Sentences with phrase «applicant for employment on»

Planned Parenthood Southeastern Pennsylvania is an equal employment opportunity employer and is committed to maintaining a non-discriminatory work environment, and does not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, national origin, age, disability, veteran status, marital status, sexual orientation, gender identity, or any other characteristic protected by applicable law.

Not exact matches

This time, the focus is more narrowly on ensuring that people not be forced to agree to potential arbitration as a condition of their employment and that employers be prohibited from «threatening, retaliating or discriminating against, or terminating any applicant for employment or prospective employment or any employee because of the refusal to consent to the waiver of any right, forum, or procedure for a violation of specific statutes governing employment.»

It is the policy of Linden Waldorf School to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, sex, age, religion, national origin, disability, marital status, status as a covered veteran, sexual orientation, or any other legally protected status, in accordance with federal and state law, and not to discriminate on the basis thereof.

This will «ban the box» that is currently on the County's employment application that requires applicants to indicate if they have been convicted of a crime, dishonorably discharged from military service or if they have been dismissed from prior employment for reasons other than lack of work or funds.

«The Gaming Facility Location Board has met on three occasions to discuss the financial and employment histories of those applicants responsive to the Request For Application to Develop and Operate a Gaming Facility in New York state,» Gaming Commission Executive Director Robert Williams said at the meeting.

All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability or protected veteran status.

In accordance with Title VI of the Civil Rights Act of 1964 («Title VI»), Title IX of the Education Amendments of 1972 («Title IX»), Section 504 of the Rehabilitation Act of 1973 («Section 504»), Title II of the Americans with Disabilities Act of 1990 («ADA»), and the Age Discrimination Act of 1975 («The Age Act»), applicants for admission and employment, students, parents, employees, sources of referral of applicants for admission and employment, and all unions or professional organizations holding collective bargaining or professional agreements with Capital City Public Charter School («Capital City») are hereby notified that Capital City Public Charter School does not discriminate on the basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, political affiliation, source of income, or disability in admission or access to, or treatment or employment in, its programs and activities.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, or protected veteran status, and will not be discriminated against on the basis of disability.

We will not discriminate in employment, recruitment, advertisements for employment, compensation, termination, promotions and other conditions of employment against any employee or job applicant on the basis of race, color, gender, national origin, age, religion, creed, disability, veterans status, sexual orientation, gender identity or gender expression.

The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) requires Federal agencies to keep their employees, former employees, and applicants for employment informed of their antidiscrimination and whistleblower protections; post quarterly statistics on their websites; and train all employees regarding the rights and remedies to which they are entitled under the law.

Guidance on how to handle requests for reasonable accommodation by employees and employment applicants is contained in DOT Order 1011.1 A, «Procedures for Processing Reasonable Accommodation Requests from DOT Job Applicants and Employees with Disabilities» (available on the Department's Web site at https://www.transportation.gov/civiapplicants is contained in DOT Order 1011.1 A, «Procedures for Processing Reasonable Accommodation Requests from DOT Job Applicants and Employees with Disabilities» (available on the Department's Web site at https://www.transportation.gov/civiApplicants and Employees with Disabilities» (available on the Department's Web site at https://www.transportation.gov/civil-rights).

The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) requires Federal agencies to keep their employees, former employees, and applicants for employment informed of their antidiscrimination and whistleblower protections; post quarterly statistics on their Web sites; and train all employees regarding the rights and remedies to which they are entitled under the law.

-- Nothing in this title shall be construed to encourage, prohibit, or authorize the conducting of drug testing for the illegal use of drugs by job applicants or employees or making employment decisions based on such test results.

Employees and applicants for employment who believe they have been subjected to unlawful discrimination, subjected to retaliation for opposing discrimination in the Agency, or hindered from participating in the employment discrimination complaint process are encouraged to contact an Equal Employment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or reemployment who believe they have been subjected to unlawful discrimination, subjected to retaliation for opposing discrimination in the Agency, or hindered from participating in the employment discrimination complaint process are encouraged to contact an Equal Employment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or reemployment discrimination complaint process are encouraged to contact an Equal Employment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or reEmployment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or retaliation.

Although FHA must balance its policies to minimize risk while achieving its missions, accurately evaluating borrowers» ability to pay a mortgage loan should continue to depend on verification of employment, assets, and allowing applicants to explain gaps in employment, or reasons for previous credit problems.

