This document provides information about explaining a criminal history and writing a letter of explanation for a job application. It discusses the various records that may contain criminal history information, such as CCAP, CIB, FBI reports, driving records, credit reports, and municipal citations. It emphasizes the importance of knowing what is in these records before applying for jobs that ask about criminal history. The document recommends writing a letter of explanation to accept responsibility, discuss lessons learned, and present oneself positively despite any past issues. It provides tips on what to include, such as complete honesty and responsibility, as well as what to avoid, like excuses or victim mentality. An example letter is given.
Employment Screening Laws & Background Checks Question & AnswerEliassen Group
This document contains a transcript from a webinar on using criminal and background checks in employment screening. The webinar addressed what types of background checks are commonly run, EEOC laws and regulations around background checks, and best practices for avoiding discrimination claims. The transcript includes questions and answers on topics like when an electronic signature satisfies consent requirements, following up on pre-adverse action notices, evaluating deferred convictions, and conducting individualized assessments.
Expungement Presentation – Gang Intervention ConferenceRecordGone
- 65 million Americans, or 1 in 4 adults, have a criminal record that can negatively impact their ability to find employment and housing. Criminal records are kept by the FBI until age 110 and by California until age 99.
- Most employers and landlords conduct criminal background checks, making it difficult for those with records to find work and housing. Legislative reforms are needed to help people clear their records and reduce barriers.
- Individuals can take steps to clear criminal records through processes like sealing juvenile records, setting aside juvenile offenses, dismissing convictions, and applying for certificates of rehabilitation and pardons. Non-profit organizations provide free assistance and information to help people navigate these processes.
Expungement in California: 5 Reasons to Do it NowGeorge A. White
Although the benefits of expunging an old conviction may seem obvious, many people eligible for expungement don’t do it. Here is a look at 5 reasons why anyone eligible for expungement in California should do it now.
Alabama Immigration Law Top 10 Do’S And Don’T 8.15.11TommyEden
The document outlines the top 10 dos and don'ts for employers under the Alabama Immigration Act. It advises employers to enroll in E-Verify to verify employee status, complete I-9 form training, and terminate any employees found to be unauthorized aliens. It warns against knowingly employing or contracting with unauthorized aliens, housing or transporting them, or claiming tax deductions for wages paid to them. Violations can result in contract termination, license suspension, fines and other penalties.
Are You Suitable for Appointment to a Federal Law Enforcement Position (WIFL...FedEmployeeLaw
Whether the character or conduct of an applicant, appointee or employee is such that employing her may have an impact on the integrity or efficiency of the service. See 5 CFR §731.101; Alvarez v Department of Homeland Security, 112 MSPR 434 (MSPB 2009).
The document discusses Alabama's driver license requirements. It states that Alabama residents who operate motor vehicles on public roads must have a valid driver's license issued by the Alabama Department of Public Safety. It outlines the documentation needed to apply for a license, including identification documents and proof of legal presence, date of birth, and social security number. It describes different types of licenses, including requirements for regular driver's licenses, motorcycle licenses, and licenses for drivers aged 14-15 to operate motor-driven cycles. The process involves passing a knowledge test and road test to demonstrate safe driving skills.
Getting On Board: Best Practices on OnboardingeasyBackgrounds
This document provides a summary of a presentation on best practices for onboarding employees. The presentation was given by representatives from three NYSA Industry Partners: easyBackgrounds Inc., Tarter Krinsky & Drogin LLP, and Loveman, Kornreich & Steers, Inc. The presentation covered topics like background screening requirements, employment law guidance, and protecting companies with employment practices liability insurance. The presenters provided overviews of their companies and disclaimers before diving into the various onboarding topics.
This document outlines the background check policy for American Acme Corporation. It requires criminal and other background checks for new staff and some hourly employees. Checks include verification of employment, education, licenses, criminal history, sex offender registry, and credit history for some roles. Background checks are required to ensure qualified, safe employees and protect the company's assets and interests. The policy provides definitions and specifies check requirements for new staff, hourly employees, and foreign nationals.
Employment Screening Laws & Background Checks Question & AnswerEliassen Group
This document contains a transcript from a webinar on using criminal and background checks in employment screening. The webinar addressed what types of background checks are commonly run, EEOC laws and regulations around background checks, and best practices for avoiding discrimination claims. The transcript includes questions and answers on topics like when an electronic signature satisfies consent requirements, following up on pre-adverse action notices, evaluating deferred convictions, and conducting individualized assessments.
