Background Check Policy Clause Samples

Background Check Policy. ▇▇▇▇▇ Catastrophe Claim Services will conduct a background check on all staff and independent adjusters prior to deployment. The background check will be conducted using the services of TRAK-1. Trak -1 is a full service background screening company specializing in the accumulation and distribution of public records. Trak-1 was founded in March of 1997 with its corporate offices located in Houston, Texas. All independent adjusters will be required to complete an authorization form allowing ▇▇▇▇▇ to conduct the background check. Upon receipt of the authorization the background check will be completed. Any findings will be discussed with the adjuster to verify their validity. All information will remain confidential but may be shared with the carrier desiring to deploy the adjuster. Any verified felony convictions will eliminate the adjuster from deployment. Any exceptions to this policy must be approved by the President of ▇▇▇▇▇ Catastrophe Claim Services, Inc in coordination with insurance carrier management. Our non-discrimination policy clearly states our goal of an inclusive and nondiscriminatory work environment in which all employees are valued and empowered to succeed. An employee or qualified applicant will not be discriminated against because of his or her race, color, national origin or citizenship status, creed, religion, religious affiliation, age, sex, marital status, sexual orientation, gender identity, disability, veteran status or any other protected status. These factors do not affect our decisions about any aspect of a person's employment or our decisions about applicants for employment. ▇▇▇▇▇ Catastrophe Claim Services, Inc. also has a harassment-free workplace policy, which prohibits sexual harassment as well as any other form of harassment. All individuals performing work and/or services for ▇▇▇▇▇ Catastrophe Claim Services are responsible for maintaining workplace environments free of discrimination, harassment and retaliation. Company officers, directors, managers, team leaders and administrative personnel shall maintain non- discrimination, non-harassment and non-retaliation in company employment, services, and telecommunications. All individuals performing services for ▇▇▇▇▇ are responsible for creating a working environment for all employees, free from harassment or discriminatory practices. Company officers, directors, managers, team leaders and administrative personnel must consider any employee information, even if it is given in...

Background Check Policy. The Construction Manager confirms that all employees (including the employees of any subconsultants/subcontractors) assigned to this project and who conduct their work on Penn State premises have had background checks that meet or exceed the University’s standards for the type of work being performed per the background check process for third-party employees outlined in PSU Policy HR99 Background Check Process (▇▇▇▇://▇▇▇▇.▇▇▇.▇▇▇/policies/OHR/hr99.html).

Background Check Policy. (LEVEL 1)

Background Check Policy. The term “Background Check Policy” means the policy governing the Judicial Council screening and approving employees of Contractor and Subcontractors that have access to Restricted Areas pursuant to Judicial Council’s then- current background check policies and procedures.

Background Check Policy. AARP Experience Corps believes that working with qualified individuals contributes to the overall strategic success and safety of the Program. Individual background checks serve as an important part of the AARP Experience Corps on-boarding process of employees and volunteer members. As such, sub-grantees must agree to conduct background checks on all AARP Experience Corps staff and members in accordance with our Background Check Policy. See Exhibit E for more detail.

Background Check Policy. In the interest of public good, the Employer may conduct background checks on Service Technicians as deemed necessary. The Employer may also conduct background checks for construction projects upon written request of the customer. An employer may directly, or through the use of “consumer reporting agency” (as defined in the Fair Credit Reporting Act “FCRA”) • Obtain criminal conviction records (non-juvenile and within the past seven years); • Obtain driving records (when the Employee’s duties include or are expected to include operation of a company vehicle); • Conduct a Social Security trace; • Verify references; • Verify employment history; and • Any other information as may be required in writing by the Customer. 1. An Employer may not conduct a personal credit check or an investigative consumer report that would provide information on an individual’s character, general reputation, personal characteristics, or mode of living. 2. Individuals for whom a background check is conducted may be required to execute an Authorization Form allowing such background check. Such authorizations shall not require any individual to waive rights available to him under the FCRA or other applicable law or to relieve an Employer of liability under the FCRA or applicable law in connection with such background check. 3. Individuals shall be provided, upon request, with a complete and accurate disclosure of the nature and scope of the background check and a copy of any report (free of charge) prepared with respect to the individual. 4. If an Employer takes adverse action against an individual based on a background check, the Employer must notify the individual that adverse action has been taken for this reason and must provide the individual with the opportunity to appeal that decision. The Employer will also provide a written notice of his rights under FCRA and any other applicable law. Adversely affected Employees will have access to the Agreement’s grievance and arbitration provisions. 5. All background checks shall comply fully with applicable law, including but not limited to the FCRA.

Background Check Policy. Any SBT applicant must pass a stringent background check performed by a specialized third-party before an offer of employment is made. The background check performs the following searches for a period of seven (7) years prior to the application date: Social Security number, National Sex Offenders Public Registry, Office of Foreign Assets Control (“OFAC”) Specially Designated Nationals and Blocked Persons List (“SDN”), state and federal criminal history, consumer credit history, employment history, personal references, and education verification.

Background Check Policy. ‌ (a) AFA shall comply at all times with the requirements of Sections, 1012.465, 1012.32, and 1012.467, Florida Statutes, Board Policies 6320 and 8475, as amended from time to time. AFA and all of its employees, agents, contractors, and subcontractors who provide or may provide services under this Agreement will complete criminal history checks, and all background screening requirements, including level 2 screening requirements as outlined in the above-referenced Statutes and Board Policies prior to entering or providing services relating to the Facilities. AFA agrees that its employees, representatives, agents, subcontractors or suppliers who are permitted access on the Facilities when students are present, who have direct contact with students or who have access to or control of School funds must meet level 2 screening requirements as described in the above-referenced Statutes and School Board Policies. AFA shall bear any and all costs associated with acquiring the required background screening - including any costs associated with fingerprinting and obtaining the required photo identification badge. AFA agrees to require all its affected employees to sign a statement, as a condition of employment with AFA in relation to performance under (b) AFA agrees to provide the Village with a list of all of AFA’s employees who have completed background screening as required by the above-referenced statutes and who meet the statutory requirements contained therein. AFA agrees that it has an ongoing duty to maintain and update these lists as new employees are hired and in the event that any previously screened employee fails to meet the statutory standards. AFA further agrees to notify the Village immediately upon becoming aware that one of its employees who was previously certified as completing the background check and meeting the statutory standards is subsequently arrested or convicted of any disqualifying offense. Failure by AFA to notify the Village of such arrest or conviction within 48 hours of being put on notice and within 5 business days of the occurrence of qualifying arrest or conviction the employee is not terminated, shall constitute grounds for the Village, at its sole option, to place AFA in default.

Background Check Policy. Background Check Policy shall mean the GEO policy in effect at the Corporate Headquarters and at each of GEO’s locations nationwide.