Screening Process Clause Samples

Screening Process. A. The sample collection, testing methodology, and screening standards for drugs of abuse will be a routine 8 - panel screen, which is performed with chain of custody procedures. An automatic confirmation process is to be included with this screen; i.e., the specimen has been through two rounds of testing. The first screening is via the immuno-assay method and then any positive screen is confirmed via gas chromatography/mass spectroscopy (GC/MS). B. The sample collection, testing methodology, and screening standards for alcohol will be done in accordance with established standards acceptable to the Ohio Department of Health as if the sample was collected and processed for a driving under the influence violation. Chain of custody procedures will be maintained.

Screening Process. If the background check results in any criminal history information then Human Resources will consult with the Principal/Administrator to apply guidelines applicable to screening new employees. Volunteers whose history demonstrates a risk to the safety or well-being of students and staff will be denied participation. Among the factors taken into consideration is the nature of the offense, the age of the person at the time of the offense, and the amount of time between the date of the offense and the date of the application.

Screening Process i. Symantec shall directly contract with its own Affiliate Network Partners. Digital River shall not be involved or participate in those discussions or matters and shall not interfere with the same. ii. Digital River will use the Screening Criteria to perform an initial screen of each potential affiliate, subject to update by Symantec from time to time at its sole discretion. All potential affiliate recruitment processes must be preapproved in writing by Symantec. Symantec will be involved in the screening and acceptance process for all potential affiliates. Symantec will provide Digital River with the screening criteria and guidelines (the “Screening Criteria”) to incorporate in an affiliate agreement that Digital River may share with the Affiliate Network Partners. Digital River will use the Screening Criteria to select Affiliates; provided that, notwithstanding anything to the contrary: (a) Symantec will have final control over the ongoing participation of each Affiliate in the Symantec Affiliate Program; and (b) Except as otherwise limited herein or as limited elsewhere in this Agreement, Symantec may, at any time, choose to engage a certain Affiliate in a direct contractual relationship, which would remove such an Affiliate from the Symantec Affiliate Program. Subject to any contractual limitations with the given Affiliate or ANP, Symantec shall have the right to refuse or to terminate any Affiliate relationship, or to take any action to restrict access to, or of availability of objectionable material, inaccurate listings, unlawful items or any items prohibited in the guidelines of the Affiliate agreement. Symantec may update and change the Screening Criteria and guidelines, as well as the terms for Affiliate agreements, without prior notice at any time.

Screening Process. A. Prescreening 1. Every attempt will be made by the EEO and Human Resources to obtain a diverse applicant pool. 2. Human Resources will screen for all required materials, which include the application form, the applicable degree transcripts and the resume. The office will also prescreen the applications for all minimum qualifications, contingent upon funding and staffing. Human Resources will notify the chair that the completed when the applications have been screened and are ready for committee review. packets on individual applicants who meet the minimum qualifications are available for screening. 3. EEO or designee will analyze the composition of the applicant pool to ensure that any failure to obtain projected representation for any monitored group is not due to discriminatory recruitment procedures. If the EEO identifies problems with the recruitment process that result in an adverse impact, the EEO will meet with the screening committee and the Vice President of Human Resources and shall take effective steps to address them. B. Timelines for Review of Applications 1. Human Resources will normally forward applicant pools to the EEO or designee within 7 working days of the end of the advertising period. 2. The EEO will have 5 working days to review the diversity of the applicant pool and, if approved, forward the applications to the screening committee. In the absence of the EEO, the Vice President of Human Resources will make the determination. 3. All committee members must review the applications before the meeting to select the interviewees. 4. The committee will agree as to which candidates to interview and schedule interviews (according to the job announcement) in a timely manner, not to exceed 1 month after the applications become available for review. 5. The chair or representative will contact the candidates to be interviewed. Inquiry shall be made to determine Iif the candidate requires accommodation,s then the candidate should fill out the online accommodations request form and a representative from Human Resources will contact the candidate to make arrangements. related to a disability. If necessary, consultation regarding accommodation arrangements may be made with the Special Resource Center. Examples of accommodations may include wheelchair access, American Sign Language interpreter, access technology or materials in an alternate print format. C. Evaluation of Candidates 1. Screening committee members must be present for all interviews t...

