Employee Background Checks. A background investigation shall be conducted by the Gaming Commission in compliance with all Legal Requirements, to the extent applicable, on each applicant for employment as soon as reasonably practicable. No individual whose prior activities, criminal record, if any, or reputation, habits and associations are known to pose a threat to the public interest, the effective regulation of Class II and/or Class III Gaming, or to the gaming licenses of Lakes or the Project, or to create or enhance the dangers of unsuitable, unfair, or illegal practices and methods and activities in the conduct of Project gaming activities, shall knowingly be employed by the Project or Pawnee. The background investigation procedures employed by the Gaming Commission shall be formulated in consultation with Lakes and shall satisfy all regulatory requirements independently applicable to Lakes; provided, however, that this provision shall not be deemed to limit or impair the exclusive authority of the Gaming Commission pursuant to the Gaming Ordinance or the exercise of its discretion thereunder. Any cost associated with obtaining such background investigations shall constitute Costs of Gaming Operation.
Employee Background Checks. A background investigation shall be conducted in compliance with all Legal Requirements, to the extent applicable, on each applicant for employment as soon as reasonably practicable. No individual whose prior activities, criminal record, if any, or reputation, habits and associations are known to pose a threat to the public interest, the effective regulation of Gaming, or to the gaming licenses of the Manager or any of its affiliates, or to create or enhance the dangers of unsuitable, unfair or illegal practices and methods and activities in the conduct of Gaming, shall be employed by the Manager or the Tribe. The background investigation procedures employed shall be formulated in consultation between the Tribe and the Manager and shall satisfy all regulatory requirements independently applicable to the Manager. Any cost associated with obtaining such background investigations shall constitute an Operating Expense, provided, however, the costs of background investigations relating to shareholders, officers, directors or employees of the Manager shall not constitute an Operating Expense, but shall be paid by the Manager.
Employee Background Checks. Employees providing services to or having contact with a client placed by (provider) must be checked through the child protective service registry in the state the client is placed within thirty (30) days of employment, so long as the aforementioned employee check is not in conflict with the Provider’s state’s laws. If it is known that the employee has moved from another state and has worked with children within one year of his or her employment this state must also be checked. If the Provider is notified that any of its employees are named in a child protective service registry, then this information will be made available by the Provider to the Buyer with thirty (30) days of receipt of such notice. Employees providing services to or having contact with a client placed by (provider) must also be checked through a criminal records background check in the state the client is placed within thirty (30) days of employment, so long as the aforementioned employee check is not in conflict with the Provider’s state’s laws. If it is known that the employee has moved from another state and has worked with children within one year of his or her employment this state must also be checked through a criminal records background check. If the Provider is notified that any of its employees have a felony conviction, then this information will be made available by the Provider to the Buyer with thirty (30) days of receipt of such notice. The provider will be in compliance with its state’s laws, regulations and licensure requirements relating to the conducting of criminal checks of its employees.
Employee Background Checks. Provider agrees and certifies that all of its individuals providing services, including any volunteers working under the Provider’s supervision and providing services to or having contact with a client placed with or served by the Provider, has successfully completed a Virginia State Police criminal background record check and a check through the Virginia Child Protective Service Registry or the State in which such services are being rendered. If it is known that the employee, staff, or any volunteer, has moved from another state and has worked with children within one year of his or her employment, then the previous State must also be checked. If the Provider is notified that any of its employees are named in a child protective service registry, then the Provider will immediately notify the Buyer and remove the employee from working with any clients. Provider shall require all employees as a condition of employment to report when they become subject of a validated CPS complaint and to report when they are charged with any criminal offense. Provider shall then promptly report the same to Buyer. For those Providers who provide transportation services, a Division of Motor Vehicle check is also required for all employees providing this service. Providers who provide transportation services shall also require all employees as a condition of employment to report to Provider when charged with a traffic-related criminal offense or a traffic offense. Provider shall then promptly report the same to Buyer. The Provider comply with its State’s laws, regulations, and licensure requirements relating to the conducting of criminal and DMV checks of its employees. Provider shall provide a current copy of all such background checks as may be requested by the Buyer.
Employee Background Checks. The parties to this Agreement recognize that those entities or persons providing government funded services are subject to public scrutiny. Consequently, by entering into this Agreement, the Contractor assumes an affirmative and ongoing duty during the term of this Agreement to guarantee and maintain compliance with requirements set forth in Subsection 5.5 below. Such compliance will require the use of Contractor customary criminal background checks, and such other background checks as may be reasonably requested by Wichita Transit from time to time, upon all personnel or agents providing services pursuant to this Agreement, or administering the funds conveyed under this Agreement.
Employee Background Checks. In addition to the execution of payroll documents and Authenticare orientation that the Provider gives to a Participant’s employee, the Provider shall also perform a background check on the Participant’s employee hired on or after January 1, 2015, as required by HCBS program policies, as amended. In the event a Participant’s employee fails to meet background requirements as contained in FMS/HCBS program policies, the Provider shall notify the Participant of the same.
Employee Background Checks. The Contractor, consistent with Education Code Section 45125.1, shall require and be responsible for ensuring that each person who will be at, on or in the vicinity of the Project Site on account of the Work shall comply with all California Department of Justice guidelines and requirements relating to fingerprinting and criminal-history background checks. The Contractor shall certify in writing to the District, using the “Certification Regarding Employee Background Checks” form, which is one of the Required Contract Forms, that no person assigned to the Work or who otherwise will be present at or on the Project Site has been convicted of any serious or violent felonies (as described in Education Code Section 45122.1).
Employee Background Checks. Employees providing services to or having contact with a client placed by the Norfolk Family Assessment and Planning Team (FAPT) must be checked through a child protective service registry in the state in which the client is placed, within thirty (30) days of employment, so long as the aforementioned employee check is not in conflict with the laws in the Contractor's state. If it is known that the employee has moved from another state and has worked with children within one year of his or her employment this state must also be checked. If the Contractor is notified that any of its employees are named in a child protective service registry, then this information will be made available by the Contractor to CSA within thirty (30) days of receipt of such notice, The Contractor will comply with the state laws, regulations and licensure requirements pertaining to the conducting of criminal checks of its employees.
Employee Background Checks. Employees providing services to or having contact with a client placed by (provider) must be checked through a child protective service registry in the state where the client is placed within thirty (30) days of employment, so long as the aforementioned employee check is not in conflict with the Provider’s state’s laws. If it is known that the employee has moved from another state and has worked with children within one year of his or her employment this state must also be checked. If the Provider is notified that any of its employees are named in a child protective service registry, then this information will be made available by the Provider to the Buyer with thirty (30) days of receipt of such notice. The provider will be in compliance with all Federal and State laws, regulations and licensure requirements relating to the conducting of criminal checks of its employees.
Employee Background Checks. 11.1 In accordance with the Louisiana Child Protection Act (La. R.S. 15:587.1), Contractor shall not employ any person who has been convicted of, or pled nolo contendere to, any one of the crimes listed in La R.S. 15:587.1 (C). Contractor shall obtain for all employees a Louisiana State Police Bureau of Criminal Identification and Information (LCBI) History Record with the following components:
