Background Check Requirements Sample Clauses
The Background Check Requirements clause sets out the obligations for conducting background checks on individuals involved in a contractual relationship, such as employees, contractors, or vendors. Typically, it specifies the types of checks required—such as criminal history, employment verification, or education credentials—and may outline the timing and frequency of these checks. This clause ensures that all parties meet certain standards of trustworthiness and reliability, thereby reducing the risk of fraud, misconduct, or reputational harm to the organization.
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Background Check Requirements. Contractor shall conduct a background check that, for each person upon which such background check is conducted, accurately produces a list of all felony convictions of any kind such person has had in any state or federal court. For purposes of this Exhibit, “conviction” includes a verdict of guilty, a plea of guilty, a plea of nolo contendere, or a forfeiture of bail in any state or federal court, regardless of whether sentence is or was imposed.
Background Check Requirements. GLMX shall conduct background checks on its employees or contractors who will provide Services under this Agreement in accordance with GLMX’s policies.
Background Check Requirements. The Attendant is subject to background checks prior to hire. These include:
Background Check Requirements. Service Provider shall be responsible for conducting, at its expense, background investigations of Service Provider's employees and/or any permitted subcontractors who will have access to Alorica’s premises, facilities or Confidential Information. Such investigations shall include, without limitation, (i) a search of the employee's or subcontractor's Social Security number or other appropriate government-issued identification number to verify the individual's identity and current and previous addresses, (ii) verification of government clearances required from employees prior to hiring, such as, but not limited to, those issued by the National Bureau of Investigation, Philippine National Police, local police precinct or barangay where the employee or subcontractor resides, and (iii) a 2-panel drug screen. Subject to applicable law, Service Provider shall not permit an employee or permitted subcontractor to have access to Alorica’s premises, facilities or Confidential Information when such employee or subcontractor: (A) has been convicted of a crime or felony, or found guilty in a civil or administrative proceeding in connection with any act of dishonesty or physical harm or injury to any person; or (B) uses illegal drugs or has failed the drug screen.
Background Check Requirements. Each Party shall be responsible for ensuring criminal background checks are conducted in accordance with the requirements identified herein on those individuals with access to Covered Information of the other Party in the course of performing their expected duties. Neither Party prohibits the employment by the other Party of personnel, temporary staff and third parties (e.g., subcontractor or outsourced service provider) to perform any of the obligations to be performed by such Party under the Program, whose background check is not in conformance with the requirements herein. However, each Party requires that any such Person whose background check is not in conformance with the requirements herein, not be granted access to any Covered Information of such Party. The following requirements shall not supersede any Applicable Law prohibiting such checks. [***] Capital One Confidential Capital One Confidential Capital One Confidential Capital One Confidential
Background Check Requirements. [If Contractor is required to perform background checks for its employees, agents, representatives and/or subcontractors that will perform Services for SMUD pursuant to the Agreement, specify required elements of background check (e.g. criminal history, motor vehicle report, identity check (Social Security Number verification).]
Background Check Requirements. 1. Prior to submitting a resume to Purchasing Entity in response to a SOW, Contractor shall obtain a background check for all its Contingent Workers who are the subject of that SOW consisting of two (2) years of the following background checks:
i. Employment verification: Verification includes dates of employment, reasons for leaving and an explanation for any periods of unemployment. Contractor shall ensure that the candidate worked:
a. All positions listed on the application or resume that qualify the individual for the position sought; and
b. All employment two (2) years immediately preceding the application.
ii. Employment eligibility check: Verification authorization that the candidate can work within the U.S.
iii. Reference check: Contractor shall contact and verify the references provided by the candidate.
Background Check Requirements. As an interpreter at any ▇▇▇ care provider facility, temporary processing site, or Safe Haven (i.e., military installation housing Afghan refugees), you may not be alone with UC or UAM unsupervised by ▇▇▇ federal staff or contractor staff unless you have completed all of ▇▇▇’▇ required background checks under ▇▇▇ Policy Guide, section 4.3.3, which include the following checks: • A Federal Bureau of Investigations (FBI) fingerprint check of national and state criminal history repositories; and • A Child Abuse and Neglect (CA/N) check for each state in which you resided within the United States in the last five years. Updates to the above background checks must be completed at a minimum of every five years from your start date with your current employer or last background investigation update. ▇▇▇ ▇▇▇ require updated background investigations more frequently as necessary. If you are working onsite at an ▇▇▇ Emergency Intake Site (EIS) or at a standard ▇▇▇ care provider, you must complete the required background checks in ▇▇▇ Policy Guide, section 4.3.3 before beginning to work with children. If you are an interpreter with Operation Allies Welcome serving at a temporary processing site (e.g., an airport), or a Safe Haven (i.e., military installation housing Afghan evacuees), and have not undergone these background checks, you may work with UAM without having completed these checks but are not allowed to be alone with UAM unsupervised. If you have undergone these background checks as part of employment with your current employer, you may provide the results of these background checks to ▇▇▇ to fulfill the background check requirements. If you are providing virtual interpretation services, you do not need to complete ▇▇▇ required background checks. As an interpreter who will have direct access to or communication with children (UC or UAM) in person, you must follow ▇▇▇’▇ Code of Conduct as outlined in ▇▇▇ Policy Guide, section 4.3.5:
Background Check Requirements. For Contractor employees involved in the performance of tasks in locations where SMUD requires badging for access, Contractor will need to provide the following information: Full name and number as written on current driver license or state issued I.D., last five (5) digits of Social Security Number (SSAN), and emergency contact information.
Background Check Requirements. The background check shall be conducted no more than 60 days prior to Field Experience commencement and reported to Training Site at least 30 days prior to the start of the planned experience. As long as a Student remains continuously enrolled in the academic program, the background check for such Student is only required upon Program initiation. Upon any renewal and/or new rotation under a continuing Program, the initial background check will suffice so long as it was conducted no more than 60 days prior to the Program initiation (except as stated in this Exhibit). Adventist Health is not financially responsible for the background check. The background check shall include at a minimum: • a controlled substance screen in accordance with Adventist Health’s policy; • a social security number trace (used to identify additional names and or locations of residence); • a county criminal background search in each county where the Student/Instructor has resided in the 7 years prior to the Field Experience, or shorter period of time if limited by law; • a national registry search of violent sexual offenders and predators; and • a sanction search of the Department of Health and Human Services, Office of Inspector General and General Services Administration, and the California Department of Health Care Services (if applicable), for listing as debarred, excluded or otherwise ineligible for federal or state program participation, prior to Student’s arrival (https://sam.gov/content/exclusions/federal; http://www.oig.hhs.gov/exclusions; https://mcweb.apps.prd.cammis.medi-cal.ca.gov/references/sandi). • For Oregon Training Sites, background checks must comply with OAR 409-030-0220. All searches outlined above shall include a search of any additional names used by the Student/Instructor (e.g. other first or last names). Adventist Health reserves the right to request actual background check documents for each Student/Instructor. School must provide requested documentation within 2 hours of the request for current Students/Instructors. For past Students/Instructors, School must provide requested documentation within 10 business days. School shall retain the Student’s records, and, if applicable, personnel records for its Instructors, in accordance with all legal requirements, for a period of not less than 5 years.