Expungement Presentation – Gang Intervention ConferenceRecordGone
- 65 million Americans, or 1 in 4 adults, have a criminal record that can negatively impact their ability to find employment and housing. Criminal records are kept by the FBI until age 110 and by California until age 99.
- Most employers and landlords conduct criminal background checks, making it difficult for those with records to find work and housing. Legislative reforms are needed to help people clear their records and reduce barriers.
- Individuals can take steps to clear criminal records through processes like sealing juvenile records, setting aside juvenile offenses, dismissing convictions, and applying for certificates of rehabilitation and pardons. Non-profit organizations provide free assistance and information to help people navigate these processes.
Expungement in California: 5 Reasons to Do it NowGeorge A. White
Although the benefits of expunging an old conviction may seem obvious, many people eligible for expungement don’t do it. Here is a look at 5 reasons why anyone eligible for expungement in California should do it now.
Alabama Immigration Law Top 10 Do’S And Don’T 8.15.11TommyEden
The document outlines the top 10 dos and don'ts for employers under the Alabama Immigration Act. It advises employers to enroll in E-Verify to verify employee status, complete I-9 form training, and terminate any employees found to be unauthorized aliens. It warns against knowingly employing or contracting with unauthorized aliens, housing or transporting them, or claiming tax deductions for wages paid to them. Violations can result in contract termination, license suspension, fines and other penalties.
Are You Suitable for Appointment to a Federal Law Enforcement Position (WIFL...FedEmployeeLaw
Whether the character or conduct of an applicant, appointee or employee is such that employing her may have an impact on the integrity or efficiency of the service. See 5 CFR §731.101; Alvarez v Department of Homeland Security, 112 MSPR 434 (MSPB 2009).
The document discusses Alabama's driver license requirements. It states that Alabama residents who operate motor vehicles on public roads must have a valid driver's license issued by the Alabama Department of Public Safety. It outlines the documentation needed to apply for a license, including identification documents and proof of legal presence, date of birth, and social security number. It describes different types of licenses, including requirements for regular driver's licenses, motorcycle licenses, and licenses for drivers aged 14-15 to operate motor-driven cycles. The process involves passing a knowledge test and road test to demonstrate safe driving skills.
Getting On Board: Best Practices on OnboardingeasyBackgrounds
This document provides a summary of a presentation on best practices for onboarding employees. The presentation was given by representatives from three NYSA Industry Partners: easyBackgrounds Inc., Tarter Krinsky & Drogin LLP, and Loveman, Kornreich & Steers, Inc. The presentation covered topics like background screening requirements, employment law guidance, and protecting companies with employment practices liability insurance. The presenters provided overviews of their companies and disclaimers before diving into the various onboarding topics.
This document outlines the background check policy for American Acme Corporation. It requires criminal and other background checks for new staff and some hourly employees. Checks include verification of employment, education, licenses, criminal history, sex offender registry, and credit history for some roles. Background checks are required to ensure qualified, safe employees and protect the company's assets and interests. The policy provides definitions and specifies check requirements for new staff, hourly employees, and foreign nationals.
This document provides tips for managing stress and anxiety during the holiday season, including maintaining a positive attitude, focusing on what's important, getting organized, taking care of yourself, and preparing responses to common questions. It suggests remembering your values, letting go of things out of your control, volunteering to take your mind off yourself, and bringing simple dishes to events to avoid extra stress. The tips encourage planning ahead, saying no when needed, and choosing to have a good holiday.
This document summarizes a job readiness program for offenders called the Facilitated Employment Program for Offenders (FEPO). The program aims to help those with criminal backgrounds find employment through case management, job skills training, and job placement assistance. The target users are community organizations and corrections facilities. The program provides orientation, assessment, job readiness training, job placement and retention services. It works with offenders in county jails, probation/parole programs, and transitional facilities. The goal is to help offenders develop job skills, find employment within 30 days of release, and reduce recidivism through gained economic opportunity.
The document provides guidance on negotiating salary offers. Some key points include:
- Do research to determine your fair market value range and know your minimum acceptable salary.
- Wait until you have a job offer to discuss salary so the employer is invested in hiring you.
