Criminal History Background Checks. Operator shall perform all criminal history background checks required by Applicable Law, including without limitation those required on School Personnel, applicants, vendors, contractors, and volunteers.
Criminal History Background Checks. State law requires school districts to conduct criminal history background checks for employees and other persons who have contact with students at school. TXEdCode §22.0831 and §22.0834. Contractor employees with certain convictions are prohibited from working at a school district. The District will contact the contractor if criminal history background checks are required.
Criminal History Background Checks. Criminal history checks remain handled by the districts.
Criminal History Background Checks. MISD shall perform all criminal history background checks required by Applicable Law, including without limitation those required for School personnel, applicants, vendors, contractors, and volunteers and shall take action required by law upon completing the background check. OP agrees to provide all information required for criminal history background checks to MISD in a timely manner. Unless contracted for by the District as stated in Paragraph 10.12, OP shall perform all criminal history background checks required by Applicable Law, including without limitation those required for vendors and contractors, and shall take action required by law upon completing the background check. OP and the School’s employees shall adhere to the laws in Senate Xxxx 7 in the 85th Texas Legislature and codified in TEC §§ 21.006 and 22.087, and shall adhere to any District policies relating to TEC §§ 21.006 and
Criminal History Background Checks. Contractors shall ensure that all Contractor Representatives performing work or providing services to Owner are subjected to a criminal history background check. Such checks shall be conducted on all names, including alias names that are provided or developed, and include County, State, and Federal checks based on jurisdictions of work and residence for the past 7 years, as well as international jurisdictions, if available. Checks must be performed on all current Contractor Representatives and any new Contractor Representatives hired or assigned to support the Owner Contract. If the Contractor has had a pre-employment criminal history check process in place and can provide documented evidence that Contractor Representatives assigned to the Owner Contract have been subjected to the criminal history check within the last 3 years, then additional checks are not necessary. Contractor Representatives who work in certain sensitive areas that fall under regulatory requirements, i.e., NERC, are subject to additional criminal history checks. See Supplemental Background Check Requirements above. The following criteria will be used as guidance by Contractor in making the determination of whether a given Contractor Representative will be allowed to perform work specified in the Contract. These criteria should also be evaluated by the Contractor prior submitting Attachment #1 “Contractor Background Check Exception Request Form” to Owner: • Number of convictions • Nature, seriousness and date(s) of occurrence of the offense • Rehabilitation • Relevance of the crime committed in relationship to the work to be performed • Unreasonable risk posed to Owner property or to the safety of employees, other Contractors and/or customers During the term of the Contract, if the Contractor becomes aware of information concerning a criminal conviction of a Contractor Representative that would fit the above criteria, this information shall be immediately provided to Owner’s Security Department for determination whether the Contractor Representative should be allowed to continue providing services for Owner.
Criminal History Background Checks. OP shall perform all criminal history background checks required by Applicable Law, including without limitation those required for School personnel, applicants, vendors, contractors, and volunteers and shall take action required by law upon completing the background check.
Criminal History Background Checks. Conduct criminal history background checks prior to the provision of Program services that ensure staff members, officers, agents, interns, residents, or volunteers have not been convicted of or received a probated sentence or deferred adjudication for any criminal offense that would constitute a bar to employment in accordance with the Texas Health and Safety Code, Title 4, Subtitle B, Chapter 250, § 250.006.
Criminal History Background Checks. The Corporation may pay for required criminal history background checks. These follow-up background reports are state required and WCS may assume the costs.
Criminal History Background Checks. Contractor must have its project personnel submit to a background check, which may include a fingerprint-based criminal history background investigation, if required by TxDMV. Contractor will be responsible for any costs associated with the criminal history background investigation. If TxDMV requires a criminal history background check, Contractor must not allow personnel who have not successfully completed a TxDMV required criminal history background check and who do not otherwise maintain a TxDMV security clearance to work under the Contract. TxDMV will have the right to prevent the Contractor’s personnel from gaining access to the TxDMV building(s) and computer systems if TxDMV determines that such personnel did not pass the criminal history background check, or failed to otherwise maintain a TxDMV security clearance.
Criminal History Background Checks. The Provider, pursuant to the Manual of Requirements for Child Care Centers, N.J.A.C. 3A:52, shall ensure that a Criminal History Record Information (CHRI) fingerprint background check is completed for all staff members at least 18 years of age who are or will be working at the center on a regularly scheduled basis, to determine whether any such person has been convicted of a crime, as specified in P.L. 2000, c. 77 and that said check indicates that no criminal history record information exists on file in either the Identification Division of the Federal Bureau of Investigation or the State Bureau of Identification which would disqualify said employee from employment pursuant to law or that the check reveals a disqualifying offense and the individual has demonstrated rehabilitation as determined by the DCF.
