Access to Intel Corporation is a privilege that may be granted upon request at Intel’s sole discretion and access may be revoked at any time with or without notice. Supplier, including any subcontractor (collectively, Supplier), must take reasonable steps to conduct a background investigation on its personnel designated as an Intel Contingent Worker (CW) or Privileged Visitor (PV), under applicable laws and regulations. To the extent required by applicable law, all screening must be complete prior to the CW/PV’s access to any Intel facility or assets. Supplier may also be required to submit its personnel to recurrent background screening, upon request by Intel.
Access will not be granted to any CW/PV, who is not subject to the below background investigation process. Supplier must not allow any person access to Intel facilities, computer networks, or confidential information, if that person has been identified by Intel as "not eligible for access." This Policy is subject to change by Intel at any time, with or without notice. Screening and access-related documents are available at Supplier.Intel.com/Forms.
Unescorted Access Request and Access Badges
Suppliers are responsible for the use (and misuse) of badges assigned to their own personnel. Access to and the use of Intel facilities and systems is authorized only for Intel-sanctioned purposes. To obtain access to Intel sites or network, an Intel “Sponsor” or designee must initiate the access process. Once a CW/PV is provided an access badge, he or she is required to wear the badge forward-facing and in plain view when they are in access-controlled areas. Badges must be safeguarded at all times and secured out of view when not in use. Lost or stolen badges must be promptly reported to Security for deactivation. Except for surrendering the badge to the Sponsor, Security, or supervisor, badges may never be loaned or transferred to others. Using another person’s badge for access, or allowing another person to use a badge that is not issued to them, is grounds for removal and permanent denial.
Proof of Employment Eligibility and Identity
Intel requires that Supplier warrants that Supplier’s personnel, who are designated as an Intel CW/PV, (i) are legally authorized to be employed by Supplier in the US or if services are performed outside of the US, that CW/PVs are legally authorized to work in the country in which they will be performing services; and (ii) have names and Social Security Numbers (SSN) (or nationally recognized unique federal identifying numbers) that match.
For services in the US, Supplier must validate the identity and current authorization to work (or operate) in the location and capacity they are assigned for the duration of their assignment, including where applicable a SSN Trace and Form I-9/E-Verify. For services in the US, Supplier must retain, for the duration of the CW/PV’s assignment at Intel, documentation showing that the screening was conducted, including a receipt or proof of completion, and may be required to provide such documentation, if requested by Intel and subject to applicable laws. For services outside of the US, Supplier must complete the applicable forms and continue to fulfill all requirements for each CW/PV to be legally authorized to provide services in such country.
In addition, subject to applicable laws, Intel may require Supplier to provide certain personal information of CWs, including but not limited to name, date of birth, citizenship, and gender, and in most countries, the national ID number, Passport information of country of citizenship or alien registration number. The Supplier is responsible for obtaining each CW's consent to share such information with Intel prior to providing the information to Intel.
Criminal History Check
Supplier is accountable for the behavior of any Supplier personnel that causes harm to people, assets, or Intel’s reputation. Supplier must establish its own screening policies and background investigation procedures to mitigate against such behaviors, in accordance with applicable laws (federal and state) and regulations.
For services in the US, at a minimum, a criminal history check is required and must include (i) seven (7) years of applicable felony jurisdictions (including federal jurisdictions), (ii) five (5) years of applicable misdemeanor jurisdictions, and (iii) a “nationwide” type of a criminal history crosscheck. Jurisdictions checked must include those jurisdictions where CW/PV is known to have worked or resided in the last seven (7) years. A criminal history check must also be based on any relevant information (such as names or aliases) or jurisdictions discovered from a SSN Trace. Supplier must retain, for the duration of the CW/PV’s assignment at Intel, documentation showing that the screening was conducted, including a receipt or proof of a completed criminal history check, and may be required to provide such documentation, if requested by Intel and subject to applicable law. Supplier must take reasonable steps to screen and conduct an individualized assessment for every CW/PV it assigns to Intel, subject to applicable laws or regulations. When conducting an individualized assessment, Supplier should consider the following as guidance when excluding individuals from access to Intel based on a criminal record:
- Intentional injury or loss, to person or property, including offenses against minors, offenses involving violence, and offenses committed while under the influence of alcohol or other substances;
- Theft, fraud, dishonesty, breach of trust, money laundering, embezzlement, or unethical behavior;
- The manufacture, sale, distribution of or trafficking of controlled or illegal substances; and
- The offenses listed under Chapter 49 of the US Code of Federal Regulations section 1572.103.
