Common use of Background Check Guidelines Clause in Contracts

Background Check Guidelines. (1) In making a suitability determination, the permittee shall consider the following factors and evaluate them against the work to be performed, the performance location, and the degree of risk to the University: (i) Any loyalty or terrorism issue; (ii) Patterns of conduct (e.g. alcoholism/drug addiction, financial irresponsibility/major liabilities, dishonesty, unemployability for negligence or misconduct, criminal conduct); (iii) Dishonorable military discharge (iv) Felony and misdemeanor offenses; (v) Drug manufacturing/trafficking/sale; (vi) Major honesty issue (e.g., extortion, armed robbery, embezzlement, perjury); (vii) Criminal sexual misconduct; (viii) Serious violent behavior (e.g., rape, aggravated assault, arson, child abuse, manslaughter); (ix) Illegal use of firearms/explosives; and (x) Employment related misconduct involving dishonesty, criminal or violent behavior. (2) The permittee shall evaluate any adverse information about an individual by considering the following factors before making a suitability determination: (i) The nature, extent and seriousness of the conduct; (ii) The circumstances surrounding the conduct; (iii) The frequency and recency of the conduct; (iv) The individual’s age and maturity at the time of the conduct; (v) The presence or absence of rehabilitation and other pertinent behavior changes; (vi) The likelihood of continuation of the conduct. (vii) The potential for pressure, coercion, exploitation, or duress; (viii) How, and if, the conduct bears upon potential job responsibilities; and (ix) The employee’s employment history before and after the conduct.

Background Check Guidelines. (1) In making a suitability determination, the permittee shall consider the following factors and evaluate them against the work to be performed, the performance location, and the degree of risk to the University: (i) Any loyalty or terrorism issue; (ii) Patterns of conduct (e.g. alcoholism/drug addiction, financial irresponsibility/major liabilities, dishonesty, unemployability for negligence or misconduct, criminal conduct); (iii) Dishonorable military discharge (iv) Felony and misdemeanor offenses; (v) Drug manufacturing/trafficking/sale; (vi) Major honesty issue (e.g., extortion, armed robbery, embezzlement, perjury); (vii) Criminal sexual misconduct; (viii) Serious violent behavior (e.g., rape, aggravated assault, arson, child abuse, manslaughter); (ix) Illegal use of firearms/explosives; and (x) Employment related misconduct involving dishonesty, criminal or violent behavior. (2) The permittee shall evaluate any adverse information about an individual by considering the following factors before making a suitability determination: (i) The nature, extent and seriousness of the conduct; (ii) The circumstances surrounding the conduct; (iii) The frequency and recency of the conduct; (iv) The individual’s age and maturity at the time of the conduct; (v) The presence or absence of rehabilitation and other pertinent behavior changes; (vi) The likelihood of continuation of the conduct. (vii) The potential for pressure, coercion, exploitation, or duress; (viii) How, and if, the conduct bears upon potential job responsibilities; and (ix) The employee’s employment history before and after the conduct. Each suitability determination should be documented in a narrative. If negative items are mitigated by subsequent passage of time or completion of substance abuse programs this rationale should be included in the narrative. A negative suitability determination must be supported by a finding that the adverse information has a direct bearing on the potential job duties or that it is deemed sufficiently serious to bar the employee from the University site.

Background Check Guidelines. (1) In making a suitability determination, the permittee contractor shall consider the following factors and evaluate them against the work to be performed, the performance location, and the degree of risk to the University: (i) Any loyalty or terrorism issue; (ii) Patterns of conduct (e.g. alcoholism/drug addiction, financial irresponsibility/major liabilities, dishonesty, unemployability for negligence or misconduct, criminal conduct); (iii) Dishonorable military discharge; (iv) Felony and misdemeanor offenses; (v) Drug Illegal drug manufacturing/trafficking/sale; (vi) Major honesty issue (e.g., extortion, armed robbery, embezzlement, perjury); (vii) Criminal sexual misconduct; (viii) Serious violent behavior (e.g., rape, aggravated assault, arson, child abuse, manslaughter); (ix) Illegal use of firearms/explosives; and (x) Employment related misconduct involving dishonesty, criminal or violent behavior. (2) The permittee contractor shall evaluate any adverse information about an individual by considering the following factors before making a suitability determination: (i) The nature, extent and seriousness of the conduct; (ii) The circumstances surrounding the conduct; (iii) The frequency and recency of the conduct; (iv) The individual’s age and maturity at the time of the conduct; (v) The presence or absence of rehabilitation and other pertinent behavior changes; (vi) The likelihood of continuation of the conduct. (vii) The potential for pressure, coercion, exploitation, or duress; (viii) How, and if, the conduct bears upon potential job responsibilities; and (ix) The employee’s employment history before and after the conduct.

