Screening and Background Checks. Supplier shall, at no additional expense to Health Net, and prior to placing any Supplier Personnel at Health Net or on the Health Net account, complete background checks for all such personnel, Terms and Conditions 12 Health Net / Cognizant Confidential Final Execution Version excluding Transitioned Employees (“Background Checks”). Background Checks shall include, without limitation, verification of work history, I-9 completion (to the extent required by the laws of the United States), reference checks from at least three (3) prior employers (if such personnel have had three prior employers, and if not then from such personnel’s prior employers), drug testing and such other background checks as Health Net may request. Checks shall also identify State, county, federal and other applicable jurisdictions felonies and misdemeanor convictions and verify the social security number of such personnel, if applicable to such personnel. The personnel will be asked for education and, with respect to United States resident personnel, the last seven (7) years of residences. Subject to applicable Law, Supplier Personnel may be tested for drugs and/or alcohol whenever Supplier or Health Net has reasonable suspicion that the personnel is under the influence of drugs and/or alcohol in the workplace or has violated the substance abuse policy. Such personnel have the right to refuse to submit to drug or alcohol testing; however, any personnel who does so will be subject to removal from the Health Net account. Results of Background Checks and drug testing will remain Supplier’s Confidential Information and will not be provided to Health Net, but any negative or questionable Background Check or drug test of a personnel will require Supplier to remove or not assign such personnel. Supplier shall hire all Supplier Personnel and other personnel involved in the Health Net account strictly in accordance with all Laws applicable to the hiring and employment of individuals including, without limitation, the Fair Labor Standards Act, Immigration Reform and Control Act and all equal employment opportunity Laws.
Screening and Background Checks. The Supplier at its sole cost and expense, will conduct background checks (including national fingerprint record checks and drug testing), criminal history investigations and related screening on all employees, contractors and subcontractors proposed to be assigned to perform Services prior to such assignment in accordance with the Supplier’s applicable policies and procedures and subject to VITA Rules; provided that, VITA or any other particular Customer may elect to conduct such background checks (including national fingerprint record checks) themselves in lieu of the Supplier, in which case the Supplier will reimburse VITA or the applicable Customer for the costs incurred in performing such background checks. Any background checks conducted by the Supplier must be no less stringent than and must comply with the background checks and related screening requirements set forth in VITA Rules (or as otherwise required by VITA and the applicable Customer, as communicated to the Supplier) for which the Services will be performed, as such standards are in effect as of the Effective Date, subject to any changes thereto during the Term. On a regular basis, the Parties will review changes in the background check criteria. The Supplier will not engage any employee, contractor or subcontractor in the performance of Services if the results of such person’s background check and screening do not meet the criteria acceptable to VITA and the requirements of the applicable Customer as set forth in VITA Rules (or as otherwise required by VITA or the applicable Customer and communicated to the Supplier). All the Supplier employees, contractors and subcontractors (regardless of whether such persons were Transitioned Personnel) assigned to perform the Services will be subject to background checks meeting the qualifications of this Section 5.3 (Screening and Background Checks) and any other requirements (e.g., location-specific requirements or Customer-specific requirements) provided in any VITA Rules, at any time throughout the Term. The Supplier will immediately remove from the VITA account any Supplier employee, contractor or subcontractor whose background check results do not meet the requirements of VITA or the other applicable Customers.
Screening and Background Checks. GQR will screen Assigned Employees, as outlined in Exhibit C and in compliance with state and federal law with the following; (i) background checks, as within standard in the industry of the last seven years of residence and employment; (ii) drug screens; (iii) standard medical requirements, not limited to immunizations and physicals; (iv) license, as applicable; and (v) certifications. GQR strives to ensure top quality Assigned Employees, and such screening will provide compliance across the board. In the event that the Client warrants further screening outside of the standard herein, it will be upon mutual confirmation between both Client and GQR as confirmed within Exhibit C to the Agreement, where applicable, and in accordance with applicable federal, state, and local law.
