The Jackson Laboratory provides equal employment opportunities to all employees and
applicants for employment in all job classifications without regard to race,...
Jobs and
applicants for employment in the cryptocurrency sector have increased substantially in India, despite current attitudes in Delhi towards bitcoin.
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.
Not exact matches
In this edited excerpt, the authors explain how to use resumes and
employment applications to weed out the job
applicants who aren't a good fit
for your company.
In its most basic form, this type of sexual harassment involves an employer asking an employee or a job applicant for a sexual favor in return for employment or some job benefi
In its most basic form, this type of sexual harassment involves an employer asking an employee or a job
applicant for a sexual favor
in return for employment or some job benefi
in return
for employment or some job benefit.
It is the policy of Ionis Pharmaceuticals, Inc. to provide equal opportunity
in employment throughout the corporation
for all qualified
applicants and employees without discrimination against any person because of a person's race, color, religion (including religious dress and grooming practices), sex / gender (including pregnancy, childbirth or related medical conditions and breast feeding), national origin, ancestry, gender identity, gender expression, legally - protected medical condition, physical or mental disability, age, military or veteran status, marital status, sexual orientation, genetic information or any other basis protected by applicable law.
Federal Reserve Chairwoman Janet Yellen may express great concern
for the plight of families with breadwinners relegated to part - time and temporary
employment in a lethargic recovery, but businesses seeking workers
in many industries and occupations complain about shortages of qualified
applicants.
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.
I / we agree that if any material change (s) occur (s)
in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary
in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain
in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned
applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise
applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS,
in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS,
Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise
Applicant, by reason of his / her interest
in Baby Safe Homes and
in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which
Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise
Applicant has access
in the course of his / her duties as an
Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise
Applicant.nNow, therefore,
in consideration of the premises contained herein, the parties agree as follows
Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise
Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use
for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her
employment with Baby Safe Homes,
in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or
in the business of any of its customers or prospective customers, except as required
in the course of his / her
employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation,
in writing.nDuring any period of evaluation with Baby Safe Homes, and
for two (2) years thereafter,
Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise
Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of
employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged
in the franchise evaluation process of a Baby Safe Homes franchise business.
«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.
WHEREAS, the Director of the Erie County Equal
Employment Opportunity Office is responsible for the administration of an Affirmative Action Program to ensure the equalization of employment opportunities for qualified job applicants and employees in the Erie County Service regardless of minority stat
Employment Opportunity Office is responsible
for the administration of an Affirmative Action Program to ensure the equalization of
employment opportunities for qualified job applicants and employees in the Erie County Service regardless of minority stat
employment opportunities
for qualified job
applicants and employees
in the Erie County Service regardless of minority status or sex;
Not «a decrease
in qualified
applicants,... a technical change
in employment titles, [or] a diminished demand
for postdocs,» the authors argue.
It is the policy of McLean Hospital to affirmatively provide equal opportunity to all qualified
applicants for employment and existing employees without regard to their race, religion, color, national origin, sex, age, ancestry, protected veteran status, disability, sexual orientation, gender orientation, or any other basis that would be
in violation of any applicable law or regulation.
The Institute will consider
for employment qualified
applicants with criminal histories
in a manner consistent with the requirements of the City of Los Angeles Fair Chance Initiative
for Hiring.
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 activitie
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 activitie
in admission or access to, or treatment or
employment in, its programs and activitie
in, its programs and activities.
Teachers will perform a full range of duties, including but not limited to: + Preparing / implementing lesson plans that lead to student mastery of curriculum content, including English Language Development + Developing / implementing integrated curriculum units, differentiating and scaffolding as needed + Regularly assessing student progress to refine instruction and meet student needs + Participating regularly
in professional development opportunities and collaborative meetings + Communicating frequently with students, students» families, colleagues and other stakeholders + Working closely with children and their families to promote personal growth and success + Maintaining regular, punctual attendance
Applicants who possess the following skills will make the strongest candidates: + California Teaching Credential or equivalent, meeting all NCLB «highly qualified» standards + Social Science credential + CLAD / BCLAD certification (Spanish) + Demonstrated ability to implement varied classroom instructional strategies + Educational vision
for and experience with low - income and / or minority students + Demonstrated track record with English language learners + Commitment to preserving the cultural heritage of students + Passion for working with children and their families + Bilingual (Spanish / English) To apply please send resume and letter of interest to: https://careers-caminonuevo.icims.com For more information www.caminonuevo.org and www.pueblonuevo.org * Camino Nuevo Charter Academy intends that all qualified persons shall have equal opportunities for employment and promoti
for and experience with low - income and / or minority students + Demonstrated track record with English language learners + Commitment to preserving the cultural heritage of students + Passion
for working with children and their families + Bilingual (Spanish / English) To apply please send resume and letter of interest to: https://careers-caminonuevo.icims.com For more information www.caminonuevo.org and www.pueblonuevo.org * Camino Nuevo Charter Academy intends that all qualified persons shall have equal opportunities for employment and promoti
for working with children and their families + Bilingual (Spanish / English) To apply please send resume and letter of interest to: https://careers-caminonuevo.icims.com
For more information www.caminonuevo.org and www.pueblonuevo.org * Camino Nuevo Charter Academy intends that all qualified persons shall have equal opportunities for employment and promoti
For more information www.caminonuevo.org and www.pueblonuevo.org * Camino Nuevo Charter Academy intends that all qualified persons shall have equal opportunities
for employment and promoti
for employment and promotion.