See related: Credit checks for job applicants become more common, States weigh limits on credit checks for employment, Uncle Sam wants you... unless your credit stinks, How to dispute credit report errors, Free credit reports: How to get the actual free one, How to get a job when you have bad credit, Card issuers ready to check cardholder income, assets, 9 tips for job seekers with bad credit

VA Loans do not have an exact length requirement for employment history, and many applicants are examined on a case - by - case basis.

The loan application form asks for information on the property you are buying, terms of the purchase contract and the employment and financial history of all loan applicants, including your spouse and / or other co-borrowers.

The most commonly cited statistic on the frequency of employment credit checks comes from the Society for Human Resources Management (SHRM), which finds 47 percent of employers conduct credit checks on some or all job applicants.6 But this statistic, based on a survey of fewer than 400 employers, fails to explain how many employees are actually subjected to credit checks, or the likelihood that a job seeker will be required to consent to one in order to be considered for a job.

And while a growing number of state laws restrict the circumstances under which an employer can discriminate against job applicants on the basis of credit history (see endnotes for a list of state statutes), federal law permits employers to use credit history as a basis for denying employment.5

It is an unlawful employment practice for an employer to obtain or use for employment purposes information contained in the credit history of an applicant for employment or an employee, or to refuse to hire, discharge, demote, suspend, retaliate or otherwise discriminate against an applicant or an employee with regard to promotion, compensation, or the terms, conditions or privileges of employment based on information in the credit history of the applicant or employee.

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.

Chattanooga State Community College does not discriminate against students, employees, or applicants for admission or employment on the basis of race, color, religion, creed, national origin, sex, sexual orientation, gender identity / expression, disability, age, status as a protected veteran, genetic information, or any other legally protected class with respect to all employment, programs and activities sponsored by Chattanooga State.

Seattle Area Feline Rescue prohibits discrimination against its employees, volunteers, applicants for employment, and customers or other business associates on the basis of a person's race, religion, creed, color, sex, age, marital status, national origin, citizenship status, mental or physical disability, sexual orientation, gender expression or identity, military or veteran status, any other characteristic protected by federal and applicable state laws.

The American Kennel Club provides equal employment opportunities to all employees and applicants for employment without regard of race, color, gender, gender identity, sexual orientation, marital status, domestic partnership status, pregnancy, religion, creed, genetic condition or information, disability, national origin, ancestry, citizenship, military status, or on the basis of age with respect to persons 18 years or older and any other status protected by law.

The Campus Crime Awareness and Campus Security Act of 1990 requires colleges and universities to make available to all current students and employees and to all applicants for enrollment or employment statistics concerning the prevalence of certain types of crime on campus and in the neighborhood.

We are an Equal Employment Opportunity employer and as such do not discriminate against any applicant for employment or employee on the basis of race, color, religious creed, gender, age, marital status, sexual orientation, national origin, disability, veteran status or any other classification protected by applicable discriminaEmployment Opportunity employer and as such do not discriminate against any applicant for employment or employee on the basis of race, color, religious creed, gender, age, marital status, sexual orientation, national origin, disability, veteran status or any other classification protected by applicable discriminaemployment or employee on the basis of race, color, religious creed, gender, age, marital status, sexual orientation, national origin, disability, veteran status or any other classification protected by applicable discrimination laws.

[92] For the above reasons, I find that the respondent infringed the applicant's right to be free from discrimination based on family status and disability when it terminated his employment in June 2012.

In all of the circumstances, and considering that the applicant ultimately did find and commence alternate employment at the end of his convalescence, I find an award of $ 10,000 to be appropriate compensation for the impact of the discriminatory termination of his employment, attributable to the Commissionaires, on the applicant's dignity, feelings and self - respect [emphasis added].

In my view, there is sufficient evidence to draw an inference, on a balance of probabilities, that the applicant's pending time off work for surgery was a factor in the decision to terminate his employment.

