Next Webinar series: Session 1: February 13 — March 27, 2018 (7 sessions) This is a 7 - part, 90 minute webinar: Ten Steps to a Federal Job, Federal Resumes and Non-Competitive Hiring / Veteran's Preference and
Federal Employment Information.
Encourage DOT agencies to work with the Hispanic Association of Colleges and Universities and other Hispanic Serving Institutions, and other organizations to establish student and entry - level internship programs, and sponsor
Federal Employment Information Touchscreen computer kiosks at these institutions through the U.S. Office of Personnel Management.
Not exact matches
We are committed to equal
employment opportunity for all applicants and existing employees and we evaluate qualified applicants without regard to ancestry, age, color, disability, genetic
information, gender, gender identity, or gender expression, marital status, medical condition, military or veteran status, national origin, race, religion, sex, sexual orientation, and any other basis protected by
federal, state, or local law, ordinance, or regulation.
Investigatory material compiled solely for the purpose of determining suitability, eligibility, or qualifications for
Federal civilian
employment, military service,
Federal contracts, or access to classified
information, but only to the extent that the disclosure of such material would reveal the identity of a source who furnished
information to the Government under an express promise that the identity of the source would be held in confidence.
The Waldorf School of Atlanta does not discriminate against candidates for admission or
employment on the basis of age, race, religion, sex, national origin, marital status, sexual orientation, genetic
information, or disability status as well as other classifications protected by applicable
federal, state, or local laws.
Audience members listened to presentation on opportunities for
employment with the
federal government at an
information session held by Congressman Rangel.
All
employment decisions are made without regard to race, sex, national origin, color, religion, age, disability, veteran status, genetic
information or any other status protected by
federal, state or local law.
Similarly, the US
federal Genetic
Information Non-discrimination Act of 2008 (GINA)[98] forbids discrimination on the basis of genetic information in any aspect of employment, including job
Information Non-discrimination Act of 2008 (GINA)[98] forbids discrimination on the basis of genetic
information in any aspect of employment, including job
information in any aspect of
employment, including job placement.
State and
federal employment laws bar discrimination based on religion and the school does not ask any
information about religion when hiring staff or enrolling students.
You are being given the opportunity to provide the following
information in order to help us comply with
federal and state Equal
Employment Opportunity / Affirmative Action record keeping, reporting, and other legal requirements.
107; Title IX of the Education Amendments of 1972; 29 C.F.R. Part 1614; Executive Order 11478, Equal
Employment Opportunity in the
Federal Government; Executive Order 12898,
Federal Actions To Address Environmental Justice in Minority Populations and Low - Income Populations; Executive Order 13087, Further Amendment to Executive Order 11478, Equal
Employment Opportunity in the
Federal Government; Executive Order 13160, Nondiscrimination on the Basis of Race, Sex, Color, National Origin, Disability, Religion, Age, Sexual Orientation, and Status as a Parent in Federally Conducted Education and Training Programs; Executive Order 13166, Improving Access to Services for Persons with Limited English Proficiency; the Age Discrimination in
Employment Act of 1967; the Lilly Ledbetter Fair Pay Act of 2009; Title II of the Genetic
Information Nondiscrimination Act of 2008; Equal
Employment Opportunity Commission (EEOC) regulations governing the processing of complaints of discrimination in the
Federal sector; and EEOC decisions, procedures, guidelines, and program and management directives.
For example, if an investigator questions a person about your qualifications for
federal employment and that person agrees to answer only if his identity is protected, then his name or any
information that would identify him can be withheld.
The Genetic
Information Nondiscrimination Act (GINA) will provide
federal protection from genetic discrimination in health insurance and
employment.
The U.S. Department of Transportation (DOT) is committed to protecting current and former
Federal employees and applicants for
employment from interference and retaliation when making protected disclosures, or «whistleblowing,» which includes disclosing
information related to a violation of law, rule, or regulation; gross mismanagement; gross waste of funds; abuse of authority; or a substantial and specific danger to public health or safety.
Executive Order 13145 (To Prohibit Discrimination in
Federal Employment Based on Genetic
Information);
As an intern, you will have the opportunity to work on a wide variety of matters such as: appropriations, fiscal law and financial management; acquisitions, financial assistance and public private partnerships; innovative financing; real property and asset management;
information technology investment and capital planning; employee ethical conduct, conflicts of interest and political activities; equal
employment opportunity and other civil rights matters;
Federal personnel and
employment; and alternative dispute resolution.
However, the collection of
information for background investigations has been a long - standing requirement for
Federal employment.
