CRIMINAL RECORDS CHECKS Sample Clauses

CRIMINAL RECORDS CHECKS. The Employer agrees to the treatment of criminal records checks in accordance with the Criminal Records Review Act of BC.
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CRIMINAL RECORDS CHECKS. The Employer shall pay the cost of a criminal record check, as required by the Community Care Facilities Branch, for any regular or auxiliary employee. The Employer shall not discriminate against an employee or intended employee because of a criminal record check finding that is unrelated to the employment or intended employment of a person as stated under Section 8 of the Human Rights Act of B.C. The Employer further agrees to ensure the secure storage of criminal records checks and that access to said checks be restricted to a specified designate of the Employer.
CRIMINAL RECORDS CHECKS. An employee or applicant for employment shall, at the Company’s’ request and cost, submit to a criminal record check. The Company may refuse an application for employment or terminate an employee should the criminal records check reveal a conviction(s) related to the employment of the employee or the employment for which application has been made or where the convection(s) is contrary to a bona fide occupational requirement. The Employer shall cover the cost of any criminal checks required for employment.
CRIMINAL RECORDS CHECKS. Section 1. Except as provided by Governor’s executive order or state or federal law as implemented by Agency rule or policy, the Employer will not require a criminal records check on any current employee in his or her current position if the requirement was not in place when the employee was appointed to the position. Agencies will send Agency rules, policies and subsequent changes to the Association Headquarters.
CRIMINAL RECORDS CHECKS. 33.01 Access to and the use and disclosure of records and information (including offence declarations and CPIC records) obtained pursuant to Regulation 521/01 of the Education Act shall be consistent with the provisions of the Municipal Freedom of Information and the Protection of Privacy Act. Normal, daily access to such records and information shall be limited to the Coordinator of Human Resources and those persons designated by the Director of Education. The Coordinator shall advise the bargaining unit President of the names of those so designated. Such personnel shall not be members of the bargaining unit.
CRIMINAL RECORDS CHECKS. The Employer agrees to the treatment of criminal records checks in accordance with the Criminal Records Review Act of BC. For regular employees, the Employer will pay for the initial cost of criminal records checks that are a condition of employment. For all employees, the Employer will pay for the cost of renewing criminal records checks that are a condition of employment.
CRIMINAL RECORDS CHECKS. Section 1. The University may require a state or nationwide criminal records check for any GE when required by a federal or state law regulation or when the GE:
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CRIMINAL RECORDS CHECKS. ‌ As a condition of employment, when an employee is hired they must obtain a criminal records check as required by the Community Care Facilities Branch. Any costs incurred in obtaining such record checks shall be paid by the employee. If any subsequent criminal records checks are required by the Community Care Facilities Branch or by the University, the University shall cover any costs incurred. The University agrees to ensure the secure storage of criminal records checks and that the contents of such criminal records checks will remain strictly confidential.
CRIMINAL RECORDS CHECKS. 1. The parties acknowledge that R.C. 3319.31, 3319.39 and 3319.391 require each employee of the Board to submit to periodic criminal records checks through the Bureau of Criminal Identification and Investigation (BCII) and the Federal Bureau of Investigation (FBI).
CRIMINAL RECORDS CHECKS. The Service Provider agrees to comply with the terms of the British Columbia Criminal Records Review Act (the “Act”). The Act requires the Service Provider to conduct criminal record checks (“CRC”) through the British Columbia Ministry of Justice for itself, employees, and independent subcontractors (whichever is applicable) that will work with, and/or will potentially have unsupervised access to, vulnerable adults and/or children. A CRC conducted through the RCMP will not meet the legislative requirements of the Act. Pursuant to the Act, a “satisfactory CRC” is required for each such employee or subcontractor of the Service Provider once every five years. A “satisfactory CRC” is one for which the registrar of the Act has issued a Clearance Letter, evidencing that the respective employee poses no risk of physical, sexual or financial abuse to vulnerable adults, or a risk of physical or sexual abuse to children. For CRCs that are assessed by the registrar as "unsatisfactory", the respective employee(s) and/or subcontractor(s) may not work with, or have the potential of unsupervised access to, clients. The Service Provider agrees to report on the status of CRCs in the format and frequency outlined in Schedule C. SCHEDULE B – FEES
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