Screening and Background Checks. [***] INDICATES MATERIAL THAT HAS BEEN OMITTED AND FOR WHICH CONFIDENTIAL TREATMENT HAS BEEN REQUESTED. ALL SUCH OMITTED MATERIAL HAS BEEN FILED WITH THE SECURITIES AND EXCHANGE COMMISSION PURSUANT TO RULE 24b-2 PROMULGATED UNDER THE SECURITIES EXCHANGE ACT OF 1934, AS AMENDED. Service Provider shall, at its expense, maintain a program to provide reasonable assurance that its Personnel performing the Services are trustworthy and reliable.
i) All Personnel: Subject to applicable Law and availability in the relevant jurisdiction, the following are required for all Personnel: Local Criminal History Research [***] Years of Residence Names to be searched; date of birth; SSN; and all information regarding jurisdictions to be searched Social Locator Full name and SSN (or equivalent in countries outside of the United States) Education Verification Correct name of school; address (at least city and state); year of graduation; last year attended; campus attended; name of applicant; all former names; date of birth; SSN; degree earned; name on degree Driving Record (if driving a WG vehicle) Drivers license number; names as appears on driver’s license; state of license; SSN; date of birth Credit Report (if handling WG funds) SSN; current address; date of birth
ii) Leak Call Services. In addition to the requirements of Section 12.2.5(i), Service Provider shall, at its expense, maintain a program to provide reasonable assurance that its Personnel performing Leak Call Services and Personnel managing the Leak Call Services are trustworthy and reliable. Service Provider may not use Personnel to perform such functions if Service Provider obtains information indicating such Personnel has tested positive for controlled substances, tested at or above .04 breath alcohol concentration, or refused to test. Such program, administered by an independently audited lab, shall consist of:
1. All collection, transportation, testing procedures, test evaluation measures, quality control measures applicable to laboratories, medical review officers, record keeping, and reporting of drug test results will conform to the U. S. Department of Health and Human Services’ “Mandatory Guidelines for Federal Workplace Programs”, 49 CFR Part 40.
2. A policy and procedure for conducting the controlled substance and alcohol tests as approved by WG that describes how the tests will be conducted, when they will be conducted, and how records will be audited and retained, including confirmation of all positi...
Screening and Background Checks. Integrated Supplier shall, at its expense, maintain a program to provide reasonable assurance that its Personnel performing the Services are trustworthy and reliable.
i) All Personnel: Subject to applicable Law and availability in the relevant jurisdiction, the following are required for all Personnel:
Screening and Background Checks. Comensura shall require the Panel Vendors to perform or cause to be performed background checks on all Temporary Workers prior to assigning them to or placing them with any Organisation. Such background checks shall include the following: - A minimum of two (2) years referencing, one reference the Panel Vendor shall use reasonable endeavours to obtain from the current or last employer; - Check history and evidence continuity of employment; - Evidence of their eligibility to work within the United Kingdom in accordance with the Asylum and Immigration Act. - Where applicable as advised by the Organisation, evidence of current Criminal Records Bureau disclosure certificate; - Where applicable as advised by the Organisation, evidence of a POCA & POVA certificate; - Copies of relevant professional qualification certificates where appropriate; - Reasonably verify the Temporary Worker’s past qualifications and relevant experience in line with best industry practice and current legislative and regulatory requirements The Panel Vendor shall be responsible for the reasonable costs associated with such screening.
Screening and Background Checks. Supplier shall perform the screening, Background Checks and drug testing described in Schedule T (Background Checks) for all Supplier Personnel; provided, however, that (a) Supplier may omit the drug testing required under Section 2(i) Schedule T (Background Checks) for certain Approved Subcontractors in its reasonable discretion where such testing is not otherwise required by Supplier’s internal compliance and subcontracting policies; and (b) Supplier may omit other requirements of Schedule T (Background Checks) for Approved Subcontractors so long as screening and Background Checks performed by Approved Subcontractors comply with applicable Law and are substantially similar to the other screening and Background Checks described in Schedule T (Background Checks).
Screening and Background Checks. Staffing Company shall perform or cause to be performed, prior to the applicable Order Start Date of any Temporary Worker, the following:
1) Resume Verification. Verification of all information on such Temporary Worker’s resume including minimum two (2) reference checks, education history, and employment history