5.2.2
Information compiled solely for the purpose of determining suitability, eligibility, or qualification for Federal civilian employment or access to classified information may be exempted from the access provisions of the Privacy Act pursuant to 5 U.S.C. 552a (k)(1) an
Information compiled solely for the purpose of determining suitability, eligibility, or qualification for
Federal civilian
employment or access to classified
information may be exempted from the access provisions of the Privacy Act pursuant to 5 U.S.C. 552a (k)(1) an
information may be exempted from the access provisions of the Privacy Act pursuant to 5 U.S.C. 552a (k)(1) and / or (5).
- Examine vehicle to determine if additional safety or service work is required - Advise Manager if additional work is needed - Document all work performed as soon as job is completed - Attend factory sponsored training classes and keep abreast of factory technical bulletins - Understand and follow
federal, state and local regulations such as disposal of hazardous wastes - Ensure that vehicles are kept clean - Perform all other duties as assigned - Follow all company safety policies and procedures & immediately report any and all accidents to Manager or Supervisor REQUIREMENTS: - High School Diploma or equivalent - ASE Certification preferred - Automotive Technician - Minimum 2 years previous experience - Excellent driving record - Self - motivated with ability to perform quality work with efficiency - All applicants must be authorized to work in the USA - All applicants must have the ability to pass pre-
employment testing to include background checks, MVR, drug test, and valid driver's license - All applicants must perform duties and responsibilities in a safe manner - Ability to read & comprehend instructions and
information - Personal & Professional Integrity - Desire for long - term
employment If you're looking to work in a progressive environment with a rapidly growing organization, than we have a position available for you.
It also advises that this
information «may be shared» within the Ministry of
Employment and Social Development Canada, or any
federal institution, provincial authority or public body with which the ESDC has an agreement.
However, if incoming
information indicates faster progress toward the Committee's
employment and inflation objectives than the Committee now expects, then increases in the target range for the
federal funds rate are likely to occur sooner than currently anticipated.
The employer is not permitted to use
information from the consumer report in violation of any applicable
Federal or State equal
employment opportunity law or regulation; and the consumer reporting agency must include a summary of the consumer's rights with the report.
The prohibition does not apply to: employers that are federally insured banks or credit unions; employers that are required by state or
federal law to use individual credit history for
employment purposes; public safety officers; or positions for which the
information is substantially job - related and the employer's reasons for the use of such
information are disclosed to the employee or prospective employee in writing.
If an employer obtains, uses, or seeks to obtain a consumer report pursuant to
federal or state law, the employer shall (1) obtain the employee's or applicant's written consent in a document consisting solely of the consent, each time the employer seeks to obtain the employee's or applicant's consumer report; (2) disclose in writing to the employee or applicant the employer's reasons for accessing the consumer report, and if the employer intends to take an adverse
employment action in whole or in part based on the report, disclose the reasons for the action, including which
information in the report the employer is basing the decision on, in writing at least 14 days prior to taking the action, along with a copy of the report and the notice of consumer rights required by section 1681G (c)(1) of chapter 15 of the United States Code.
Applications for jobs with the National Park Service are accepted via USAJOBS, the
federal government's official source for
federal job listings and
employment opportunity
information.
You are being given the opportunity to provide the following
information in order to help us comply with
federal and state Equal
Employment Opportunity / Affirmative Action record keeping, reporting, and other legal requirements.
The blog, written primarily for employers, provides industry - specific
information, suggestion and guidance on labor and
employment subjects, news and cases of interest in and around the Appalachian region, including West Virginia, Pennsylvania, Ohio, and Kentucky, along with all
federal matters of interest in the field nationwide.
Recent news stories include the loss of student loan recipient personal
information by Human Resources and Skills Development Canada in January of 2013 and the loss of a data stick containing the personal
information of approximately 5000 Canadians by a
federal government lawyer working on their
Employment Insurance appeals in November of 2012.
While
federal law does not specifically prohibit discrimination based on criminal convictions or arrests, the U.S. Equal
Employment Opportunity Commission (EEOC) has issued a policy statement indicating that an employer's use of criminal history information in making employment decisions may violate the federal prohibition against discrimination based on race or nation
Employment Opportunity Commission (EEOC) has issued a policy statement indicating that an employer's use of criminal history
information in making
employment decisions may violate the federal prohibition against discrimination based on race or nation
employment decisions may violate the
federal prohibition against discrimination based on race or national origin.
Jonathan also concentrates on and advises US and multinational corporations and executives in all aspects of
employment law, including drafting and negotiating
employment and separation agreements, corporate restructurings and reductions in force,
employment advice related to corporate transactions, internal corporate investigations, handbooks and policy manuals, sexual harassment and other sensitivity training, protecting against employee raiding and theft of confidential
information, and compliance with all
federal, state, and local discrimination laws.