Background Check Guidelines. (1) In making a suitability determination, the permittee contractor shall consider the following factors and evaluate them against the work to be performed, the performance location, and the degree of risk to the University: (i) Any loyalty or terrorism issue; (ii) Patterns of conduct (e.g. alcoholism/drug addiction, financial irresponsibility/major liabilities, dishonesty, unemployability for negligence or misconduct, criminal conduct); (iii) Dishonorable military discharge; (iv) Felony and misdemeanor offenses; (v) Drug Illegal drug manufacturing/trafficking/sale; (vi) Major honesty issue (e.g., extortion, armed robbery, embezzlement, perjury); (vii) Criminal sexual misconduct; (viii) Serious violent behavior (e.g., rape, aggravated assault, arson, child abuse, manslaughter); (ix) Illegal use of firearms/explosives; and (x) Employment related misconduct involving dishonesty, criminal or violent behavior. (2) The permittee contractor shall evaluate any adverse information about an individual by considering the following factors before making a suitability determination: (i) The nature, extent and seriousness of the conduct; (ii) The circumstances surrounding the conduct; (iii) The frequency and recency of the conduct; (iv) The individual’s age and maturity at the time of the conduct; (v) The presence or absence of rehabilitation and other pertinent behavior changes; (vi) The likelihood of continuation of the conduct. (vii) The potential for pressure, coercion, exploitation, or duress; (viii) How, and if, the conduct bears upon potential job responsibilities; and (ix) The employee’s employment history before and after the conduct. Each suitability determination should be documented in a narrative. If negative items are mitigated by subsequent passage of time or completion of substance abuse programs this rationale should be included in the narrative. A negative suitability determination must be supported by a finding that the adverse information has a direct bearing on the potential job duties or that it is deemed sufficiently serious to bar the employee from the University site.

Background Check Guidelines. (1) In making a suitability determination, the permittee shall consider the following factors and evaluate them against the work to be performed, the performance location, and the degree of risk to the University: (i) Any loyalty or terrorism issue; (ii) Patterns of conduct (e.g. alcoholism/drug addiction, financial irresponsibility/major liabilities, dishonesty, unemployability for negligence or misconduct, criminal conduct); (iii) Dishonorable military discharge (iv) Felony and misdemeanor offenses; (v) Drug manufacturing/trafficking/sale; (vi) Major honesty issue (e.g., extortion, armed robbery, embezzlement, perjury); (vii) Criminal sexual misconduct; (viii) Serious violent behavior (e.g., rape, aggravated assault, arson, child abuse, manslaughter); (ix) Illegal use of firearms/explosives; and (x) Employment related misconduct involving dishonesty, criminal or violent behavior. (2) The permittee contractor shall evaluate any adverse information about an individual by considering the following factors before making a suitability determination: (i) The nature, extent and seriousness of the conduct; (ii) The circumstances surrounding the conduct; (iii) The frequency and recency of the conduct; (iv) The individual’s age and maturity at the time of the conduct; (v) The presence or absence of rehabilitation and other pertinent behavior changes; (vi) The likelihood of continuation of the conduct. (vii) The potential for pressure, coercion, exploitation, or duress; (viii) How, and if, the conduct bears upon potential job responsibilities; and (ix) The employee’s employment history before and after the conduct. Each suitability determination should be documented in a narrative. If negative items are mitigated by subsequent passage of time or completion of substance abuse programs this rationale should be included in the narrative. A negative suitability determination must be supported by a finding that the adverse information has a direct bearing on the potential job duties or that it is deemed sufficiently serious to bar the employee from the University site.