CRIMINAL RECORDS CHECKS. The Employer agrees to the treatment of criminal records checks in accordance with the Criminal Records Review Act of BC.
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 shall, at the Employer’s request and cost, submit to a criminal record check. The Employer may refuse an application for employment or terminate an employee should the criminal record check reveal a conviction(s) related to the employment of the employee or the employment for which application has been made or where the conviction(s) is contrary to a bona fide occupational requirement.
CRIMINAL RECORDS CHECKS. Section 1. Except as provided by Governor’s executive order or state or federal law as implemented by Agency rule of policy, the Employer will not require a criminal records check on any current employee or 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 Union. Upon notification, the Union may demand to bargain pursuant to the law as it applies to changes in Agency rule or policy implementing Governor’s executive orders or state or federal laws regarding criminal records check requirements.
CRIMINAL RECORDS CHECKS. 34.01 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. All employees newly employed by the District shall be conditionally employed until the Board receives the results of a criminal records check from both the Bureau of Criminal Identification and Investigation and the Federal Bureau of Investigation. If such report indicates the individual does not qualify for employment as defined in Revised Code Section 3319.31 (B)(1), the individual shall be informed that he/she is being released from conditional employment and the reason, i.e., the report from Bureau of Criminal Identification and Investigation or the Federal Bureau of Investigation, for the release. No individual released from conditional employment under this section, nor the Association or any other agency or individual acting upon the conditional employee’s behalf, shall have the right to bring a grievance or request arbitration or initiate any other legal proceeding to contest a conditional employee’s release from conditional employment by the Board.
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:
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. 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. The State CIO shall require background investigations of any employee or prospective employee, including a criminal history record check, which may include a search of the State and National Repositories of Criminal Histories based on the person's fingerprints. A criminal history record check shall be conducted by the State Bureau of Investigation upon receiving fingerprints and other information provided by the employee or prospective employee. If the employee or prospective employee has been a resident of the State for less than five years, the background report shall include a review of criminal information from both the State and National Repositories of Criminal Histories. The criminal background report shall be provided to the State CIO and is not a public record under Chapter 132 of the General Statutes. (2015-241, s. 7A.2(b); 2015-268, ss. 2.12, 2.13.)
