The EEOC has issued new Guidance on the use of arrest and conviction records for employment. This presentation highlights the changes and provides some insight for employer compliance.
Warning how background checks can get your staffing agency in big troubleMike McCarty
The highly unregulated background screening industry has peddled extremely low quality background checks by relying on incomplete databases, limiting the scope of the search to 7 years or not including alias names. Now, there is a fast growing movement to restrict the use of criminal background checks. It is critical that staffing companies understand how to conduct legally compliant criminal background checks that align with:
• Ban the Box
• EEOC 2012-2016 Strategic Plan
• Fair Credit Reporting Act
• Social Media Background Checks
Here's a one hour presentation to Canadian municipal lawyers on the union right of access to information that arises under labour law and how it has fared against employee privacy claims.
Warning how background checks can get your staffing agency in big troubleMike McCarty
The highly unregulated background screening industry has peddled extremely low quality background checks by relying on incomplete databases, limiting the scope of the search to 7 years or not including alias names. Now, there is a fast growing movement to restrict the use of criminal background checks. It is critical that staffing companies understand how to conduct legally compliant criminal background checks that align with:
• Ban the Box
• EEOC 2012-2016 Strategic Plan
• Fair Credit Reporting Act
• Social Media Background Checks
Here's a one hour presentation to Canadian municipal lawyers on the union right of access to information that arises under labour law and how it has fared against employee privacy claims.
One hour presentation to Ontario public sector institutions that looks at the privacy and security implications the main information flows associated with COVID-19 workplace health and safety.
Check out our Client Advisor for Winter 2011. Includes articles on hiring practices, unemployment optoins, manufacturing deductions, tips for starting a new business and more!
This course provides an overview of recent developments in protections for corporate whistleblowers, including the recently enacted Taxpayer First Act whistleblower protection law, Sarbanes-Oxley protected conduct, protections for cybersecurity whistleblowers, the impact of Wadler on gatekeeper whistleblower protections, the expanding scope of actionable retaliation, and the burden of proof under SOX.
On Friday, April 7, the professional responsibility attorneys presented a CLE at Capital University Law School. The seminar focused on Attorney Discipline in Ohio, Professionalism, Lawyers and Social Media, and recent developments in the area of Ethics.
A number of laws protect whistleblowers from retaliatory adverse employment actions.
Course Content
Whistleblower Protection Laws
Defining "Protected Activity" and "Adverse Action" in Sarbanes-Oxley Retaliation Claims
Detangling Causation Issues
Whistleblower Rewards, Damages and Remedies
Employer vs. Whistleblower Best Practices
New Developments in SEC Whistleblower Program
Attorney Ethics and Automated TechnologyPaul Freeman
Advances in technology allow more and more legal work to be automated. While automated systems can drastically improve efficiency in a law practice, it’s important for lawyers to understand their obligations under the disciplinary rules of professional conduct when it comes to automating legal tasks.
New CFPB Forms & FCRA Overview WebinarMike McCarty
The CFPB has issued 3 new forms as the new watchdog of the federal Fair Credit Reporting Act. This presentation explains the 3 forms and a refresher of your requirements under the FCRA.
Warning! How Background Checks Can Get You in Big TroubleMike McCarty
Simply conducting background checks on employees is not enough. Organizations must understand and navigate the constantly changing local, state and federal laws to avoid lawsuits for conducting background checks.
Is that seemingly qualified, trustworthy individual you want to hire really safe to hire? Can you really know for sure? Companies use background checks to inform and improve the quality of their hiring decisions. However, many are unsure exactly how to evaluate the results of a background check report, especially how to handle a “negative” background check.
ESSAY ON SECTION 5 INFORMAL PROCESSES AND DISCRETION (Due 11.docxbridgelandying
ESSAY ON SECTION 5: INFORMAL PROCESSES AND DISCRETION (Due 11:55 pm, May 13)
Essays should be 4-6 double-spaced pages. They should be written using only lectures and reading materials provided on Moodle. Identify the sources for specific facts, concepts, and quotes by simple parenthetical references. Since you are only to use class materials, the instructor should easily be able to identify the source.
For the essays, you cannot “cut and paste”. Use the materials from class only and be sure to provide a simple reference, such as (Powerpoint) or (Library of Congress).
Answer all parts of the chosen question. Demonstrate that you have reviewed and understand any relevant information in that section’s materials.
When useful to the answer, incorporate details such as case names, author’s names, facts, and particularly specific terms or jargon important to that subject.
