7 Workforce Integrity

7.1 Screening/Vetting/Background Checks (as allowed by local law)

Procedures

7.1.1

The LSP/Applicant must have a screening / vetting process that includes at a minimum, past employment and criminal history checks. Screening / vetting applies to all applicants, including employees and contractors. The LSP/Applicant will also require an equivalent process be applied at contracting companies supplying TAS workers.

7.1.2

TAS worker is required to sign declaration that they have no current criminal convictions and will comply with LSP’s/Applicant’s security procedures.

7.1.3

LSP/Applicant will have agreements in place to have required information supplied by the agency and/or subcontractor providing TAS workers, or shall conduct such screening themselves. Screening must include criminal history check and employment checks.

7.1.4

Procedure for dealing with applicants/workforce’s false declaration pre & post hiring.

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7.2 Termination or Rehiring of Workforce Note: Termination includes both voluntary and involuntary separations—terminated and resigned members of workforce.

Procedures

7.2.1

Recover physical assets from terminated workforce to include company IDs, access badges, keys, equipment, or sensitive information. Documented procedure required.

7.2.2

Protect Buyer’s data: Terminate access to physical or electronic systems that contain Buyer’s data (inventory or schedules). Documented procedure required.

7.2.3

Workforce checklist in place for verification

7.2.4

Re-hiring: Procedures are in place to prevent LSP/Applicant from re-hiring workforce if denial / termination criteria are still valid.

Note: Records are reviewed prior to re-hiring (Ex: background of previously terminated personnel or – rejected applicants (previously denied employment).