Criminal History Check. CONTRACTOR shall ensure its officers, employees or agents, and any sub-contractor or subcontracted staff performing operational and/or management services at the Facility, shall be subject, at CONTRACTOR’s expense, to a Florida Department of Law Enforcement (FDLE) FCIC/NCIC criminal history check. This criminal history check shall be conducted by the State. The State has full discretion to require CONTRACTOR to disqualify, prevent, or remove any staff from any work under this Contract. In order to carry out this criminal history check, CONTRACTOR shall provide, prior to commencing services, electronic fingerprints. Agencies that currently have their own applicant livescan devices may submit using their equipment. Agencies may purchase equipment and may enter into agreements with other law enforcement agencies with applicant livescan devices who are willing to assist, including FDLE which has at least four locations for livescan devices. Agencies may contract with a livescan service provider but there is a fee associated with that service.
Criminal History Check. This contract stipulates that all Center employees working with the Career Alternative Education Program have on file at the school appropriate background information, including Criminal History Record, as required by 24 P.S. §0-000, Xxxxxxxxxxxx Child Abuse History Clearance as required by 23 P.S. §6354, and Act 114 of 2006, 24 PS §1-111 as amended, requiring Federal Criminal Background Checks for all prospective school employees and contractors’ employees.
Criminal History Check. The Contractor must arrange for and retain documented results of a criminal history check on a Services Worker obtained through the Services Worker’s local policing agency. Criminal history checks must be repeated as necessary to ensure that at all times the most recent criminal history check on a Services Worker was completed within the previous five years. Credit check
Criminal History Check. The Agent agrees to conduct a criminal history check and a check of the Michigan State Police Sex Offender Registry of all on-site employees and any other employee who may visit the Development on a periodic basis. The Agent will endeavor not to hire anyone who, on the basis of the criminal history or Michigan State Police Sex Offender Registry screening, might be a potential threat to any Tenant or visitor of the Development.
Criminal History Check. An individual who refuses to consent/allow the required background checks to be completed cannot be enrolled in an AmeriCorps project. An individual who provides false or misleading information will automatically be ineligible in becoming an AmeriCorps Member Name of your Program will cover the cost of processing the following background checks: National Sex Offender Public Website (NSOPW), Federal Bureau of Investigation (FBI Fingerprint), and North Dakota Bureau of Criminal Investigation (BCI). Members will not incur any costs for any additional background checks required by their service site. Former Employees of the Sponsor Organization of the AmeriCorps Project: Normally, sponsoring AmeriCorps projects may not select an employee, or previous employee of the sponsoring organization, as an AmeriCorps Member. However, if the project receives an application from a current or former employee and wishes to select the individual as a Member, the sponsoring project must submit a written request to the North Dakota State Commission to approve the selection of the former employee. The sponsoring project must demonstrate in their request that the Member will be performing activities and serving in a capacity totally different from their current or prior employment. Returning National Service Participants: To be eligible to serve for a subsequent term the Member must receive a final satisfactory performance evaluation from their most recent service at a Community and National Service project. Even though a Member may have satisfactorily completed a previous term of service, there is no guarantee of a subsequent selection or placement.
Criminal History Check. The School agrees to conduct a criminal history check, in the manner prescribed by the Authority, for its staff member with the highest level of decision-making authority to ensure that he or she has not been convicted of any crime listed in G.S. §115C-332(a)(1) and provide the Authority with a copy of the criminal history report. The School further agrees to notify the Authority if the staff member with the highest decision-making authority is charged or convicted of any crime listed in G.S. §115C-332(a)(1), within five business days of the charge or conviction. If a new staff member with the highest decision-making authority becomes employed at the School, the School agrees to notify the Authority within five business days of employing the new staff member and shall obtain a criminal background check on that person immediately thereafter, in the manner prescribed by the Authority. The School agrees to conduct a criminal history check on its staff member with the highest level of decision-making authority every three years, or more frequently, as requested by the Authority. The School agrees to provide supplemental information related to a criminal history report submitted by the School upon request of the Authority. 3a. Student Testing and Reporting Requirements for the 2023-24 School Year:
Criminal History Check. Recipient shall obtain a criminal history record check on any employee or volunteer who will work with victims of Domestic Violence and Sexual Assault. A criminal history record check will indicate convictions of child abuse, offenses against persons, sexual offenses, child neglect, and any other offense bearing a substantial relation to the qualifications, functions or duties of an employee or volunteer scheduled to work with victims of Domestic Violence and Sexual Assault. Recipient shall develop a policy or procedures to review criminal arrests or convictions of employees, potential employees or volunteers. The review must include examination of: The severity and nature of the crime; The number of criminal offenses; The time elapsed since commission of the crime; The circumstances surrounding the crime; The subject individual's participation in counseling, therapy, education or employment evidencing rehabilitation or a change in behavior; and The police or arrest report confirming the subject individual's explanation of the crime. The Recipient shall determine after receiving the criminal history check, whether the employee, potential employee or volunteer has been convicted of one of the crimes described above and whether, based upon the conviction, the person poses a risk to working safely with victims. If Recipient decides to hire or retain an employee, applicant or volunteer with a criminal history, Recipient shall confirm in writing the reasons for hiring or retaining the individual. These reasons must address how the applicant/employee/volunteer is presently suitable or able to work with victims of Domestic Violence or Sexual Assault in a safe and trustworthy manner. Recipient must place this information, along with the applicant/employee/volunteer's criminal history check, in the employee/volunteer personnel file for permanent retention.
Criminal History Check. This Agreement is contingent on successful completion of University’s background check process, which includes a criminal history check and a qualification determination as per OSU Standard 576-055-0000 et seq.
Criminal History Check. Ref. IDAPA 08.02.02.120 Those required by Idaho Code § 33-5210(4)(d) & 33-130 and others the Board or Administrator require will undergo State of Idaho criminal background checks including the FBI fingerprinting checks.
Criminal History Check. At Owner’s request, Consultant shall run background checks (Criminal Records Checks, also referred to as CRC) and screen each Construction Contractor employee before that employee will be allowed unescorted access to Owner premises or be authorized to perform any Work under the Construction Contract. The Consultant shall coordinate the completion of the security clearance background request with the Construction Contractor for Construction Contractor employees as required and submit these completed items to Owner, for screening. Owner will submit the CRC documents to DAS Employment Services and report the results back to the Consultant with a pass or fail. Criminal Records Check will also be required for each Consultant PM initially and any sub-consultants for specific projects before providing Services under a WOC. At Owner’s request, when required for a specific facility, Consultant shall run background checks and screen each Construction Contractor employee before that employee will be allowed access to Owner premises or be authorized to perform any Services under the Construction Contract. The Consultant shall require the Construction Contractor to establish verification by requiring that the applicant, as a condition of employment, apply for and receive a Criminal Justice Information Systems (CJIS) criminal history background check from the Oregon State Police (OSP), Identification Services Section. Consultant shall ensure that the Construction Contractor’s employee completes the security clearance background request, arrange finger printing and submit these completed items to Owner, for screening. Owner will submit the CJIS documents to Salem OSP, Identification Services Section (ISS) and report the results back to the Consultant with a pass or fail. A one-time CJIS criminal history background check will also be required for each Consultant PM when required to access specific facilities to provide Services under a WOC.