«Provides
information and commentary on developments in both Iowa and
federal employment and labor law, always with the goal of elucidating the «bottom line» for Iowa employers.»
Business Development: Brokering various business dealings that further the diversification of Indian economies Developing and accessing commercial financial programs and services for tribal governments, including tax - exempt offerings and federally - guaranteed housing loans Serving as issuer or underwriter's counsel in tribal bond issuances Ensuring tribal compliance with Bank Secrecy Act and other
federal financial regulatory requirements Handling federal and state income, excise, B&O, property and other tax matters for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal financial regulatory requirements Handling
federal and state income, excise, B&O, property and other tax matters for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal and state income, excise, B&O, property and other tax matters for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and
federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure
federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and
federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor &
employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor &
employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and
federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal courts, including defense tenders pursuant to the
Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and
federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal
federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable
information about legal and political developments affecting tribal rights.
Baker Botts considers all qualified applicants for
employment without regard to race, color, gender, sex, age, religion, creed, national origin, citizenship, marital status, sexual orientation, disability, medical condition, military and veteran status, gender identity or expression, genetic
information or any other basis protected by
federal, state or local law.
Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits
employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discr
employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in
Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discr
Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit
employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discr
employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the
federal government; Title II of the Genetic
Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment disc
Information Nondiscrimination Act of 2008 (GINA), which prohibits
employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discr
employment discrimination based on genetic
information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment disc
information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional
employment discr
employment discrimination.
Information about minimum
employment standards in the
Federal private
employment sector can be obtained from the Government of Canada's Labour Program.
BLG's Defence and Security Industry Group regularly advise defence industry clients with respect to government procurements and bid disputes; export controls and economic sanctions; access to
information requests;
federal and provincial lobbying rules; joint ventures and teaming agreements; intellectual property protection and rights; as well as various other types of corporate, commercial, litigation and labour and
employment matters.
In addition to defending
employment cases and counseling clients regarding state and
federal employment laws, Hurwitz advises clients on drafting
employment agreements containing restrictive covenants and non-disclosure provisions regarding confidential and proprietary
information.
We promote meritocracy, and we base
employment decisions on personal capabilities and qualification without discriminating because of race, color, religion, sex, sexual orientation, gender identify or expression, national origin, ancestry, age, disability, genetic
information, marital status, military or veteran status, or any other protected status in accordance with applicable
federal, state, and local laws.
The budget also proposes changes to the
federal pay equity regime and online reporting of pay
information filed under the
Employment Equity Act.
One
federal law, the Genetic
Information Nondiscrimination Act (or «GINA») does forbid employment discrimination based on «genetic informat
Information Nondiscrimination Act (or «GINA») does forbid
employment discrimination based on «genetic
informationinformation.»
tap QA provides equal
employment opportunities (EEO) to all employees and applicants for
employment without regard to age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and / or expression, genetic
information, marital status, status with regard to public assistance, veteran status or any other characteristic protected by
federal, state or local law.
For more
information on USAJOBS,
federal resume writing services, and how to improve your chances for
employment,
Our
employment decisions are made without regard to race, color, religion, sex, marital status, pregnancy, national origin, citizenship, age, physical or mental disability, genetic
information, sexual orientation, veteran status, military status, or any other characteristic or status protected by
federal, state or local law.
In addition, the header should contain your personal data including your name, contact
information, citizenship, Veterans Preference, and
federal employment history (as applicable).
Police
Employment http://www.policeemployment.com This web site contains a police job board, educational
information, tips and advice, and career profiles of law enforcement related jobs at the
federal, state, county, and city levels.
When a company uses a job candidate's background
information to deny
employment, they must comply with
federal and state laws that protect the applicant from discrimination.
When it comes to the position headers,
federal resumes include several items that their private sector counterparts do not, such as supervisor names and contact
information, physical address of
employment, and even ending compensation (although some recommend leaving it off of your presentation version, it is requested when completing the online resume builder).
FCRA is an acronym for the Fair Credit Reporting Act, a U.S.
federal law that regulates the collection, dissemination, and use of consumer
information, including
employment screening data.
Usually, the
information that needs to be on your
federal resume includes job
information (title, grade, announcement number), education (names of educational institutions and addresses, graduation dates, degrees), professional experience (titles, accomplishments / duties, employers, supervisors, dates of
employment, hours / week, salary), skills, job - related trainings, certifications, awards, licensure, etc..
Information from these candidate interviews is compiled in a searchable database that is available through this website to
federal Human Resources Specialists, Equal
Employment Opportunity Specialists, and other hiring officials in
federal agencies.