Security and Background Clause Samples
The Security and Background clause establishes requirements for verifying the trustworthiness and integrity of individuals or entities involved in an agreement. Typically, this clause mandates background checks, security clearances, or other vetting procedures for personnel who will access sensitive information or work in secure environments. By setting these standards, the clause helps prevent unauthorized access, reduces the risk of fraud or misconduct, and ensures that only qualified and reliable individuals are engaged, thereby protecting the interests and assets of the parties involved.
Security and Background. The Company reserves the right to conduct necessary personal background investigations. Any refusal to supply or authorize access to information or lack of cooperation on the part of the employee in the course of such investigation may result in termination of employment and should be considered just cause. Failure to meet State or Federal requirements will be just cause for termination. The Company will be responsible for the cost associated with background checks for union members in good standing.
Security and Background. The Company reserves the right to conduct necessary personal background investigations where and whenever the placement of the employee involves sensitive work environment. Fingerprinting may also be required. Any refusal to supply or authorize access to information or lack of cooperation on the part of the employee in the course of such investigation may result in termination of employment.
Security and Background. The Employer reserves the right to conduct necessary personal background investigations for Safety Ambassadors. Any refusal to supply or authorize access to information or lack of cooperation on the part of the employee in the course of such investigation may result in termination of employment. Failure to meet State or Federal requirements will be just cause for termination of Safety Ambassadors. With the exception of the initial fingerprint-based Bureau of Criminal Apprehension check on external applicants for Safety Ambassador positions, the Employer shall be responsible for the costs associated with background checks. For applicants to Safety Ambassador positions, this background check shall occur at the time of hire and the results of the investigation known to the applicant as soon as the Employer has received the results of the background check. For existing Clean Ambassadors being reassigned to be Safety Ambassadors, security and background checks shall occur at the time of reassignment of job classification and the results of the investigation known to the employee as soon as the Employer has received the results of the background check. Applicants shall be told at the time of hire that these investigations will determine their eligibility of employment. Existing employees who, as a result of a security and background check do not meet the eligibility for the Safety Ambassador position, shall remain in their original job classification.
Security and Background. The Company shall comply with all Federal State, and local laws pertaining to access to secured areas within the airport environment which may necessarily require employee background investigations based upon fingerprint and other personal identification data. Any refusal to supply or authorize access to information, or lack of cooperation on the part of the employee in the course of such investigation may result in termination of employment.
Security and Background. The Company reserves the right to conduct necessary personal background investigations. Any refusal to supply or authorize access to information or lack of cooperation on the part of the employee in the course of such investigation may result in termination of employment and should be considered just cause. Failure to meet State or Federal requirements will be just cause for termination. The Company will be responsible for the cost associated with background checks for union members in good standing. In the event an employee applies for a transfer and is disqualified due to the results of a background check for an offense that under current law would no longer be a violation (e.g., minor marijuana possession), the Company will: (1) keep the employee in their current position; or, (2) if that position has been filled or the employee does not meet the client’s requirements to be put in their current position or a comparable position, the Company will put the employee on the layoff list for up to twelve (12) months to provide an opportunity for the employee to address the results of the background check to become eligible for continued employment subject to employer’s employment standards.