The essays should be thematic. Sentences should be complete.
Always address each part of the question. Always include specific details, terms, and cases that properly fit into the analysis.
SCENARIO: You work for the Oregon Liquor Control Commission(OLCC) in the Recreational Marijuana Licensing Office(RMLO). You have many applicants and the place is short-staffed since you loaned workers to the Unemployment Division.
You have two scheduled video meetings today. The first is with a Ms. Eleanor Rigby. Her e-mail says that she is an 80-year old grandmother who needs some extra income to cover her grandson’s tuition. She wants to explore whether it would be a good idea for her to open a marijuana dispensary in Monmouth.
The second meeting will be with Bill Sellsmore from Curaleaf, a marijuana business worth well over $500 million. Sellsmore is interested in getting the OLCC to guarantee the licensing of ten new retail outlets before they invest in Oregon anymore.
While the basic law is that dispensaries must be at least 1,000 feet from a school, there is the possibility for the RMLO to grant limited exceptions. These are based on agency discretionary judgement that the retail facility will not operate in a way that attracts attention from students.
Here are the questions you must answer. If possible, connect your answers to the scenario above.
1. How important are informal processes to public administration? What factors influence the outcomes of informal processes, such as the meetings you have scheduled?
2. What happens if you provide inaccurate advice during these meetings and Rigby or Sellsmore make a bad business decision as a result?
3) How do the courts generally review agency discretionary actions, as demonstrated by the federal court? What could the RMLO get wrong and have a licensing decision overturned in judicial review?
ESSAY ON SECTION 5: INFORMAL PROCESSES AND DISCRETION (Due 11:55 pm, May 13)
Essays should be 4-6 double-spaced pages. They should be written using only lectures and reading materials provided on Moodle. Identify the sources for specific f ...
ESSAY ON SECTION 5 INFORMAL PROCESSES AND DISCRETION (Due 11.docxdebishakespeare
ESSAY ON SECTION 5: INFORMAL PROCESSES AND DISCRETION (Due 11:55 pm, May 13)
Essays should be 4-6 double-spaced pages. They should be written using only lectures and reading materials provided on Moodle. Identify the sources for specific facts, concepts, and quotes by simple parenthetical references. Since you are only to use class materials, the instructor should easily be able to identify the source.
For the essays, you cannot “cut and paste”. Use the materials from class only and be sure to provide a simple reference, such as (Powerpoint) or (Library of Congress).
Answer all parts of the chosen question. Demonstrate that you have reviewed and understand any relevant information in that section’s materials.
When useful to the answer, incorporate details such as case names, author’s names, facts, and particularly specific terms or jargon important to that subject.
The essays should be thematic. Sentences should be complete.
Always address each part of the question. Always include specific details, terms, and cases that properly fit into the analysis.
SCENARIO: You work for the Oregon Liquor Control Commission(OLCC) in the Recreational Marijuana Licensing Office(RMLO). You have many applicants and the place is short-staffed since you loaned workers to the Unemployment Division.
You have two scheduled video meetings today. The first is with a Ms. Eleanor Rigby. Her e-mail says that she is an 80-year old grandmother who needs some extra income to cover her grandson’s tuition. She wants to explore whether it would be a good idea for her to open a marijuana dispensary in Monmouth.
The second meeting will be with Bill Sellsmore from Curaleaf, a marijuana business worth well over $500 million. Sellsmore is interested in getting the OLCC to guarantee the licensing of ten new retail outlets before they invest in Oregon anymore.
While the basic law is that dispensaries must be at least 1,000 feet from a school, there is the possibility for the RMLO to grant limited exceptions. These are based on agency discretionary judgement that the retail facility will not operate in a way that attracts attention from students.
Here are the questions you must answer. If possible, connect your answers to the scenario above.
1. How important are informal processes to public administration? What factors influence the outcomes of informal processes, such as the meetings you have scheduled?
2. What happens if you provide inaccurate advice during these meetings and Rigby or Sellsmore make a bad business decision as a result?
3) How do the courts generally review agency discretionary actions, as demonstrated by the federal court? What could the RMLO get wrong and have a licensing decision overturned in judicial review?
ESSAY ON SECTION 5: INFORMAL PROCESSES AND DISCRETION (Due 11:55 pm, May 13)
Essays should be 4-6 double-spaced pages. They should be written using only lectures and reading materials provided on Moodle. Identify the sources for specific f.