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.
Caliber Schools provides equal
employment opportunities to all employees and
applicants for employment without regard to race, ethnicity, religion, gender, sexual orientation, national origin, age, disability, marital status, or status as a covered veteran
in accordance with applicable federal, state and local laws.
It is the policy of McLean Hospital to affirmatively provide equal opportunity to all qualified
applicants for employment and existing employees without regard to their race, religion, color, national origin, sex, age, ancestry, protected veteran status, disability, sexual orientation, gender identity or expression, or any other basis that would be
in violation of any applicable law or regulation.
In fact, more
applicants for a job enhance the talent pool by making
employment more competitive.
The Reach Institute
for School Leadership will not discriminate against any employee or
applicant for employment because of disability
in regard to any position
for which the employee or
applicant for employment is qualified.
The Reach Institute
for School Leadership will neither retaliate nor discriminate against any employee or
applicant because s / he has opposed any unlawful
employment practice, filed a charge of
employment discrimination, or testified, assisted, or participated
in any manner
in an investigation, proceeding, or hearing related to
employment practices.
Administering informal and formal programs to resolve EEO complaints filed by DOT employees and
applicants for employment, to include using Alternative Dispute Resolution (ADR) methods, such as mediation, to assist
in the fair and early resolution of complaints.
In addition, DOCR is responsible
for ensuring that DOT does not discriminate against its employees or
applicants for employment, and that DOT conducts its programs and activities free of discrimination.
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/civi
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/civi
Applicants and Employees with Disabilities» (available on the Department's Web site at https://www.transportation.gov/civil-rights).
(a) It shall be an unlawful
employment practice
for an employer to discriminate against any of his employees or
applicants for employment,
for an
employment agency to discriminate against any individual, or
for a labor organization to discriminate against any member thereof or
applicant for membership, because he has opposed, any practice made an unlawful
employment practice by this title, or because he has made a charge, testified, assisted, or participated
in any manner
in an investigation, proceeding, or hearing under this title.
(2) 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 would limit such
employment opportunities or otherwise adversely affect his status as an employee or as an
applicant for employment, because of such individual's race, color, religion, sex, or national origin; or
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.
-- 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.
(D) It shall be unlawful
for an employer to discriminate against any of his employees or
applicants for employment,
for an
employment agency to discriminate against any individual, or
for a labor organization to discriminate against any member thereof or
applicant for membership, because such individual, member or
applicant for membership has opposed any practice made unlawful by this section, or because such individual, member or
applicant for membership has made a charge, testified, assisted, or participated
in any manner
in an investigation, proceeding, or litigation under this Act.
(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.
A primary function of the Departmental Office of Civil Rights,
in accordance with federal civil rights law, is to ensure all DOT employees and
applicants have the equal access to opportunities
for employment.
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 / T
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 / T
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 / 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 re
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 re
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 re
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 retaliation.
- 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.
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.
The first is
employment status, with
applicants needing to show they are
in full - time
employment, and have been
for a period of at least 6 months, before they can have any chance of securing loan approval with bad credit.
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.
There is no point
in applying
for a $ 20,000 unsecured loan with bad credit if the
applicant is not
in full - time
employment and does not have sufficient excess income to afford the repayments each month.
Generally, income from self -
employment is considered stable when the
applicant has been
in business
for at least 2 years.
Practices may vary according to the type of financial information sought; the exclusion of items outside
applicant's control, such as medical expenses; the time period preceding the
employment application
for that information; when
in the selection process the information is used; and consideration of the
applicant's explanation
for negative information.
In my statement today, I will explain what background information employers currently seek, how and why credit reports are used in the employment process and outline our concerns regarding proposals to eliminate the ability of employers to consider credit information when evaluating applicants for key position
In my statement today, I will explain what background information employers currently seek, how and why credit reports are used
in the employment process and outline our concerns regarding proposals to eliminate the ability of employers to consider credit information when evaluating applicants for key position
in the
employment process and outline our concerns regarding proposals to eliminate the ability of employers to consider credit information when evaluating
applicants for key positions.
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.
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.
No employer,
employment agency, licensing agency or agent shall use information
in a consumer credit report of a job
applicant or employee
in connection with or as a criterion
for employment decisions related to hiring, termination, promotion, demotion, discipline, compensation, or the terms, conditions or privileges of
employment.
For example, the gross income of an
applicant with 0 - 2 years of experience
in qualifying
employment can not exceed $ 55,000.
The prohibition does not apply to financial institutions, if the report is required by law, if the employer reasonably believes that the employee has engaged
in specific activity that constitutes a violation of the law related to the employee's
employment, or if the report is substantially related to the job or the employer has a bona fide purpose
for requesting or using information
in the credit report that is substantially job - related and is disclosed
in writing to the employee or
applicant.
It is our policy not to discriminate against any employee or
applicant for employment because of race, color, religion, sex, age, national origin, citizenship, disability (unrelated
in nature and extent to an individual's ability to perform the job), Vietnam Era or disabled veteran status or any other status protected by law.
We will consider
for employment all qualified
Applicants, including those with Criminal Histories,
in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles» Fair Chance Initiative
for Hiring Ordinance.