Criminal History Checks. The School shall conduct criminal history checks in accordance with Sec. 846-2.7, HRS, to determine whether a prospective employee or agent is suitable for working in close proximity to children. Information obtained pursuant to this provision shall be used exclusively by the School for the purposes of determining whether a person is suitable for working in close proximity to children. All such decisions shall be subject to applicable federal laws and regulations currently or hereafter in effect. The School may terminate the employment of any employee or deny employment to an applicant if the person has been convicted of a crime, and if the School finds by reason of the nature and circumstances of the crime that the person poses a risk to the health, safety, or well-being of children.
Criminal History Checks. The School shall conduct criminal history checks, administered by the Hawaii Criminal Justice Data Center in accordance with Section 846-2.7, HRS, solely for the purpose of determining whether a prospective employee or agent is suitable for working in close proximity to children. All such decisions shall be subject to applicable federal laws and regulations currently or hereafter in effect. The School may terminate the employment of any employee or deny employment to an applicant if the person has been convicted of a crime, and if the School finds by reason of the nature and circumstances of the crime that the person poses a risk to the health, safety, or well-being of children.
Criminal History Checks. The School shall conduct criminal history checks, administered by the Hawaiʻi Criminal Justice Data Center, in accordance with HRS §846-2.7, to determine whether a prospective employee, vendor, volunteer, or agent is suitable prior to the commencement of such employment, services, or volunteer work. The School shall consider the results of such background checks in its decision to employ or utilize such persons either directly or through a School Management Contract. The School may terminate the employment of any employee or deny employment to an applicant if the person has been convicted of a crime, and if the School finds by reason of the nature and circumstances of the crime that the person poses a risk to the health, safety, or well-being of others. All such decisions shall be subject to applicable federal and state laws and regulations.
Criminal History Checks. As part of the recruitment process, applicants may be required to undertake a criminal history check. If this is required, applicants will be advised by People and Culture and asked to provide 100 points of identification and complete an applicant consent form.
Criminal History Checks. The County shall ensure that any person having direct contact with OYA youth offenders under this Agreement has passed a criminal history check and meets the OYA’s criminal history records check standards as set forth in OAR 416-800-0000 to 000-000-0000 before the person provides unsupervised services under this Agreement. Any person that has not yet passed a criminal history check must be supervised by a person who has passed such a test and does meet such standards when having direct contact with OYA youth offenders under this Agreement. Any person that has failed a criminal history check as set forth in OAR 416-800-0000 to 000-000-0000 is prohibited from providing services under this Agreement to OYA youth offenders.
Criminal History Checks. The Recipient must undertake initial and ongoing (at least once every three years) criminal history checks to ensure that no instructor or staff member is employed if they have a criminal conviction that would be inappropriate for a person working in their current role. Privacy of personal information
Criminal History Checks. The Charter School shall establish procedures for conducting criminal history record checks of all employees and prospective employees of the Charter School as well as all other individuals who have regular access to the students enrolled in the school (including but not limited to volunteers and employees and agents of any company and organization which is party to a contract to provide services to the School) as is required or permitted by law and regulation.
Criminal History Checks. The Organizer and the Charter School shall comply with Applicable Law, this Charter, and University Charter School Policies concerning criminal history checks for teachers, school administrator(s), other staff and volunteers. The Organizer shall adopt and implement a policy consistent with IC 20-26-5-10 to obtain criminal history checks at the times and to the full extent provided by law for all current and prospective employees in the Charter School who are likely to have direct, ongoing contact with children in the scope of their employment. In addition, for any contract, including, without limitation, a contract with an ESP, in which it is contemplated that an outside vendor’s employees or agents will have direct, ongoing contact with students at the Charter School, the Charter School or Organizer shall include a provision requiring that the vendor perform a criminal background check consistent with the requirements of IC 20-26-5-10 as to any employees or agents who will have contact with students of the Charter School and prohibiting any such person from serving the Charter School if the individual has been convicted of any of the crimes listed in IC 20-26-5-11 or any crime equivalent to any of such crimes. The Organizer’s policy regarding criminal history background checks shall be provided in accordance with the Start-Up Protocol. Once adopted and approved, the policy shall be attached to this Charter as Schedule 17.
Criminal History Checks. The Recipient must undertake initial and ongoing (at least once every three years) criminal history checks to ensure that no instructor or staff member is employed if they have a criminal conviction that would be inappropriate for a person working in their current role. Privacy of personal information 7. The Recipient will collect, use, store and disclose personal information related to this Agreement in accordance with: (a) the Privacy Xxx 0000; (b) any law that amends or overrides any of the Information Privacy Principles of the Privacy Xxx 0000 and that applies to the parties; and (c) any Code of Practice or Approved Information Sharing Agreement (as defined in the Privacy Act 1993) that amends or overrides any of the Information Privacy Principles of the Privacy Xxx 0000 and that applies to the parties. 15 Contact Person Ministry’s Contact Person: Name: Xxxxx Xxxxxx Email: xxxxx.xxxxxx@xxxx.xxxx.xx Commercial Information PDUID: Recipient’s Contact Person: Name: Erena Mikaere-Pou Arahi, Email: Privacy of natural persons 16 Address for To the Ministry: To the Recipient: Notices 00 Xxxxx Xxxxxx, 0 Xxxxxxxx Xxxx, XX Xxx 0000 Xxxxxxx Xxxxxxxxxx 0000 Attention: Erena Mikaere-Pou Arahi Attention: Provincial Development Unit Email: Privacy of natural persons Email: xxxxxxxxxx@xxxx.xxxx.xx SIGNATURES SIGNED for an on behalf of the SOVEREIGN IN RIGHT OF NEW ZEALAND by the person named below, being a SIGNED for and on behalf of the RECIPIENT by the person named below, being a person duly authorised person duly authorised to enter into to enter into obligations on behalf of obligations on behalf of the Ministry of the Recipient: Business, Innovation and Employment: Name: Name: Position: Position: Date: Date: Each signatory warrants that they have the necessary authority to execute this Agreement for and on behalf of the Recipient, that collectively they are the only signatories needed for that purpose, and that all consents and approvals required under, and for the purposes of, its constitutive documents and the Charitable Trusts Xxx 0000 in connection with the entry into, execution and performance of this Agreement have been obtained and remain in full force and effect. END OF PART 1 FUNDING AGREEMENT – PROVINCIAL GROWTH FUND
Criminal History Checks. The grantee must comply with, and require all subgrantees to comply with, the requirements of 45 CFR sections 2540.200 – 2540.207 and related CNCS implementing guidance in effect at the time of award, and with any amendments to the requirements and guidance adopted during the period of performance. Under the Serve America Act (SAA), all grantees must conduct criminal history checks on all employees and others who receive a salary under CNCS grants, even if the activities don’t involve service with vulnerable populations. Therefore, this award is a covered program subject to these requirements. Further information, guidance and resources are found at xxxx://xxxxxxxxxxxxxxxxxxxxxxxx.xxx/criminal-history.
