Record Check Sample Clauses

Record Check. All applicants must submit a fingerprint, police record check and Division of Family Services record check with their application prior to the interviews. The superintendent or designee shall establish procedures and forms for all applicants to secure the proper information so that they will be in compliance with this policy.
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Record Check. I understand that Iowa Methodist Medical Center will verify the statements contained on my residency application and will investigate my background which includes information relevant to my character, qualifications, and any record of criminal convictions and/or incidents of child/dependent adult abuse. I acknowledge that if any statement is determined not true or if unacceptable criminal/abuse/compliance background information is obtained, this contract may be terminated at any time or not renewed at the anniversary date. I release Iowa Methodist Medical Center, its agents and employees from all liability for acts performed in good faith and without malice in connection with evaluation of my residency application.
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Record Check. Contractor, who will have regularly scheduled unsupervised access to children, and/or hire employees who will have regularly scheduled unsupervised access to children, shall perform a record check through the Washington State Patrol criminal identification system under RCW 43.43.830‐43.43.834, 10.97.030 and 10.97.050, and through the Federal Bureau of Investigation before any services are rendered under this agreement. The record check shall include a fingerprint check using a complete Washington State criminal identification fingerprint card. The Contractor shall provide a copy of the record before any services are rendered under this agreement. The Contractor shall pay for the requirements set forth in this paragraph.
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Record Check. In the event an applicant for a position of employment with the Board is deemed otherwise qualified for the position, and the Board is prepared to hire said applicant, it is understood and agreed that said applicant is hired contingent on an acceptable report from the Ohio Bureau of Criminal Identification and Investigation, and from the Federal Bureau of Investigation, if a Federal Bureau of Investigation criminal records check is required. It is further understood that said criminal records check may not be available to the Board before the applicant is scheduled to be hired and to begin employment; and in such event, if after the applicant is hired and begins employment, such records checks are not satisfactory to the Board, the Instructional Employee in question may be terminated by the Board forthwith, without further recourse.
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Record Check. I understand that Iowa Lutheran Hospital will verify the statements contained on my residency application and will investigate my background which includes information relevant to my character, qualifications, and any record of criminal convictions and/or incidents of child/dependent adult abuse. I acknowledge that if any statement is determined not true or if unacceptable criminal/abuse/compliance background information is obtained, this contract may be terminated at any time or not renewed at the anniversary date. I release Iowa Lutheran Hospital, its agents and employees from all liability for acts performed in good faith and without malice in connection with evaluation of my residency application.
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Record Check. 1. An organization or distributor may not employ a person as a temporary or permanent "employee" until the organization or distributor has initiated a record check on the person, the person has independently requested a record check from the bureau of criminal investigation within one year before employment, or a person is not required to have a record check according to subsection 4. However, an organization or distributor may temporarily employ a person pending the results of a record check.
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Record Check. Any employees of the Contractor and Subcontractors who will have regularly scheduled unsupervised access to children shall be subject to a record check through the Washington state patrol criminal identification system under RCW 43.43.830 through 834, RCW 10.97.030, and RCW 10.97.050 and through the Federal Bureau of Investigation before the Contractor permits them to have such access to children. The record check shall include a fingerprint check using a complete Washington state criminal identification fingerprint card. When necessary, applicants may be employed on a conditional basis pending completion of the investigation. If the applicant has had a record check within the previous two years, the School District or the Contractor may waive the requirement. The School District, pursuant to RCW 41.59 and RCW 41.56, shall pay costs associated with the record check as part of the Contract Sum.
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Record Check. Pursuant to RCW 28A.400, a record check through the Washington State Patrol identification system is required before hiring an employee who regularly supervises students. The record check shall include a fingerprint check. The cost of such record check shall be shared equally between the district and the employee.
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Related to Record Check

  • DUES CHECK-OFF The Board shall deduct current Union membership dues from the pay of employees whose names are submitted to the Board by the Treasurer of the Union provided that at the time of such deduction there is in the possession of the Board a written authorization for dues deduction executed by the employee. The Union is responsible for providing the Board with a copy of an employee’s written authorization. If changes are made to the written authorization for dues deduction form and a new written authorization is executed by an employee, the Union is responsible for providing the Board with a copy of the new written authorization for the employee. The Board intends to comply with the terms for deduction and revocation, to the extent permissible by law. Each employee’s written authorization shall continue in effect from year to year unless revoked as set forth in the written authorization signed by the employee or until termination of employment, whichever occurs first. In the event an employee revokes his/her authorization for dues deduction, the Union shall notify the Board in writing within seven (7) days of its notice of the employee’s revocation. The Treasurer of the Union or designee shall designate the amount of such deductions and the names of persons to whom such deductions apply to the Board in writing. The Union may change the method or amount of such deductions upon written notice to the Board provided such shall not be changed more than once per fiscal year. The amount specified shall be prorated and deducted from the employee’s paychecks. Term-limited faculty members who become members of the Union will have dues deduction prorated based on the length of the contract. The prorated dues shall be taken in entirety in the semester specified in the term-limited faculty member’s contract. Dues shall be remitted to the Union no later than fourteen (14) days after such deductions have been made. A list of employees from whose pay dues deductions have been made and the amount of each deduction shall accompany each remittance of dues to the Union. The list shall also include the employee’s address, telephone number (if available), and applicable bargaining unit job title. The Union shall refund directly to the Board any monies erroneously deducted and remitted to the Union within fourteen (14) days of the notice of the erroneous deduction. The Union shall indemnify, defend and hold harmless the Board, its members, agents, employees and representatives, from any and all claims, demands, actions, suits or other claims or liability, including attorneys’ fees and costs of defense, that arise out of or by reason of action taken by the Board for the purpose of complying with this Section.

  • Background Check The Department or Customer may require the Contractor to conduct background checks of its employees, agents, representatives, and subcontractors as directed by the Department or Customer. The cost of the background checks will be borne by the Contractor. The Department or Customer may require the Contractor to exclude the Contractor’s employees, agents, representatives, or subcontractors based on the background check results. In addition, the Contractor must ensure that all persons have a responsibility to self-report to the Contractor within three (3) calendar days any arrest for any disqualifying offense. The Contractor must notify the Contract Manager within twenty-four (24) hours of all details concerning any reported arrest. Upon the request of the Department or Customer, the Contractor will re-screen any of its employees, agents, representatives, and subcontractors during the term of the Contract.

  • Background Checks The State may require that the Contractor and Contractor Parties undergo criminal background checks as provided for in the State of Connecticut Department of Emergency Services and Public Protection Administration and Operations Manual or such other State document as governs procedures for background checks. The Contractor and Contractor Parties shall cooperate fully as necessary or reasonably requested with the State and its agents in connection with such background checks.

  • Record Retention The Company will, pursuant to reasonable procedures developed in good faith, retain copies of each Issuer Free Writing Prospectus that is not filed with the Commission in accordance with Rule 433 under the Securities Act.

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