- Let the employer make the first salary offer so they feel like the seller. Counter with your researched fair market value range.
- Negotiate for benefits like insurance, vacation days, bonuses in addition to salary to maximize compensation. Get any agreement in writing.
Informational Interviewing Ii Non Wctc No Animflutesusan
This document provides guidance on conducting informational interviews to research potential careers or jobs. Informational interviews allow you to learn about skill and qualification requirements, job opportunities, and speak directly with someone currently working in the field of interest. Key benefits include gaining industry insights, expanding your network, identifying strengths and weaknesses, and increasing confidence for future interviews. The document outlines best practices for selecting occupations to research, identifying contacts, scheduling interviews, conducting the interview, following up, and evaluating the information gathered.
This document discusses how to combat negative thoughts, known as Automatic Negative Thoughts (ANTs). It provides strategies for developing a more positive mindset, including recognizing one's potential, focusing mental energy, learning from failures, and surrounding oneself with positive people and influences. The key message is that our thoughts shape our reality, so we must train our minds to think constructively in order to achieve success and happiness.
The document provides tips and guidance for effectively preparing for and participating in a job fair. It emphasizes the importance of researching companies attending, having a 30-second introduction prepared that highlights relevant skills and interests, dressing professionally, bringing multiple resume copies and a notepad, actively engaging with employers through questions, obtaining contact information, and following up with a thank you note. The goal is to stand out from other job seekers and learn how to secure potential interviews or opportunities. Key aspects employers expect include knowledge of the job/company and demonstrating communication skills, preparation, and enthusiasm.
This document discusses elements of an administrative hearing. It begins by noting that administrative adjudication is subject to due process requirements under the 5th and 14th Amendments regarding liberty and property rights. It then distinguishes rulemaking from adjudication, noting that due process is not required for rulemaking but may be for actions affecting individuals. The rest of the document outlines the adjudication process, including notice requirements, filing an answer, pre-hearing conferences to simplify issues, and administrative hearings presided over by independent administrative law judges.
The document discusses a 2009 study of 155 child pornography offenders who participated in an 18-month treatment program. Key findings from the study include:
- At sentencing, 115 offenders (74%) had no documented contact offenses, while 40 (26%) had known contact offense histories.
- Offenders reported a total of 75 victims at sentencing, or about 1.88 victims per offender. However, after treatment 131 offenders (85%) admitted to at least one hands-on offense, reporting a total of 1,777 victims, or an average of 13.56 victims per offender.
FCRA- Fair Credit Reporting Act 2014 Screening Your Applicants & FAIRNESS in ...Eliassen Group
The document discusses the importance of fair hiring practices and compliance with laws like the Fair Credit Reporting Act (FCRA). It notes that some companies have paid millions in lawsuits due to violations of federal hiring guidelines. The presentation provides an overview of the FCRA and outlines the four key steps employers must take when using background checks: disclosure, authorization, pre-adverse action, and adverse action notification. It emphasizes giving applicants a fair chance to explain any issues found and the legal risks of not conducting background checks.
This document discusses how to ensure a positive background check when applying for jobs. It covers what information is typically included in background checks, such as criminal records, employment history and education. It also discusses laws governing what cannot be included, such as certain civil judgments over 7 years old. The document provides tips for applicants, such as cleaning up online profiles, obtaining copies of their own records, and understanding their rights regarding background checks and investigative reports. Resources for learning more about legal protections and assistance are also referenced.
AlphaStaff Webinar Importance of Drug and Background ScreeningAlphaStaff
Hiring someone is a decision that should not be based solely on the person’s ability to handle the job. While skills required to conduct the job are necessary, one cannot rule out threats caused by an employee with a checkered past (or present). Someone with a criminal record or someone who isn’t who they say they are can potentially cause significant damage to the welfare of the company and its staff.
This webinar, led by one of the country’s premier background check and drug screening companies and a key partner of AlphaStaff, will highlight the need, the process and the advantages of proper pre-employment screenings. Presented by Sterling Infosystems.
The document discusses the challenges faced by internal civil rights investigators in conducting investigations. It notes that in an ideal situation, investigators would have full support, dedicated time, and recognition for their work. However, in reality investigations involve reluctant witnesses, accusations against investigators, and challenges maintaining confidentiality. The document provides guidance on properly documenting investigations, analyzing evidence, drafting reports, and avoiding retaliation or legal issues. The goal is to conduct investigations reasonably and in good faith.
