Common use of Sexual Misconduct Employment History Check Clause in Contracts

Sexual Misconduct Employment History Check. In addition to the criminal background check process above, as of July 1, 2023, the effective date of Public Act 102-0702, for all applicants seeking to perform services for Provider on assignment to the District, Provider shall complete an employment history check for sexual misconduct. Provider agrees to comply with 105 ILCS 5/22-94 and ensure and certify the following: (1) Provider has no knowledge or information pertaining to the applicant that would disqualify the applicant from employment; (2) the applicant swears or affirms that the applicant is not disqualified from employment; (3) the applicant completes and provides the template employment history form to be developed by the Illinois State Board of Education regarding the applicant; and (4) any other applicable requirements set forth by the statute. Further, Provider will not assign an individual to perform services if Provider has knowledge of any instance in which the individual to be performing service 1) has been the subject of a sexual misconduct allegation unless a subsequent investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated; 2) has ever been discharged, asked to resigned from, resigned from, or otherwise been separated from any employment, removed from a substitute list, been disciplined by an employer or had an employment contract not renewed, due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded or unsubstantiated; or 3) has ever had a license or certificate suspended, surrendered, or revoked due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated. Prior to assigning an individual to perform services, Provider will notify the District if any of the above-referenced incidents apply.

Sexual Misconduct Employment History Check. In addition to the criminal background check process above, as of the July 1, 2023, the effective date of Public Act 102-0702, for all applicants seeking to perform services for Provider on assignment to the District, Provider shall complete an employment history check for sexual misconduct. Provider agrees to comply with 105 ILCS 5/22-94 and ensure and certify the following: (1) Provider has no knowledge or information pertaining to the applicant that would disqualify the applicant from employment; (2) the applicant swears or affirms that the applicant is not disqualified from employment; (3) the applicant completes and provides the template employment history form to be developed by the Illinois State Board of Education regarding the applicant; and (4) any other applicable requirements set forth by the statute. Further, Provider will not assign an individual to perform services if Provider has knowledge of any instance in which the individual to be performing service 1) has been the subject of a sexual misconduct allegation unless a subsequent investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated; 2) has ever been discharged, asked to resigned from, resigned from, or otherwise been separated from any employment, removed from a substitute list, been disciplined by an employer or had an employment contract not renewed, due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded or unsubstantiated; or 3) has ever had a license or certificate suspended, surrendered, or revoked due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated. Prior to assigning an individual to perform services, Provider will notify the District if any of the above-referenced incidents apply.

Sexual Misconduct Employment History Check. In addition to the criminal background check process above, as of July 1, 2023, the effective date of Public Act 102-0702, for all applicants seeking to perform services for Provider on assignment to the District, Provider shall complete an employment history check for sexual misconduct. Provider agrees to comply with 105 ILCS 5/22-94 and ensure and certify the following: (1) Provider has no knowledge or information pertaining to the applicant that would disqualify the applicant from employment; (2) the applicant swears or affirms that the applicant is not disqualified from employment;; and (3) the applicant completes and provides the template employment history form to be developed by the Illinois State Board of Education regarding the applicant; and (4) any other applicable requirements set forth by the statute. Further, Provider will not assign an individual to perform services if Provider has knowledge of any instance in which the individual to be performing service 1) has been the subject of a sexual misconduct allegation unless a subsequent investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated; 2) has ever been discharged, asked to resigned from, resigned from, or otherwise been separated from any employment, removed from a substitute list, been disciplined by an employer or had an employment contract not renewed, due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded or unsubstantiated; or 3) has ever had a license or certificate suspended, surrendered, or revoked due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated. Prior to assigning an individual to perform services, Provider will notify the District if any of the above-referenced incidents apply.

