Not exact matches
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.
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.
Qualified
applicants will receive consideration for employment without regard to race, color, sex, national origin, sexual orientation, gender identity, religion, age, equal pay, disability, genetic
information,
protected veteran status, or other status
protected under applicable law.
Current and former students (
protected under the Family Educational Rights and Privacy Act (FERPA) of 1974), including student academic, disciplinary, and financial records and student works such as homework, term papers, and exams; and prospective students, including
information submitted by student
applicants to the University.
The DOT will initiate appropriate actions against responsible persons who take, threaten to take, or fail to take a personnel action with respect to any employee, former employee, or
applicant for employment because of any
protected disclosure of
information.
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.
No employees, former employees, or
applicants for employment can be discriminated against due to their
protected class such as: race, color, national origin, sex, (gender, pregnancy, sexual harassment, sexual orientation, gender identity or transgender status), religion, age (40 and over), disability (mental / physical), equal pay compensation, genetic
information and retaliation (see the NO FEAR ACT).
The Interactive Brokers Group affiliates (collectively, «IBKR»), are committed to
protecting the privacy of Personal
Information, including Personal
Information related to individuals who may be customers, employees, agents, job
applicants or others inside or outside of IBKR.
The entire cash advance online application is 100 % encrypted to
protect all
applicants» personal
information.
Using enterprise grade encryption algorithms and secure socket layers to
protect the
information in transmission, the lenders ensure the
applicant's
information is continually
protected during the process.
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.
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.
However, since the site may also reveal otherwise unknown
protected information (race, religion, political affiliation) about job
applicants or employees, be careful not to take adverse action based on that
information.
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 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 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 discrimination.
Many employers, however, are subject to the federal disability nondiscrimination laws and, therefore, must
protect the Start Printed Page 82486confidentiality of all medical
information concerning their
applicants and employees.
For instance, a health plan's request for all
protected health
information from an
applicant for insurance would not necessarily violate the regulation, because the entire record may be the «minimum necessary» for its purpose.
It is the policy of Frost Brown Todd to provide equal employment opportunity to all employees and
applicants without regard to race, color, religion, national or ethnic origin, military status, veteran status, age, gender, gender identity or expression, sexual orientation, genetic
information, physical or mental disability or any other
protected status.
Information is used to protect against the omission of significant underwriting information by
Information is used to
protect against the omission of significant underwriting
information by
information by
applicants.
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.
All qualified
applicants will receive consideration for employment regardless of race, color, religion, creed, sex, age, national origin,
protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic
information, or any other characteristic
protected by law.
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 we
protect applicants and employees, we're inherently
protecting the employers who trust us to supply appropriate
information that aids in better hiring decisions.
The FCRA stipulates a very strict, well - defined set of rules guiding how
applicants» rights are
protected, when individualized assessments may be required, and how disputes over background screening
information used to reject an
applicant can be resolved.
These guidelines were designed to
protect applicants from discriminatory hiring practices based on the use of criminal checks and other potentially discriminating background
information.
The trends include: Number 1: Controversy over Whether Employers Using Credit Reports for Employment Screening is Discriminatory Increases Number 2: Questions about Criminal Records of Job
Applicants Become More Difficult for Employers to Ask Number 3: Employers Discover Fast and Cheap Online Background Checks Using Criminal Databases Not Always Accurate or Legal Number 4: Background Checks of Temporary Workers Cause for Concern for Employers as Hiring Increases Number 5: International Background Screening More Necessary Due to Mobility of Workers in Global Economy Number 6: Using Social Network Sites Such as Facebook to Screen Job Candidates Increases Legal Risk for Employers Number 7: More Workplace Violence Prevention Education Helps
Protect Employers and Employees Number 8: Increased Privacy Concerns Over Offshoring of Personally Identifiable
Information (PII) Number 9: E-Verify and I - 9 Audits Help Government Find Employers with Illegal Workers Number 10: New Accreditation Standards Help Employers Select Background Screening Firms
DUTIES: - Accounts Payable: In - coming / outgoing mail, approval process, credit card grids, Quick Books input, credit card grid processing and check processing - Retrieve items from storage as needed - Expense Report and Petty Cash Report processing - Assist with various special projects as needed - Production related duties such as: Production accounts payable bill backs - General Office: answer phones, calendar appointments, set up conference calls, scan, prepare fedex packages, file, prepare file labels.QUALIFICATIONS: - 10 key - Positive attitude - Can be trusted to keep sensitive
information secure - Excellent written and verbal communication skills - Has excellent attendance and completes quality work on time - International sales and accounts payable a plusPC SKILLS: - Experienced in MS Excel, Word, and Outlook - Advanced knowledge of QuickBooks (Enterprise) a plus We are an equal employment opportunity employer and will consider all qualified
applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin,
protected veteran status or disability.
ESR does all processing and preparation in the U.S. in order to
protect applicants and employers, the only exception being when performing an international verification using
information residing outside the U.S. ESR was also the third U.S. background screening firm to become «Safe Harbor» Certified for data privacy protection.
In addition, employers using background screening firms «must follow specific adverse action procedures spelled out in the FCRA» that give job
applicants a fair chance to dispute the finding in the report and
protect them from being denied employment based on inaccurate or incomplete background check
information.
ESR performs all processing and preparation in the U.S. in order to
protect applicants and employers, the only exception being when performing an international verification using
information residing outside the U.S. ESR was also the third U.S. background screening firm to become «Safe Harbor» Certified for data privacy protection.
St. Vincent's Healthcare (SVHC) will provide equal employment opportunities (EEO) to all associates and
applicants for employment regardless of race, color, religion, national origin, gender, sexual orientation, gender identification or expression, age, disability, marital status, amnesty, genetic
information, carrier status or any other legally
protected status or status as a covered veteran in accordance with applicable federal, state and local laws.
When an organization uses a volunteer candidate's background
information to deny them the position, they must comply with federal and state laws that
protect the
applicant from discrimination.
When an organization uses a volunteer's background
information to deny a volunteer role, they must comply with federal and state laws which are meant to
protect the
applicant from discrimination.
All qualified
applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, national origin, ancestry, age, genetic
information, disability, or
protected veteran status.
If so, how do these
applicants protect their medical
information?.
Diversity creates a healthier atmosphere: All qualified
applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin,
protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic
information, or any other characteristic
protected by law.
If an
applicant has filed a written application for benefits with the agency of one Contracting State and has not explicitly requested that the application be restricted to benefits under the laws of that Contracting State, the application shall also
protect the rights of the claimants under the laws of the other Contracting State if the
applicant provides
information at the time of filing indicating that the person on whose record benefits are claimed has completed periods of coverage under the laws of the other Contracting State.
Coldwell Banker India shall take reasonable security practice / s to
protect the privacy of the
information provided by the
Applicant / s.
Armed with the
information provided by TransUnion SmartMove online tenant screening you can make more informed decisions about
applicants which will ultimately
protect yourself, your property and the people in the neighborhood.
The Commissioner goes on to state, «In some cases, landlords required
applicants to provide months» worth of detailed bank statements, or for consent to conduct a credit check, or for
information protected by the Human Rights Code, such as marital status.
It is unlawful to refuse or to fail to show an apartment, to not supply rental
information (e.g.: rates) or not rent an apartment because of an
applicant's
protected status.
A TransUnion background check allows your
applicants to share their histories while also
protecting their personal identifying
information.
In a nutshell, SmartMove allows resident screening reports to be delivered to the landlord (or rental property owner, real estate agent or whoever is in charge of screening
applicants) while
protecting consumer
information in a manner consistent with the Fair Credit Reporting Act and applicable regulations.