This document discusses the importance of conducting pre-employment background checks and drug testing. It notes that about 10% of job applicants have a criminal record and 34% of applications contain false information. Background checks can help reduce liability risks, decrease turnover, and improve hiring practices. Common screening methods include criminal history checks, drug testing, employment verification, and credit/DMV checks. Companies are advised to establish clear hiring policies and adhere to legal guidelines when conducting background checks.
This document discusses background screening and substance abuse testing services provided by Parkin Security Consultants. It provides an overview of the company's history and credentials. It then summarizes the purpose and benefits of background screening, the legal requirements for conducting background checks, and the types of searches that can be performed, including criminal records, driving records, education and employment verifications.
This document discusses steps to take after discovering a bug during a technical surveillance countermeasures sweep. It advises notifying an attorney if there are any legal questions, as the author is not providing legal counsel. It also discusses determining if a discovered bug is legally authorized or not, and the different approaches of notifying authorities or clients depending on that determination. Overall, the key responsibilities are finding and documenting any bug, assisting with notifications, and potentially testifying in court.
This document discusses various tax representation techniques. It begins by outlining the typical audit process, noting that audits are usually office or field audits and provide tips for cooperating with audits. It then discusses options for appealing an auditor's findings like fast track settlements, which use mediators to resolve cases in around 60 days. The document also covers collection issues like different collection tiers, working with revenue officers, tax liens, levies, and collection due process hearings which allow taxpayer challenges to liens or levies.
Final Presentation Negligent hiring due to lack of background checks hrm 400Neha Choudhary, M.A
This document discusses negligent hiring and the importance of background checks. It begins with an introduction to the topic and an overview of the types of information included in background checks. It then discusses why background checks are important for reducing liability, increasing safety, and meeting legal requirements. The document also addresses problems that can arise from negligent hiring, such as workplace violence. It notes steps HR is taking to conduct thorough background investigations and remain compliant with laws like the Fair Credit Reporting Act. Overall, the document emphasizes the legal and business rationale for employers to implement background checks as part of the hiring process.
This document provides tips for managing stress and anxiety during the holiday season, including maintaining a positive attitude, focusing on what's important, getting organized, taking care of yourself, and preparing responses to common questions. It suggests remembering your values, letting go of things out of your control, volunteering to take your mind off yourself, and bringing simple dishes to events to avoid extra stress. The tips encourage planning ahead, saying no when needed, and choosing to have a good holiday.
This document summarizes a job readiness program for offenders called the Facilitated Employment Program for Offenders (FEPO). The program aims to help those with criminal backgrounds find employment through case management, job skills training, and job placement assistance. The target users are community organizations and corrections facilities. The program provides orientation, assessment, job readiness training, job placement and retention services. It works with offenders in county jails, probation/parole programs, and transitional facilities. The goal is to help offenders develop job skills, find employment within 30 days of release, and reduce recidivism through gained economic opportunity.
The document provides guidance on negotiating salary offers. Some key points include:
- Do research to determine your fair market value range and know your minimum acceptable salary.
- Wait until you have a job offer to discuss salary so the employer is invested in hiring you.
- Let the employer make the first salary offer so they feel like the seller. Counter with your researched fair market value range.
- Negotiate for benefits like insurance, vacation days, bonuses in addition to salary to maximize compensation. Get any agreement in writing.
Informational Interviewing Ii Non Wctc No Animflutesusan
This document provides guidance on conducting informational interviews to research potential careers or jobs. Informational interviews allow you to learn about skill and qualification requirements, job opportunities, and speak directly with someone currently working in the field of interest. Key benefits include gaining industry insights, expanding your network, identifying strengths and weaknesses, and increasing confidence for future interviews. The document outlines best practices for selecting occupations to research, identifying contacts, scheduling interviews, conducting the interview, following up, and evaluating the information gathered.
This document discusses how to combat negative thoughts, known as Automatic Negative Thoughts (ANTs). It provides strategies for developing a more positive mindset, including recognizing one's potential, focusing mental energy, learning from failures, and surrounding oneself with positive people and influences. The key message is that our thoughts shape our reality, so we must train our minds to think constructively in order to achieve success and happiness.