One hour presentation to Ontario public sector institutions that looks at the privacy and security implications the main information flows associated with COVID-19 workplace health and safety.
Check out our Client Advisor for Winter 2011. Includes articles on hiring practices, unemployment optoins, manufacturing deductions, tips for starting a new business and more!
This course provides an overview of recent developments in protections for corporate whistleblowers, including the recently enacted Taxpayer First Act whistleblower protection law, Sarbanes-Oxley protected conduct, protections for cybersecurity whistleblowers, the impact of Wadler on gatekeeper whistleblower protections, the expanding scope of actionable retaliation, and the burden of proof under SOX.
On Friday, April 7, the professional responsibility attorneys presented a CLE at Capital University Law School. The seminar focused on Attorney Discipline in Ohio, Professionalism, Lawyers and Social Media, and recent developments in the area of Ethics.
A number of laws protect whistleblowers from retaliatory adverse employment actions.
Course Content
Whistleblower Protection Laws
Defining "Protected Activity" and "Adverse Action" in Sarbanes-Oxley Retaliation Claims
Detangling Causation Issues
Whistleblower Rewards, Damages and Remedies
Employer vs. Whistleblower Best Practices
New Developments in SEC Whistleblower Program
Attorney Ethics and Automated TechnologyPaul Freeman
Advances in technology allow more and more legal work to be automated. While automated systems can drastically improve efficiency in a law practice, it’s important for lawyers to understand their obligations under the disciplinary rules of professional conduct when it comes to automating legal tasks.
New CFPB Forms & FCRA Overview WebinarMike McCarty
The CFPB has issued 3 new forms as the new watchdog of the federal Fair Credit Reporting Act. This presentation explains the 3 forms and a refresher of your requirements under the FCRA.
Warning! How Background Checks Can Get You in Big TroubleMike McCarty
Simply conducting background checks on employees is not enough. Organizations must understand and navigate the constantly changing local, state and federal laws to avoid lawsuits for conducting background checks.
Is that seemingly qualified, trustworthy individual you want to hire really safe to hire? Can you really know for sure? Companies use background checks to inform and improve the quality of their hiring decisions. However, many are unsure exactly how to evaluate the results of a background check report, especially how to handle a “negative” background check.
ESSAY ON SECTION 5 INFORMAL PROCESSES AND DISCRETION (Due 11.docxbridgelandying
ESSAY ON SECTION 5: INFORMAL PROCESSES AND DISCRETION (Due 11:55 pm, May 13)
Essays should be 4-6 double-spaced pages. They should be written using only lectures and reading materials provided on Moodle. Identify the sources for specific facts, concepts, and quotes by simple parenthetical references. Since you are only to use class materials, the instructor should easily be able to identify the source.
For the essays, you cannot “cut and paste”. Use the materials from class only and be sure to provide a simple reference, such as (Powerpoint) or (Library of Congress).
Answer all parts of the chosen question. Demonstrate that you have reviewed and understand any relevant information in that section’s materials.
When useful to the answer, incorporate details such as case names, author’s names, facts, and particularly specific terms or jargon important to that subject.
The essays should be thematic. Sentences should be complete.
Always address each part of the question. Always include specific details, terms, and cases that properly fit into the analysis.
SCENARIO: You work for the Oregon Liquor Control Commission(OLCC) in the Recreational Marijuana Licensing Office(RMLO). You have many applicants and the place is short-staffed since you loaned workers to the Unemployment Division.
You have two scheduled video meetings today. The first is with a Ms. Eleanor Rigby. Her e-mail says that she is an 80-year old grandmother who needs some extra income to cover her grandson’s tuition. She wants to explore whether it would be a good idea for her to open a marijuana dispensary in Monmouth.
The second meeting will be with Bill Sellsmore from Curaleaf, a marijuana business worth well over $500 million. Sellsmore is interested in getting the OLCC to guarantee the licensing of ten new retail outlets before they invest in Oregon anymore.
While the basic law is that dispensaries must be at least 1,000 feet from a school, there is the possibility for the RMLO to grant limited exceptions. These are based on agency discretionary judgement that the retail facility will not operate in a way that attracts attention from students.
Here are the questions you must answer. If possible, connect your answers to the scenario above.
1. How important are informal processes to public administration? What factors influence the outcomes of informal processes, such as the meetings you have scheduled?
2. What happens if you provide inaccurate advice during these meetings and Rigby or Sellsmore make a bad business decision as a result?
3) How do the courts generally review agency discretionary actions, as demonstrated by the federal court? What could the RMLO get wrong and have a licensing decision overturned in judicial review?