Sexual Misconduct Employment History Check. In addition to the criminal background check process above, CONTRACTOR acknowledges as of July 1, 20232024, the effective date of Public Act 102-0702, for all applicants seeking to perform services Services for Provider Contractor on assignment to the District, Provider SCHOOL shall complete an employment history check for sexual misconduct. Provider Contractor agrees to comply with 105 ILCS 5/22-94 and ensure and certify the following: (1) Provider Contractor has no knowledge or information pertaining to the applicant that would disqualify the applicant from employment; (2) the applicant swears or affirms that the applicant is not disqualified from employment; (3) the applicant completes and provides the template employment history form to be developed by the Illinois State Board of Education regarding the applicant; and (4) any other applicable requirements set forth by the statute. Further, Provider Contractor will not assign an individual to perform services Services if Provider Contractor has knowledge of any instance in which the individual to be performing service Services: 1) has been the subject of a sexual misconduct allegation unless a subsequent investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated; ; 2) has ever been discharged, asked to resigned from, resigned from, or otherwise been separated from any employment, removed from a substitute list, been disciplined by an employer or had an employment contract not renewed, due to an adjudication or finding fining of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded or unsubstantiated; or or 3) has ever had a license or certificate suspended, surrendered, or revoked due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated. Prior to assigning an individual to perform servicesServices for the District, Provider Contractor will notify the District SCHOOL if any of the above-referenced incidents apply.

Sexual Misconduct Employment History Check. In addition to the criminal background check process above, as of July 1, 2023, the effective date of Public Act 102-0702, for all applicants seeking to perform services for Provider on assignment to the District, Provider shall complete an employment history check for sexual misconduct. Provider agrees to comply with 105 ILCS 5/22-5/22- 94 and ensure and certify the following: (1) Provider has no knowledge or information pertaining to the applicant that would disqualify the applicant from employment; (2) the applicant swears or affirms that the applicant is not disqualified from employment; (3) the applicant completes and provides the template employment history form to be developed by the Illinois State Board of Education regarding the applicant; and (4) any other applicable requirements set forth by the statute. Further, Provider will not assign an individual to perform services if Provider has knowledge of any instance in which the individual to be performing service 1) has been the subject of a sexual misconduct allegation unless a subsequent investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated; 2) has ever been discharged, asked to resigned from, resigned from, or otherwise been separated from any employment, removed from a substitute list, been disciplined by an employer or had an employment contract not renewed, due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded or unsubstantiated; or 3) has ever had a license or certificate suspended, surrendered, or revoked due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated. Prior to assigning an individual to perform services, Provider will notify the District if any of the above-referenced incidents apply.

Sexual Misconduct Employment History Check. (1) In addition to the criminal background check process aboveaddition, as of the July 1, 2023, the effective date of Public Act 102-0702, for all applicants seeking to perform services for Provider the Contractor on assignment to the District, Provider the Contractor shall complete an employment history check for sexual misconduct. Provider The Contractor agrees to comply with 105 ILCS 5/22-94 and ensure and certify the following: (1a) Provider the Contractor has no knowledge or information pertaining to the applicant that would disqualify the applicant from employment; (2b) the applicant swears or affirms that the applicant is not disqualified from employment; (3c) the applicant completes and provides the template employment history form to be developed by the Illinois State Board of Education regarding the applicant; and (4d) any other applicable requirements set forth by the statute. Further, Provider the Contractor will not assign an individual to perform services if Provider the Contractor has knowledge of any instance in which the individual to be performing service 1) has been the subject of a sexual misconduct allegation unless a subsequent investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated; 2) has ever been discharged, asked to resigned from, resigned from, or otherwise been separated from any employment, removed from a substitute list, been disciplined by an employer or had an employment contract not renewed, due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded or unsubstantiated; or 3) has ever had a license or certificate suspended, surrendered, or revoked due to an adjudication or finding of sexual misconduct or while an allegation of sexual misconduct was pending or under investigation, unless the investigation resulted in a finding that the allegation was false, unfounded, or unsubstantiated. Prior to assigning an individual to perform services, Provider the Contractor will notify the District if any of the above-referenced incidents apply.