In concluding that the Applicant be awarded $ 10,000 «for the impact of the discriminatory termination» of his employment «on the applicant's dignity, feelings and self - respect», the HRTO delineated the following criteria in making such deterApplicant be awarded $ 10,000 «for the impact of the discriminatory termination» of his employment «on the applicant's dignity, feelings and self - respect», the HRTO delineated the following criteria in making such deterapplicant's dignity, feelings and self - respect», the HRTO delineated the following criteria in making such determination:

In addition, the respondents do not appear to have taken steps to find a replacement for the applicant's primary responsibility of selling training until more than 3.5 months after his employment was terminated, and I note that this occurred during a time after which Ms. Courser testified the executive was focusing more on sales in order to improve business.

The applicant's employment was then terminated on October 1, 2013 for job abandonment.

If an employer only carries out these checks on those applicants they think are not British citizens, for example, on the basis of a accent or ethnicity, employers could find themselves before an Employment Tribunal facing a discrimination claim under the Equality Act 2010.

On February 13, 2018, the Equal Employment Opportunity Commission (EEOC) sued a healthcare provider in a Michigan federal court for administering a mandatory flu vaccination program without regard to a job applicant's request for a religious accommodation.

It is Scarinci Hollenbeck's policy to consider all applicants for employment solely on the basis of their qualifications for the job without regard to race, color, creed, sex, sexual orientation, gender identity or expression, marital status, age, religion, ancestry, national origin, citizenship, disability, atypical hereditary cellular or blood trait, arrest record, liability for service in the armed forces of the United States or unfavorable military discharge.

In fact, such an indication had already been given by the Court of Appeal in Bascetta v Santander [2010] EWCA Civ 351 which was a case primarily on other grounds, but which at one point contained a short passage by Pill LJ on this point: «29... The question for the [employment] tribunal, which must be determined separately for each applicant, is whether the applicant was unfairly dismissed, not whether some other employee could have been dismissed... It will not help him to show that on the same criteria some other employee might not have been retained.

In fact, one employer went so far as to require all applicants for employment to submit a list of all «current personal or business websites, web pages, or memberships on any Internet - based chat rooms, social clubs or forums, to include but not limited to: Facebook, Google, Yahoo, YouTube.com, MySpace, etc.» along with passwords.

Public School Driver Education Instructors - All applicants for renewal shall submit documentation on school or district letterhead showing proof of employment as a driver's education instructor.

Possess equivalent experience as evidenced by previous driving experience, including military training and experience, completion of recognized tractor - trailer refresher course, and / or demonstrated performance on a road evaluation and no more than (24) months has elapsed since holding a full - time driving position, the applicant may be considered for employment.

The answer, I hear you cry, is internships. These are becoming the latest box that graduates need to tick in order for them to increase their employability and stand out from the other hundreds of applicants after the same job. According to the Higher Education Statistics Agency, 21.7 % of graduates in full employment within six months of graduating were taken on by employees who had previously provided them with some form of work experience. It would appear that employers are less willing to gamble on a new recruit who may look fantastic on paper, instead choosing to take on someone who has already experienced working at the company and who therefore has a â $ œbasic grasp of workplace dynamicsâ $, according to a BBC article. In other words, the internship has become an â $ ˜extended interviewâ $ ™ whereby the intern has a chance to showcase their abilities and see if they fit into the company lifestyle.

Job employment recommendation letters are one of the documents that can help an applicant be selected for an interview as this document discusses the qualifications an competencies of a candidate based on another person's perspective.

These attributes are important because they help you gain employment, as most employers look out for them in applicants vying for the post, as well as to improve your performance on the job.

Applicant Tracking Systems contain different database fields for information on a resume, such as the candidate's name, contact details, work experience, job titles, education, employer names and periods of employment.

For entry - level employment, applicants are required to show a high school diploma on their resumes, though postsecondary education can be beneficial in fields like office skills, technology, and accounting.

The new law amends the NYC Human Rights Law considers it a discriminatory practice to inquire about salary history or search for publicly available records or reports related to salary or rely on the salary history of an applicant to determine salary at any stage of the employment process, unless unprompted and provided willingly by the applicant.

The long - term solution for this unemployment discrimination is structural change at the top, so that it's illegal for employers to discriminate against applicants based on their employment duration.

Promoted and developed employment and on - the - job training opportunities for disadvantaged (ex-offender) applicants

Once a decision has been made about a particular candidate on the basis of a background check result, you may be required to issue an adverse action notification to the applicant stating the reason for being denied employment.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, or protected veteran status and will not be discriminated against on the basis of disability.