Sentences with phrase «makes employee background checks»

Today's economy makes employee background checks ever more important.

Not exact matches

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

Before hiring potential employees ~ principals should conduct a thorough background check and make personnel decisions based on what is best for the school and nothing else.

This bill: defines terms; permits the Division of Finance to require background checks or credit history reports of a public employee in a public funds position; classifies the background check or credit history report as a private record; and makes technical and conforming amendments.

For the most part, these credit checks are not standard, especially in comparison to the previous three types of background checks, but if your new employee is getting access to the company credit card or running the accounting department, it's probably a good idea to make sure they're good with money.

If you prefer employees who have passed drug tests and / or background checks, make this request known, and ask for documentation that the screening was preformed.

The ATL tipster was able to record not only the specific terms of the offer, but the offeree's name and home address, since Kirk then made a second call to one of his firm's HR employees to request a background check.

Including background checks and asking for clearances is part of making sure that employees will not be the cause of inadequate security issues.

While sometimes misused by employers, employee criminal background checks are a widely accepted and largely useful measure used by employers to make better employment decisions.

Relying solely on a national criminal background check to determine an employee's criminal history may lead you to make a hiring decision based on inaccurate, incomplete, or outdated criminal records.

Employee risk assessments to ensure decisions made on the basis of a background check are aligned with the risk and responsibilities of the job.

Two recent high - profile class action cases make clear the need for employers to ensure, among other requirements, that the process used to gain consent from employees and candidates prior to initiating a background check is in line with FCRA rules.

Employment screening, also known as background screening or background checks, are performed by employers or consumer reporting agencies to gain information and insight about an employee or job candidate in order to make predictive decisions about how the individual will perform in a given role.

Before you take any action on the results of a background screen in hiring, promoting, or suspending an employee, make sure you're aware of the Adverse Action requirements mandated by the FCRA — the laws are very specific about how and when you must notify an applicant of an adverse decision you've made concerning the results of their background check.

Plus, your screening partner will be able to assist beyond just social media checks to make sure you have a balanced, comprehensive, and compliant approach to employee background checks.

The suit filed on December 4, 2014 by a Tampa - based Whole Foods employee claims that the company's background screening process violated the FCRA by failing to make proper disclosure and failing to obtain proper authorization of the pending background check.

Employment Screening Resources (ESR)-- «The Background Check Authority» — provides accurate and actionable information that empowers employers to make informed safe hiring decisions for the benefit for their organizations, their employees, and the public.

Founded by safe hiring expert Attorney Les Rosen in 1997, Employment Screening Resources ® (ESR)-- «The Background Check Authority ®» — provides accurate and actionable information that empowers employers to make informed hiring decisions for the benefit of their organizations, employees, and the public.

Employment Screening Resources (ESR)-- «The Background Check Authority» — provides accurate and actionable information, empowering employers to make informed safe hiring decisions for the benefit for our clients, their employees, and the public.

Founded by safe hiring expert Attorney Les Rosen in 1997, Employment Screening Resources (ESR)-- «The Background Check AuthoritySM» — provides accurate and actionable information that empowers employers to make informed hiring decisions for the benefit of their organizations, employees, and the public.

Founded by safe hiring expert Attorney Lester Rosen in 1997, Employment Screening Resources ® (ESR)-- «The Background Check Authority ®» — provides accurate and actionable information that empowers employers to make informed hiring decisions for the benefit of their organizations, employees, and the public.