ESSAY ON SECTION 5: INFORMAL PROCESSES AND DISCRETION (Due 11:55 pm, May 13)
Essays should be 4-6 double-spaced pages. They should be written using only lectures and reading materials provided on Moodle. Identify the sources for specific f ...
ESSAY ON SECTION 5 INFORMAL PROCESSES AND DISCRETION (Due 11.docxdebishakespeare
ESSAY ON SECTION 5: INFORMAL PROCESSES AND DISCRETION (Due 11:55 pm, May 13)
Essays should be 4-6 double-spaced pages. They should be written using only lectures and reading materials provided on Moodle. Identify the sources for specific facts, concepts, and quotes by simple parenthetical references. Since you are only to use class materials, the instructor should easily be able to identify the source.
For the essays, you cannot “cut and paste”. Use the materials from class only and be sure to provide a simple reference, such as (Powerpoint) or (Library of Congress).
Answer all parts of the chosen question. Demonstrate that you have reviewed and understand any relevant information in that section’s materials.
When useful to the answer, incorporate details such as case names, author’s names, facts, and particularly specific terms or jargon important to that subject.
The essays should be thematic. Sentences should be complete.
Always address each part of the question. Always include specific details, terms, and cases that properly fit into the analysis.
SCENARIO: You work for the Oregon Liquor Control Commission(OLCC) in the Recreational Marijuana Licensing Office(RMLO). You have many applicants and the place is short-staffed since you loaned workers to the Unemployment Division.
You have two scheduled video meetings today. The first is with a Ms. Eleanor Rigby. Her e-mail says that she is an 80-year old grandmother who needs some extra income to cover her grandson’s tuition. She wants to explore whether it would be a good idea for her to open a marijuana dispensary in Monmouth.
The second meeting will be with Bill Sellsmore from Curaleaf, a marijuana business worth well over $500 million. Sellsmore is interested in getting the OLCC to guarantee the licensing of ten new retail outlets before they invest in Oregon anymore.
While the basic law is that dispensaries must be at least 1,000 feet from a school, there is the possibility for the RMLO to grant limited exceptions. These are based on agency discretionary judgement that the retail facility will not operate in a way that attracts attention from students.
Here are the questions you must answer. If possible, connect your answers to the scenario above.
1. How important are informal processes to public administration? What factors influence the outcomes of informal processes, such as the meetings you have scheduled?
2. What happens if you provide inaccurate advice during these meetings and Rigby or Sellsmore make a bad business decision as a result?
3) How do the courts generally review agency discretionary actions, as demonstrated by the federal court? What could the RMLO get wrong and have a licensing decision overturned in judicial review?
ESSAY ON SECTION 5: INFORMAL PROCESSES AND DISCRETION (Due 11:55 pm, May 13)
Essays should be 4-6 double-spaced pages. They should be written using only lectures and reading materials provided on Moodle. Identify the sources for specific f.
Brian HughesTheimportanceof evidencecollectionan.docxjasoninnes20
Brian Hughes
The
importance
of evidence
collection
and preser-
vation
can be
overpowered
by other
priorities.
Incident Investigation:
Evidence Preservation
Looking back at your last incident investiga-tion, did you experience anything similiar orwere you faced with any of these dilemmas?
•While attending to the needs of injured and dis-
tressed employees, time-sensitive evidence was
missed.
• While securing the area and bringing it back to
a safe mode, circumstances that could have served
as evidence had to be altered.
•In the bustle to minimize costly downtime,
resuming production rushed the evidence collec-
tion process.
• A piece of critical evidence
disappeared.
•The legal department
wished it had more to demon-
strate due diligence.
•A regulatory body's
requirement or request could
not be fulfilled.
In tlie rush to return to a
state that resembles normalcy,
the importance of evidence
collection and preservation
can be overlooked or over-
powered by other priorities.
Evidence is critical to any incident investigation
because it is the data that support the conclusions
of the investigation. The primary intent of an inci-
dent investigation is to identify effective solutions.
To accomplish this, the investigation needs to
uncover causes and how they relate to one another.
Evidence provides support for what the team con-
cludes to be causes, it cultivates a level of confi-
dence that correlates directly to the quality of the
evidence collected. Evidence is the foimdation for
an investigation—for the investigation team as well
as for others reviewing fuhue investigation results
and conclusions.