The document provides tips and guidance for effectively preparing for and participating in a job fair. It emphasizes the importance of researching companies attending, having a 30-second introduction prepared that highlights relevant skills and interests, dressing professionally, bringing multiple resume copies and a notepad, actively engaging with employers through questions, obtaining contact information, and following up with a thank you note. The goal is to stand out from other job seekers and learn how to secure potential interviews or opportunities. Key aspects employers expect include knowledge of the job/company and demonstrating communication skills, preparation, and enthusiasm.
This document discusses elements of an administrative hearing. It begins by noting that administrative adjudication is subject to due process requirements under the 5th and 14th Amendments regarding liberty and property rights. It then distinguishes rulemaking from adjudication, noting that due process is not required for rulemaking but may be for actions affecting individuals. The rest of the document outlines the adjudication process, including notice requirements, filing an answer, pre-hearing conferences to simplify issues, and administrative hearings presided over by independent administrative law judges.
The document discusses a 2009 study of 155 child pornography offenders who participated in an 18-month treatment program. Key findings from the study include:
- At sentencing, 115 offenders (74%) had no documented contact offenses, while 40 (26%) had known contact offense histories.
- Offenders reported a total of 75 victims at sentencing, or about 1.88 victims per offender. However, after treatment 131 offenders (85%) admitted to at least one hands-on offense, reporting a total of 1,777 victims, or an average of 13.56 victims per offender.
FCRA- Fair Credit Reporting Act 2014 Screening Your Applicants & FAIRNESS in ...Eliassen Group
The document discusses the importance of fair hiring practices and compliance with laws like the Fair Credit Reporting Act (FCRA). It notes that some companies have paid millions in lawsuits due to violations of federal hiring guidelines. The presentation provides an overview of the FCRA and outlines the four key steps employers must take when using background checks: disclosure, authorization, pre-adverse action, and adverse action notification. It emphasizes giving applicants a fair chance to explain any issues found and the legal risks of not conducting background checks.
This document discusses how to ensure a positive background check when applying for jobs. It covers what information is typically included in background checks, such as criminal records, employment history and education. It also discusses laws governing what cannot be included, such as certain civil judgments over 7 years old. The document provides tips for applicants, such as cleaning up online profiles, obtaining copies of their own records, and understanding their rights regarding background checks and investigative reports. Resources for learning more about legal protections and assistance are also referenced.
AlphaStaff Webinar Importance of Drug and Background ScreeningAlphaStaff
Hiring someone is a decision that should not be based solely on the person’s ability to handle the job. While skills required to conduct the job are necessary, one cannot rule out threats caused by an employee with a checkered past (or present). Someone with a criminal record or someone who isn’t who they say they are can potentially cause significant damage to the welfare of the company and its staff.
This webinar, led by one of the country’s premier background check and drug screening companies and a key partner of AlphaStaff, will highlight the need, the process and the advantages of proper pre-employment screenings. Presented by Sterling Infosystems.
The document discusses the challenges faced by internal civil rights investigators in conducting investigations. It notes that in an ideal situation, investigators would have full support, dedicated time, and recognition for their work. However, in reality investigations involve reluctant witnesses, accusations against investigators, and challenges maintaining confidentiality. The document provides guidance on properly documenting investigations, analyzing evidence, drafting reports, and avoiding retaliation or legal issues. The goal is to conduct investigations reasonably and in good faith.
This document discusses the importance of conducting pre-employment background checks and drug testing. It notes that about 10% of job applicants have a criminal record and 34% of applications contain false information. Background checks can help reduce liability risks, decrease turnover, and improve hiring practices. Common screening methods include criminal history checks, drug testing, employment verification, and credit/DMV checks. Companies are advised to establish clear hiring policies and adhere to legal guidelines when conducting background checks.
This document discusses background screening and substance abuse testing services provided by Parkin Security Consultants. It provides an overview of the company's history and credentials. It then summarizes the purpose and benefits of background screening, the legal requirements for conducting background checks, and the types of searches that can be performed, including criminal records, driving records, education and employment verifications.
This document discusses steps to take after discovering a bug during a technical surveillance countermeasures sweep. It advises notifying an attorney if there are any legal questions, as the author is not providing legal counsel. It also discusses determining if a discovered bug is legally authorized or not, and the different approaches of notifying authorities or clients depending on that determination. Overall, the key responsibilities are finding and documenting any bug, assisting with notifications, and potentially testifying in court.
