnel file a reasonable amount of relevant material such as letters of commendation, licenses, certificates, college course credits, and other material which relates creditably on the employee. This material shall be retained for a minimum of three (3) years except that licenses, certificates, or college credit information may be retained so long as they remain valid and relevant to the employee’s work. Section 5. Material reflecting caution, consultation, warning, admonishment, and reprimand shall be retained for a maximum of three (3) years. Such material will, at the employee’s request, be removed after twenty-four (24) months, provided there has been no recurrence of the problem or a related problem in that time. Earlier removal will be permitted when requested by an employee and if approved by the Appointing Authority. Material relating to disciplinary action recommended, but not taken, or disciplinary action which has been overturned and ordered removed from the official personnel file(s) on final appeal, shall be removed. Incorrect material will be removed, upon request, from an employee’s personnel file. (See Article 85--Position Descriptions and Performance Evaluation.) Section 6. Upon written request by the employee, the Agency will make a good faith effort to return material removed from the official personnel file to the employee. A copy of the request will be maintained in the official personnel file.

  • Criminal Records Bureau Checks The Academy shall comply with the requirements of paragraph 4 of the Schedule to the Education (Independent School Standards) (England) Regulations 2003 (as amended) in relation to carrying out enhanced criminal records checks, obtaining enhanced criminal records certificates and making any further checks, as required and appropriate for members of staff, supply staff, individual Governors and the Chair of the Governing Body.

  • Contractor Records The Contractor shall make, keep, maintain, and, upon request, provide to the UCRC or its agents or designees a complete file of all materials or records required in Exhibit A, Verification Plan. This provision survives termination of this SCIA until completion of the Pilot Program.

  • Access to Personnel Records Upon written request to the Chief of Police, an employee shall have access to that employee's records during normal office hours of the records custodian. Such access to personnel records shall be within a reasonable time of said request. Such request shall not interfere with the employee's regularly scheduled working hours. Review of the records shall be made in the presence of the Chief or the Chief's designated representative.

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