Many companies do not have a formal evidence
preservation policy in place, so the process is ad
hoc—left up to the investigator or individuals on
the team. Some highly regulated companies, with
the nature of their governing regulations, specify
requirements for evidence documentation. They
tailor their evidence preservation policy to match
the requirements of the regulatory agency. But evi-
dence documentation is not necessarily the same as
evidence collection or preservation. Regulatory
requirements must be considered. However, a poli-
cy can be developed that fulfills the objectives of
the investigation and the requirements of regulato-
ry agencies.
It is best to decide how to handle evidence
before an emergency occurs. Develop an evidence
preservation policy based on the organization's
needs and distribute it to everyone who will have
the responsibility to carry it out. Include it in train-
ing curriculum so pc\iple are familiar with the
process before they actually need it.
What follows are guidelines that any company
can use to develop a simple evidence preservation
policy to help ensure that evidence is managed
effectively throughout an investigation.
Step 1: Assess the Significance
Ask a few simple questions to dtxument the
actual and potential significance of the problem.
Try not to overreact to a rela-
tively benign problem ...
How to Use Background Screening to Hire Ex-Offenders: The employment of ex-offenders exposes you to risks that seemingly pull in opposite directions. Learn how you can use background screening in compliance with applicable laws to thread the needle between these risks. The process puts you on firmer ground if you decide to exclude an ex-offender, and it may help you find an applicant who will become an excellent employee.
Should I Be Conducting Background Checks on Existing Employees?Mike McCarty
Is your screening program a "one-and-done" during the onboarding process? Do you have employees that have never had a background check? Or only had a limited background check? This webinar discusses the importance on an ongoing screening program, workplace violence and the legal concepts of negligent hiring and retention.
Too Much Information: The Use and Misuse of Pre-Employment Inquiries, Applica...Parsons Behle & Latimer
Employers are gathering more and more information regarding potential employee hires. Recent EEOC rules and FTC regulations have placed additional scrutiny on pre-employment inquiries and background checks by employers. Employers need to protect themselves by knowing what is "too much information." Kevin addresses the permissible bounds of pre-employment information obtained from potential employees during the hiring process.
An hour long presentation on "hot topics" for Canadian employers. Deals with business system monitoring, employee responsibility for "off duty" publication and background checks.
Compliance Risk Assessment Fall 2016 Class 11 Stephen Paine.docxaryan532920
Compliance Risk Assessment
Fall 2016 Class 11
Stephen Paine
Compliance Risk Assessment:
Case Studies and Third Party Risk
Announcements
Tuesday, November 22 is our last class and it will be a Laboratory Class in which you will participate in mock interviews. Consider it a Moot CRA. More details next week.
You have turned in four assignments that have been graded; although your second graded assignment does not have to count. That grade was still recorded and I will drop your lowest of the four grades to calculate your total written assignment component (25%) of your overall grade for the course.
Course evaluations are starting and you are STRONGLY urged, encouraged and begged to complete your evaluation of this course.
http://law.fordham.edu/evaluate
Recap of Class 1
Pfizer Case Study and Compliance Risks
Legal and Regulatory Incentives/Conflicts of Interest
Political Failure of Controls
Reputational Recidivism
Point of Sale/Distribution
Definitions
Compliance Risk is the risk of failing to comply with applicable legal or regulatory requirements resulting in a material loss (financial or reputational) or legal/regulatory sanction
A Compliance Risk Assessment is a framework to enable the evaluation and analysis of the overall Compliance risk (both inherent risks and control effectiveness) associated with a particular business area
Recap of Class 2
The Five Elements of an Effective Compliance Program
Tone at the Top
Enron Chronology: July 1985 Enron established through merger and by November 2006 entire senior management team has either been indicted or convicted with Enron and Arthur Andersen no longer operating
Corporate Culture and Communication
Codes of Conduct set the values for employees to follow and those values are based on Compliance Risk.
3. Compliance Risk Assessment
4. Testing and Monitoring
5. Chief Compliance Officer
Case Study: HSBC
Financing drug cartels
Permitting sanctioned regimes to process dollar payments
Claw back of compensation (including Compliance Officers)
Criminal charges for “failure to maintain an effective AML program”
Recap of Class 3
Compliance Tools/Controls
Advisory Function
Coverage of Front Office and Technology, Finance and Operations
Conflicts of Interest -- A Deep Dive
Conflicts of interest are inherent in the financial services business
Historical success of the industry has been managing these conflicts by eliminating or disclosing them
Top to bottom review of business operations to address conflicts of interest of every kind
Risk Assessments
Follow-Up
Policies and Procedures
Education and Training
Compliance Surveillance and Business Unit Review and Testing
‹#›
Recap of Class 4
A Compliance Risk Assessment is a framework to enable the evaluation and analysis of the overall Compliance risk (both inherent risks and control effect ...