Screening Process. Volunteer applicants should be advised of guidelines established for determining eligibility prior to the submission of any information to be used in criminal background screening process. All information received from the Background Check Applications and reports returned from state and federal law enforcement agencies will be used solely for the purpose of determining applicant’s eligibility as a volunteer participant with the City of Jacksonville. • All volunteer applicants as defined above, must agree to and complete a criminal history screening application and need to be digitally fingerprinted. • Completed applications and fingerprint must be submitted to the volunteer coordinator or other designated person within each organization for background verification prior to the start of the volunteer assignment. Applicants may volunteer only under supervision pending receipt of results. • Volunteer information on all new volunteers providing services in applicable positions will be submitted in accordance with the Florida Department of Law Enforcement’s (FDLE) Volunteer & Employee Criminal History System (VECHS) for processing. (See attached) • Volunteer applicants shall be notified of results in writing only when results indicate that a volunteer does not meet the City’s volunteer eligibility requirements. • Results of law enforcement reports will be provided in a "pass" or "fail" manner only. Details of report shall not be disclosed to any third party except when authorized by volunteer applicant's written request for appeal or as required by public records request. • Central database of "pass" / "fail" results will be maintained by the Office of Volunteer Services. Agencies should contact Volunteer Services prior to processing background check requests on volunteer applicants to prevent duplication of effort. • Once assigned, volunteers will be required to report any new arrests or convictions related to the above charges to the volunteer coordinator within ten days of either occurrence. Failure to report will result in immediate removal from the volunteer program. Review process applies. • Volunteers will be required to sign a Statement of Continuous Service annually following the initial VECHS screening provided volunteer service is continuous. A break in service will require the volunteer to repeat the background application process again. (See attached.)

Screening Process. Applicants who call the office will have to provide some basic information to the clerk (internal referral sheet). The clerk will place those sheets in the Removal Defense Program’s inbox or send via email to the Removal Defense team, ▇▇▇▇ ▇▇▇▇▇▇▇▇ and/or ▇▇▇▇ ▇▇▇▇▇▇▇. The removal defense team will conduct a phone pre-screening after receiving the “internal referral sheet.” If it is determined that an in-person screening is required, then an appointment will be scheduled for the individual to come in to one of our offices for a full screening with a member of the removal defense team. In-person screenings for non-detained clients are to be requested if the RDP team has indications that the individual might be eligible for relief and/or if additional information is required in order to make that determination. All screenings for detained clients are to be made in-person at the detention center. Applicants at legal clinics where CCDSD participates will be pre-screened by a member of the removal defense team. If it is determined that an applicant requires a full screening, then an appointment will be scheduled for the applicant to come in to one of our offices to meet with a member of the removal defense team. Catholic Charities Individuals who walk-in to any of our offices will have to provide her or his information to the clerk (complete internal referral sheet). A member of the removal defense team will call the applicant to do a pre-screening over the phone. If it is determined that an applicant needs a full screening, then an appointment will be scheduled for the applicant to come in to one of our offices for a full screening with a member of the removal defense team. Any non-attorney or non-DOJ fully accredited representative that screens an applicant must consult with the removal defense attorney or DOJ full accredited representative when she or he completes a screening. Volunteers who are NOT attorneys or fully accredited representatives cannot provide legal advice to applicants at any stage of the process. When a volunteer screens a case, the removal defense attorney, DOJ full accredited representative, and/or the Department Director will make the decision about accepting, denying, or referring the case. Detained individuals will call or mail a request for assistance to CCDSD (letter via mail, etc.).

Screening Process. BlackRock’s background screening process consists of the following: (i) a background check (which dependent upon job location or employing entity may include processing of fingerprints for purposes of a criminal records check); and (ii) your provision to BlackRock of appropriate documentation authorizing you to work in the United States.

Screening Process. 1. GU Holdings shall submit to the CMAs no later than sixty (60) days after the execution of this Agreement a screening policy that will include, at a minimum, criminal background checks, public records check, and other generally accepted industry standards to ascertain a person’s trustworthiness for the following circumstances: a. Any person whose position could involve logical access to the U.S.- Taiwan Segment or DCI; and b. Any person charged with securing the U.S.-Taiwan Segment or DCI (“Screened Personnel”). 2. The CMAs will approve or disapprove the screening policy pursuant to Article 6. If GU Holdings utilizes a vendor or service provider, the selection of the vendor or service provider is also subject to review and approval by the CMAs. GU Holdings agrees to cooperate with any request by the CMAs to provide additional identifying information regarding Screened Personnel. 3. GU Holdings will provide the CMAs a list of all Screened Personnel within thirty

Screening Process. The District shall use the following process for filling vacancies: 8.1 The District shall screen outside applicants in a manner it deems appropriate and forward to the school or program the names of unit member applicants and those outside applicants whom the District deems qualified. The names of applicants forwarded shall not be ranked. 8.2 A screening committee shall be utilized at the school level or at the program level. It shall consist of no more than six (6) persons. The screening committee shall paper-screen and/or interview all applicants who meet the qualifications. 8.3 At the conclusion of the screening process, the committee shall recommend to the immediate supervisor an applicant to fill each vacancy. The committee may recommend more than one applicant.