Sentences with phrase «applicants for employment from»

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.

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.»

The old text forbade contractors from discriminating «against any employee or applicant for employment because of race, color, religion, sex, or national origin.»

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.

Aspiring teachers seeking employment and school districts trying to identify their future teaching superstars can both benefit from learning more about research - based methods for screening applicants.

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).

to exclude or to expel from its membership, or otherwise to discriminate against, any individual because of his age; to limit, segregate, or classify its membership, or to classify or fail or refuse to refer for employment any individual, in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee or as an applicant for employment, because of such individual's age; to cause or attempt to cause an employer to discriminate against an individual in violation of this section.

(a) Every employer, employment agency, and labor organization, as the case may be, shall post and keep posted in conspicuous places upon its premises where notices to employees, applicants for employment, and members are customarily posted a notice to be prepared or approved by the Commission setting forth excerpts from or, summaries of, the pertinent provisions of this title and information pertinent to the filing of a complaint.

For example, suppose an applicant for a safety - sensitive job takes a pre - employment drug test, but there is a significant delay in your receipt of the test result from an MRO or C / TFor example, suppose an applicant for a safety - sensitive job takes a pre - employment drug test, but there is a significant delay in your receipt of the test result from an MRO or C / Tfor a safety - sensitive job takes a pre - employment drug test, but there is a significant delay in your receipt of the test result from an MRO or C / TPA.

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.

Through Google Summer of Code, accepted student applicants are paired with a mentor or mentors from the participating projects, thus gaining exposure to real - world software development scenarios and the opportunity for employment in areas related to their academic pursuits.

Generally, income from self - employment is considered stable when the applicant has been in business for at least 2 years.

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.

[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.

I also accept that it would have been stressful for the applicant to have lost his employment approximately five working days prior to his hip replacement surgery, and that his recovery from surgery would have impacted his ability to search for other employment.

Correll's study additionally found that male job applicants are often financially rewarded for their parenting role from their employment.

The damages sought by the applicant were for lost wages from the termination date (May 16, 2011) to the baby's due date (December 2011), and for lost EI (Employment Insurance) parental and maternity benefits until December 2012.

In my opinion, this is an appropriate level of compensation for the applicant, taking into account the three breaches of the Code involved, and allowing for the fact that I have found that her termination from employment was not an act of reprisal.

The Labour court sought clarification from the ECJ as to whether the protection afforded by the Directives extended to an applicant who had no intention of seeking employment, but instead sought the status of job applicant in order to bring a claim for compensation.

Facts and history: An applicant, V, applied for a paralegal licence, and filled out an application form requiring disclosure concerning such matters as previous criminal convictions, as well as findings involving fraud or dishonesty, dismissals from employment for cause, and the like.

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.

Graduating from college means you are now ready to enter the world of professional employment, but the only problem is that there are thousands of other applicants who will be competing for the same job position you are applying for.

This makes an applicant known right from the get go which places an applicant in an ideal position to be considered for employment.

Unfortunately, we are unable to contact all applicants due to the vast amount of applications that we receive, therefore if you have not heard from us within 48 hours of your application then please assume you have not been shortlisted for interview The Job Office Ltd is acting as an employment business / employment agency regarding this position.

Shown below is a list of important attributes usually required by hiring managers and employers from applicants vying for the post of production assistants in the film industry for them to be considered for employment.

H.R. 3470 The Fair Chance to Compete for Jobs Act would prohibit federal agencies and federal contractors from making a request for or use of the criminal history of a job applicant until after the conditional offer of employment.

The banking industry is open for employment for applicants that come from different fields of expertise.

6 For example, if a Title VII covered entity identifies an applicant's religion from viewing her religious garb in a video resume and rejects her application for employment on that basis, the covered entity has engaged in unlawful employment discrimination in violation of Title VFor example, if a Title VII covered entity identifies an applicant's religion from viewing her religious garb in a video resume and rejects her application for employment on that basis, the covered entity has engaged in unlawful employment discrimination in violation of Title Vfor employment on that basis, the covered entity has engaged in unlawful employment discrimination in violation of Title VII.

To prohibit an employer from inquiring about the salary history of an applicant for employment.

A Society for Human Resources survey reports that more employers have backed away from using social networking sites and search engines to screen employment applicants.

The personal information we receive from our clients has typically been obtained directly from employment applicants or membership candidates, as a result the applicant submitting an application for employment or membership.

The proposed legislation states that applicants that have committed a crime against a child, elderly person, or vulnerable person would be banned from employment for life.

AB 168 will prohibit an employer from relying on the salary history information of an applicant for employment in determining whether to offer an applicant employment or what salary to offer an applicant.

In recent years, employment background screening has gone from a costly and time consuming task reserved for selected job applicants to an increasingly automated and technology driven business necessity in a global economy where employers expect fast, accurate, and inexpensive results from screening providers.

The State of Texas has filed suit against the U.S. Equal Employment Opportunity Commission (EEOC) over Guidance for use of criminal records of job applicants by employers for criminal background checks that may exclude convicted felons from eEmployment Opportunity Commission (EEOC) over Guidance for use of criminal records of job applicants by employers for criminal background checks that may exclude convicted felons from employmentemployment.

To help employers with the background checks of applicants who do not fall under «traditional» job categories, Attorney Lester S. Rosen, founder and CEO of Employment Screening Resources ® (ESR), will present the webinar «Background Checks of Non-Traditional Applicants» for online continuing education provider Clear Law Institute on Wednesday, January 10, 2018, from 12:00 PM to 1:15 PM Pacapplicants who do not fall under «traditional» job categories, Attorney Lester S. Rosen, founder and CEO of Employment Screening Resources ® (ESR), will present the webinar «Background Checks of Non-Traditional Applicants» for online continuing education provider Clear Law Institute on Wednesday, January 10, 2018, from 12:00 PM to 1:15 PM PacApplicants» for online continuing education provider Clear Law Institute on Wednesday, January 10, 2018, from 12:00 PM to 1:15 PM Pacific Time.

Developed I Am Responsible for generating inquires from qualified applicants looking to further their education or looking for employment opportunities through high volume inbound and outbound calls.

With interest in social media background checks skyrocketing lately, including a new study claiming that a quick review of Facebook profiles of job applicants can predict future job success, Attorney and safe hiring expert Lester Rosen, CEO of nationwide background check firm Employment Screening Resources (ESR), will present the webinar «Using the Internet and Social Networking Sites for Employment Screening: The Good, the Bad and the Ugly» on Thursday, March 1, 2012 from 10:30 AM to 12:00 PM PST to examine the pros and cons of employers using information found online.

Jared Callahan, a licensed Private Investigator and Director of Business Development for California - based nationwide background check firm Employment Screening Resources (ESR), will be the guest speaker for the Employer Resource Institute webinar titled «Background Checks in California: How to Legally Probe, Snoop, and Sniff Out Applicants Who Spell T - R - O - U-B-L-E» on Tuesday, September 27, 2011 from...