A criminal record does not automatically preclude a CW/PV from access to or performing services for Intel. When taking into account the above offenses and in accordance with applicable law, Supplier must conduct its own individualized assessment that takes into consideration: (a) the number, nature, and gravity of the offense(s); (b) the time that has passed since the offense(s) and/or completion of any sentence(s); (c) the specific duties of the position and the nature of the services to be performed; (d) relevant facts and circumstances; employment history before and after the offense(s), (e) evidence of any rehabilitation, and (f) any other mitigating factors.
Access Denial and Worker Removal
Access badges must be returned promptly to Intel Corporate Security when access is no longer needed or authorized by the Supplier. When an assignment ends earlier than originally scheduled, the Supplier must coordinate with the Sponsor to revise and end the assignment. This will prevent that person from obtaining a temporary badge from Security, or using an unreturned badge to gain physical access. Supplier shall also immediately return all Intel assets, including but not limited to access badges, keys, computing equipment, and any confidential information in the person’s possession or control including but not limited to Intel all confidential reports, drawings, documents, process specifications, masks, product specifications, manuals, field manuals, diagnostic tools, software diagnostics, virus routines, network analysis, spare parts lists, customer lists, customer contact names, contracts and agreements, all computer files, data and software packages the CW/PV had access during the work assignment at Intel and which are the property of Intel, its subsidiaries, customers or third parties.
Denial of access and removal of CW/PV can be disruptive and are expected to be carried out by Supplier in an appropriate manner away from and not on Intel premises. Supplier must notify the Sponsor or Intel Corporate Security in writing if Supplier’s personnel is denied access or removed for anything that may make him or her ineligible for future assignments at Intel, such as engaging in gross misconduct, including but not limited to theft, illicit drug use, violence, harassment, or discrimination at the Intel job site, or violating Intel’s Corporate Business Principles. Intel reserves the right to deny access or remove any CW/PV assigned to work at Intel’s facilities, at any time with or without cause or prior notice.
Workplace Violence Prevention
Supplier must immediately report any concern relating to actual or potential violence to Intel Corporate Security. This includes any act of violence, or direct threats, indirect threats, or concerning behavior that has the potential to result in an act of violence occurring on Intel premises (including domestic violence), or that is targeted at anyone because of their association with Intel. If in doubt, report the concern. If an existing or former CW/PV or any third party is suspected of posing a risk to Intel’s work environment, physical or proprietary assets, or another individual regardless of location, Supplier must cooperate fully in supporting Intel’s investigation and efforts to ensure people and assets are appropriately safeguarded.
Monitoring, Searches, and Investigations
Within limitations of applicable law, Intel reserves the right to monitor all activity at Intel and to conduct searches based on reasonable safety or security concerns as determined by Intel, with or without notice. Authorized Intel representatives have the right to monitor or perform reasonable-cause searches on all Intel-controlled assets including, but not limited to Intel computers, networks, voicemail, e-mail, and office areas. There is no expectation of privacy when using any of these Intel assets. In rare cases personal property such as personal electronic devices, flash drives, cameras, personal bags, purses, and personally-owned vehicles that are brought onto Intel premises, may also be subject to search.
Illegal or Unethical Conduct
Supplier must fully cooperate with any reasonable investigation conducted by Intel. If a Supplier becomes aware of illegal or unethical conduct by its own personnel, Intel employees or any third party where the conduct is associated with Intel, Supplier must promptly notify Intel using an appropriate channel (e.g., Intel Corporate Security or the Intel Ethics and Compliance Reporting Portal).
Intel reserves the right to audit Supplier’s background investigation process to ensure that Supplier is in compliance with the above background investigation requirements. The audit may also include Supplier’s recurrent screening of its personnel, if requested by Intel. For an audit, Supplier may be required to provide Intel with redacted copies of the background-related documents, including but not limited to receipts showing proof of the completed background investigation, if requested by Intel. Supplier must be prepared to provide its policies and procedures regarding its background investigation process.
Contact Intel Corporate Security at email@example.com with any questions regarding this Policy.