Sentences with phrase «employer about the applicant»

One type of claim occurs when a job applicant's past employer lies to a prospective employer about the applicant.

It is necessary for every job seeking individual to write a resume describing all his details that will give necessary information to the employer about applicant's professional background.

A resume is like a first impression of the prospective employer about the applicant.

Not exact matches

Because many employers these days hesitate to give out information about an employee, you may want to have the applicant sign a waiver that states the employee authorizes former and / or current employers to disclose information about him or her.

While the researchers didn't dig to find out why some states have wider pay gaps than others, they noted that in recent years, California and New York have banned employers from asking job applicants about their previous salaries.

Applicants are directed to furnish basic information about themselves and their businesses, including personal information (full legal name, street address); basic business information (employer ID number, type of business, number of employees, banking institution used); names and addresses of management personnel; estimated business expenditures and costs (including details on the SBA loan request); summary of collateral; summary of previous government financing; and listing of debts.

It is illegal, under the act, for a potential employer to ask about spent convictions, or to treat an applicant with spent convictions differently.

ALBANY, N.Y. (AP)-- The governor of New York is proposing to prohibit all employers from asking job applicants about their prior salary history.

The governor of New York is proposing to prohibit all employers from asking job applicants about their prior salary history.

Cuomo, meanwhile, released a bill that would ban employers from asking about a job applicant's prior salary amount, to try to correct what the governor says is a «persistent gender wage gap» in New York and the nation.

Former first daughter Chelsea Clinton joined Public Advocate Letitia James for an event promoting legislation that would ban employers from asking job applicants about their salary history — a measure they argued would advance gender equity and close the male - female wage gap.

In that speech, she touted her accomplishments, including a ban on employers asking job applicants about their salary history, going to court to protect special needs children being forced to sit on dangerously hot buses without air conditioning and creating the first city agency focused on veterans.

First Lady Chirlane McCray said New York City became the first city in the country to enforce a ban on employers asking applicants about their salary history because it «had the will» to do so and because the administration and supporters were ready to do the work.

A bill sponsored by Public Advocate Letitia James that bans employers from asking applicants about their salary history was passed by the Council in April.

James, who became the first woman of color to hold citywide office four years ago, has sued the city at least 11 times and spearheaded the passage of a bill that prohibits employers from asking job applicants about their salary history in an effort to close the pay gap between women and men.

Whereas scientists tend to think broadly about the value of their experience, employers are looking at one job and considering whether that applicant's work over the last few years fills a current need.

Q: The U.K. Equality Act 2010 also allows employers to ask questions about health and disability during interviews that relate to the job applicant's ability to carry out essential functions of the job.

Some say that according to research, it takes about 12 seconds in a job interview for an employer to know if a applicant is worthy of being hired.

Populaire (R for sexuality) French farce, set in 1958, about an applicant (Deborah Francois) for a secretarial position at an insurance company who is informed by her prospective employer (Romain Duris) that she'll have to win a speed typing competition in order to land the job.

«We advise that you wait to view the applicants» certificate to see the results before making a recruitment decision» This means there is some information on this check about the applicants» criminal history and the employer should request to see the check in order to make an informed hiring decision.

• 3 Begin your CV with an introductory statement about you, your experiences and what you have to offer in this particular post — this will tell the employer you are serious about the job and not a serial job applicant.

[28] But when employers are prohibited from asking about prior convictions on a job application, they may illegally attempt to use other observable characteristics — such as race, gender, and age — to infer an applicant's likelihood of having a criminal history.

The premise of this book is that school is not working — not for students, who are more bored and disengaged; not for teachers or administrators, who are worn down from serving more purposes; not for college professors, who need to do more remediation with incoming students; and not for employers, who are more deeply concerned about the quality of prospective applicants than ever before.

No matter the job, chances are that employers will use the internet to find out more information about an applicant.

Now employers routinely use credit reports to «vet» applicants for just about any job.

For example, it requires applicants to complete information about their employer, address, and salary.

Do you have any information about how employers treat an applicant's refusal to allow a credit check to be done?

An employer shall not: fail or refuse to hire or recruit, discharge, or otherwise discriminate against an individual with respect to employment, compensation, or a term, condition, or privilege of employment because of the individual's credit history or credit report; inquire about an applicant's or employee's credit history; or order or obtain an applicant's or employee's credit report from a consumer reporting agency.

An employer shall not: fail or refuse to hire or recurit discharge, or otherwise discriminate against an individual with respect to employment, compensation, or a term, condition, or privilege of employment because of the individual's credit report or credit history; or inquire about an applicant or employee's credit report or credit history.

An employer shall not: fail or refuse to hire or recruit discharge, or otherwise discriminate against an individual with respect to employment, compensation, or a term, condition, or privilege of employment because of the individual's credit report or credit history; or inquire about an applicant or employee's credit report or credit history.

An employer may not make an inquiry about or require an applicant to disclose or reveal his or her credit history

6 myths about credit report checks by employers — Are employers truly weeding out applicants by checking potential employee credit reports?

San Francisco About Blog Newton is an applicant tracking system designed to organize and improve internal recruiting programs for small and medium sized employers (30 - 3000 employees).

If the job applicant signs this document, it authorizes outside parties to release information about the applicant to you, the employer.

The Assembly Bill 1008 also takes effect on January 1, 2018, and will prohibit employers from inquiring about or considering a job applicant's conviction history prior to an offer of employment.

The new laws, which will take effect on January 1, 2018, prohibit employers from asking job applicants about their previous salary and set requirements regarding criminal background checks.

For example, increasingly more states and cities are requiring that employers «ban the box,» which prohibits employers from seeking information about an applicant's criminal charges or convictions.

The employer will have to consult with the applicant about appropriate accommodations.

Long ago, most employers stopped requiring applicants to submit photographs or inquiring about marital status or age to avoid accusations that they rejected a candidate for discriminatory reasons.

Employers can obtain information about job applicants through a CPIC agency, either by contacting an agency directly or by using a commercial service provider.

In October 2017, a law was passed in California, prohibiting employers from asking job applicants about their previous salary.

But the «Cheat Sheet» turns job interview etiquette on its head, by encouraging women to ask the same kind of work - life questions that employers can't — and then giving female applicants grounds to sue if they don't like the consequences of asking about work - life balance.

San Francisco labor and employment partner Seth Neulight is quoted in this article about San Francisco's Parity Pay Ordinance, which blocks all employers from asking applicants about their salaries.

San Francisco About Blog Newton is an applicant tracking system designed to organize and improve internal recruiting programs for small and medium sized employers (30 - 3000 employees).

Employers and regulatory bodies need to ask applicants about all of their previous work; where they got their experience does not matter.

To obtain information about a job applicant's driving history in Colorado, employers will typically order employee drivers records, which are specifically designed for the hiring process.

Studies continually show that employers make a judgment about an applicant's interest in the job by whether or not the interviewee asks questions.

These sites are also used by potential employers to find out more about job applicants.

Successful healthcare resumes provide employers with easy - to - read, relevant details about the applicant's experience, skills and education.

Remember that having a positive attitude and expressing enthusiasm for the job and employer are vital in the initial stages of the interview; studies show that hiring managers make critical decisions about job applicants in the first 20 minutes of the interview.