Agenda - 02-18-2014 - 7a - Laserfiche WebLink

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Attention: Director of Risk Management Services 200 S Cameron Street P.O. Box 8181 Hillsborough, NC 27278 5. Access to County Facilities (a) As used in this Agreement "Employee" is defined as a person who receives compensation from RENA and who is assigned to work at the Center, "Regular volunteer" is defined as a person who is not employed by REA1A an Employee or Temporary Volunteer but who is assigned to work at the Center ^^ a Fegul ^r b^ °'° at least once per week- - ' €mplepee" is defined as a peFSGR ,^,b^ reGeiVeS 199FApensaflan frern RENA "Temporary Volunteer" is defined as a person who is not employed by RENA dan Employee or Regular Volunteer but who is assigned to work at the Center not more than one day per calendar month. (b) RENA shall provide a list of Regular Volunteers and Employees who will be assigned to the Center to the County at least Comment [BRE4]: I changed this language one week before the Center's first opens for operation, or prior to the Employee's or because there may be a long amount of time o n ^r ..nl , +o r, defined J between when the contract is signed and when Regular Volunteer's first day of work at the Center . the center is built Comment [BRE.5]: I moved these definitions into their own paragraph above sempen$atien from R €Ny! "TempeFaFy `:rirReer =is de-led ae- a- PeFS -s not (c) County reserves the right to prohibit any individual Employee or volunteer of RENA from accessing or providing services at the Center, or at County events at the Center, if County determines, in its sole discretion, that such Employee or volunteer poses a threat to the safety or well -being of County employees, guests, customers, or invitees. Should the County act under this paragraph, County will notify RENA and the subject individual in writing of the individual's identity and County's reason for prohibiting the individual as soon as possible after making the determination that the individual poses a threat. _(dZRENA shall conduct criminal background checks on all Employees and Regular Volunteers wh^ .; n b^ empieyed at +ho Comp~ 2nd GR all Regular at the GeRte RENA shall provide County with documentation that criminal Comment [BRE6]: At the meeting Rev. background checks were conducted on each of its employees and /or volunteers prior to assigning them to the Center, and such check shall include an annual check of the State Campbell discussed and I believe the County Sex Offender and Public Protection Registration Program, the State Sexually Violent agreed that the County hiring policy should apply to Employees and Regular Volunteers If these changes represent the policy, we would Predator Registration Program, and the National Sex Offender Registry. prefer that we simply remove this paragraph {�i}�eJREN shall not asst n an Em to ee or Re ular Volunteer to stafF the Center and reference the policy instead so that any changes to the policy overtime are pursuant to this Agreement if the Employee or Regular Volunteer (1) appears on any of incorporated. the registries listed in 5(ed) above; (2) has been convicted of a felony Involving vieleRGe we have stricken the word "violence" primarily e�-sexual misconduct; (3) has been convicted of any other felony unless more than 10 because the word is ambiguous since it is not years have passed since the date of conviction or release from confinement, whichever defined in this contract and is not defined by is later; 4) has been convicted of an misdemeanor involving iieleRGe eF sexual ( y g � law, at also s we wasn't fear from the a criminal acts. It also s611 wasn't clear from the meeting misconduct; or (5) has been convicted of any crime indicating that the worker may pose what the County means by "violence" If this is a threat to the safety or well -being of County employees, guests, customers, or invitees, wording from the County hiring policy then unless more than 7 years have passed since the date of conviction or release from RENA would likely agree to the wording after reviewing the policy.