This document discusses various tax representation techniques. It begins by outlining the typical audit process, noting that audits are usually office or field audits and provide tips for cooperating with audits. It then discusses options for appealing an auditor's findings like fast track settlements, which use mediators to resolve cases in around 60 days. The document also covers collection issues like different collection tiers, working with revenue officers, tax liens, levies, and collection due process hearings which allow taxpayer challenges to liens or levies.
Final Presentation Negligent hiring due to lack of background checks hrm 400Neha Choudhary, M.A
This document discusses negligent hiring and the importance of background checks. It begins with an introduction to the topic and an overview of the types of information included in background checks. It then discusses why background checks are important for reducing liability, increasing safety, and meeting legal requirements. The document also addresses problems that can arise from negligent hiring, such as workplace violence. It notes steps HR is taking to conduct thorough background investigations and remain compliant with laws like the Fair Credit Reporting Act. Overall, the document emphasizes the legal and business rationale for employers to implement background checks as part of the hiring process.
This document discusses different types of crimes and the criminal justice process. It defines a crime as an act that violates the law and carries a penalty. Crimes are classified in various ways, such as victimless crimes, crimes against persons or property, and white collar crimes. More serious crimes are felonies, while less serious crimes are misdemeanors. The document also outlines the criminal justice process from arrest through trial, including initial appearances, grand jury proceedings, plea bargaining, jury selection and the trial.
This document provides an overview of criminal background checks for employers and property managers. It discusses the key reasons to conduct criminal record searches, including protecting the organization, reducing turnover, strengthening compliance with regulations, and decreasing legal risks. It also outlines the typical criminal record information that can be uncovered in a search, such as arrest records, convictions, and dismissals. The document explains that criminal records can be stored in various law enforcement, court, and corrections databases across jurisdictions. It also summarizes the key rules regarding criminal background checks, such as the Fair Credit Reporting Act, and discusses some other international privacy laws and regulations.
Employers don't want to take risks by hiring employees having criminal backgrounds. For that, background check is now a part of most of the hiring processes. But, should the prospective employees worry about it? What this pre-employment background check actually reveal?
Nowadays, one of the most important things that concern any company when hiring any person is that the person should not be of questionable integrity. To avoid hiring a person of bad repute companies resort to background checks. However, there are certain traps associated with background checks that everyone must know so that they don’t get into any legal troubles. Go through the slide to know the ways to avoid major traps of running background checks.
The document summarizes Stephen Covey's 7 Habits framework for personal and interpersonal effectiveness. It describes each of the 7 Habits in 1-3 sentences. The habits are: 1) Be Proactive, 2) Begin with the End in Mind, 3) Put First Things First, 4) Think Win-Win, 5) Seek First to Understand, Then to Be Understood, 6) Synergize, and 7) Sharpen the Saw. The document provides high-level overviews of the core principles and strategies associated with each habit.
The document discusses opportunities for organizations to partner with Wisconsin's W-2 program to provide work experience sites for participants. The W-2 program aims to help low-income parents gain employment and self-sufficiency through work requirements. The document seeks local organizations willing to offer volunteer work experience opportunities to give W-2 participants valuable experience and the chance to gain skills. It notes that work experience is a win-win for both the community and participants as organizations can mentor future workers and find new talent through these partnerships.
Free childcare is available on Fridays from 10:30-12:30 at the Workforce Development Center rooms 108/110 for children ages 6 weeks to 6 years old during a meeting on winning, hoping, overcoming, learning, and excellence (W.H.O.L.E.). The meeting is facilitated by L. Susan Fischer and focuses on weekly topics for W2 and Children First participants like time management, parenting, budgeting, health, soft skills, self-esteem, and relationships to provide life skills and support for the workplace.
A weekly job search skills group will be held every Friday from 8:30-10:15 AM at the Workforce Development Center on the WCTC campus located at 892 Main Street in Pewaukee. Childcare is available for children ages 6 weeks to 6 years old during the meeting. Topics covered will include obtaining references, cover letter and resume writing, networking, interview skills, overcoming obstacles, and more. The group is sponsored by ResCare Workforce Services and exclusively for W2 and Children First participants.