Similar to Eeoc strategic plan & legally defensible background checks (20)
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Eeoc strategic plan & legally defensible background checks
1. EEOC Strategic Plan & Legally Defensible
Background Checks
Select speakers or Phone
on Webinar tab
The Webinar will begin shortly. While you are waiting please
register for blog updates:
http://info.safehiringsolutions.com
2. Quick Update
SHS Webinars
Provide education
Announce new products
Upcoming webinars:
Should Background Screening Be an Ongoing Process? 7/10/12
How to Conduct Comprehensive Volunteer Background Checks
7/19/12
New products:
iRefCheck ready for testing
Existing employees setting/report
ATS “paperless” process
3. Facilitators
Mike McCarty
CEO SHS
Metro Nashville PD
Domestic Violence
Division
Breaking the Cycle
iRefCheck
4. Background
EEOC approved 2012-2016
strategic plan 4/25/12 by 4-1
vote
Guidance effective
immediately
No public comment
Game plan for the EEOC
field offices
5. Guidance replaced:
1987 EEOC Policy
Statement regarding
conviction records
Zero tolerance policies
3 pronged approach
1990 Policy Guidance on
the Consideration of Arrest
Records
6. Commissioner Constance Smith
Barker Lone Dissenter…
“Utter lack of transparency”
“Public has been intentionally
shut out of this process”
Places a burden on business
owners
Exceeds the authority for a
regulatory commission
Not congress
Not courts
7. This will not be the end….
Further restrictions coming:
Use of credit reports
Other barriers to employment
8. Disparate Impact
EEOC demonstrates the
employer’s facially neutral
policy has disparate impact on a
protected group
Burden is on employer to show
policy is:
Job related
Consistent with business necessity
EEOC interested in who is
being denied based on
background check
9. Case law…
Green v. MO Pacific
Railroad (1977)
Zero tolerance convictions
3 pronged approach
El v. SEPTA
Murder 40 yrs ago
Policy no violence
3rd Circuit Ct in favor of
SEPTA
10. Old Guidance…
Employer could demonstrate Title
VII compliance by using 3
factors with background checks:
1. Nature & gravity of crime;
2. Time that has passed since
conviction/completion of
sentence; and
3. Nature of job held or sought
11. New Guidance
Now employers may satisfy Title VII
by using internal policy if it is
“narrowly tailored”
Not clear what this looks like
Guidance references “targeted
screens” based on Green factors (3
prongs)
Allow applicant/employee to
explain the circumstances of the
conviction
12. Guidance list several considerations:
Facts & circumstances
surrounding the offense or
conduct
Self reporting from candidate?
How to verify?
Evidence candidate performed
same type work, post
conviction, with same or
different employer with no
incidents of criminal conduct
Employment or character
references
13. iRefCheck can help comply…
iRefCheck:
Automated reference checks
Competency-based surveys
Candidate driven
Fast. Inexpensive. Reliable
Can be used to gather more
information from candidates
on criminal records
14. Arrest records require further
investigating….
Arrest alone may not be used to
deny employment
Certain minority groups arrested
at disproportionately higher rate
FCRA restricts reporting of arrest
records to 7 yrs
Several states do not allow
reporting of non-convictions
If arrested & pending
Candidate dishonest
15. Where do we stand?
5/9/12 Congress amended
Commerce, Justice and
Science appropriations bill
to prohibit the EEOC from
using any funds to enforce
guidance
Legal challenges- EEOC
looking for some test cases
16. Considerations….
Review criminal background screening
policies
Use of arrest/ non-convictions
Green 3 pronged test
Zero tolerance policies
17. FCRA….
Make sure following required steps:
Pre-Adverse Action
Copy of background screening report
Summary of Your Rights under FCRA
Adverse Action Letter
18. FCRA Pre Adverse Action Letter
Change
“If you believe that there is additional
information that may help us better evaluate
your fitness for this position, please contact us
immediately.”
Could help satisfy EEOC new Guidance
19. Questions?
Use chat box
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For Sample FCRA Pre-Adverse and Adverse Action Letters
contact:
John Hinesley
Manager of Compliance & Research
John.hinesley@safehiringsolutions.com
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