The document announces a free seminar on February 26, 2010 at Waukesha County Technical College for displaced manufacturing workers. The seminar will provide information on the state of manufacturing, industry perspectives from a panel of manufacturers, and tips for job seekers from an HR panel. It will also include a networking session, break, and information fair with free LinkedIn headshots. Registration by February 19 is required for the limited seating.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSS
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
1. EXPLAINING YOUR CRIMINALEXPLAINING YOUR CRIMINAL
HISTORY AND THEHISTORY AND THE
LETTER OF EXPLANATIONLETTER OF EXPLANATION
Taking Control of Your JobTaking Control of Your Job
Search and Your Life!Search and Your Life!
2. BackgroundBackground
Different places use different records.Different places use different records.
Many employers ask on their application if youMany employers ask on their application if you
were ever convicted of a crime. Or they mightwere ever convicted of a crime. Or they might
word the question to ask whether you have everword the question to ask whether you have ever
been convicted of a felony or misdemeanor.been convicted of a felony or misdemeanor.
Typically, the application says you do not haveTypically, the application says you do not have
to divulge a case that was expunged orto divulge a case that was expunged or
dismissed, or that was a minor traffic violation.dismissed, or that was a minor traffic violation.
Aliases – has anyone used your name whenAliases – has anyone used your name when
they have committed a crime?they have committed a crime?
3. Reports UsedReports Used
CCAP (Circuit Court Automation Program)CCAP (Circuit Court Automation Program)
CIB (Crime Information Bureau)CIB (Crime Information Bureau)
FBIFBI
Driving RecordsDriving Records
Credit RecordsCredit Records
Municipal RecordsMunicipal Records
4. CCAPCCAP
www.wcca.wicourts.govwww.wcca.wicourts.gov
A court record maintained by the courtA court record maintained by the court
system when cases are filed in Circuitsystem when cases are filed in Circuit
Court Updated when court evens occurCourt Updated when court evens occur
Caution!Caution!
Easy to mix people upEasy to mix people up
May say more than you want it toMay say more than you want it to
Easy for people to access and misunderstandEasy for people to access and misunderstand
7. CIB (Crime Information Bureau)CIB (Crime Information Bureau)
www.doj.state.wi.us/dles/cibwww.doj.state.wi.us/dles/cib
Is a police arrest record AND is what the law requiresIs a police arrest record AND is what the law requires
employers to use.employers to use.
Are listed in cycles – a cycle is started for each arrestAre listed in cycles – a cycle is started for each arrest
Updated when police or courts send info the state –Updated when police or courts send info the state –
Wisconsin Dept. of JusticeWisconsin Dept. of Justice
Caution!Caution!
There is no legislation stating this information must be accurateThere is no legislation stating this information must be accurate
– no accountability– no accountability
Sometimes there is duplicate information making it look likeSometimes there is duplicate information making it look like
there are more events than there actually arethere are more events than there actually are
There are fees to access record. The amount of the fee dependsThere are fees to access record. The amount of the fee depends
on who you are.on who you are.
Contains too much information, including personal informationContains too much information, including personal information
Easily misunderstoodEasily misunderstood
Includes expunged casesIncludes expunged cases
8. FBI ReportFBI Report
www.fbi.gov/hq/cjisd/fprequest.htmwww.fbi.gov/hq/cjisd/fprequest.htm
An FBI Identification Record (or a Criminal HistoryAn FBI Identification Record (or a Criminal History
Record or Rap Sheet)Record or Rap Sheet)
A listing of information taken from fingerprint submissions inA listing of information taken from fingerprint submissions in
connection with arrests and, in some instances, federalconnection with arrests and, in some instances, federal
employment, naturalization, or military service.employment, naturalization, or military service.
If the fingerprints are related to an arrest, the Record includesIf the fingerprints are related to an arrest, the Record includes
name of the agency that submitted the fingerprints to the FBI,name of the agency that submitted the fingerprints to the FBI,
the date of arrest, the arrest charge, and the disposition of thethe date of arrest, the arrest charge, and the disposition of the
arrest, if known to the FBI.arrest, if known to the FBI.
All arrest data is obtained from fingerprint submissions,All arrest data is obtained from fingerprint submissions,
disposition reports and other reports submitted by agenciesdisposition reports and other reports submitted by agencies
having criminal justice responsibilities.having criminal justice responsibilities.
Good to check if you have cases in other statesGood to check if you have cases in other states
9. Driving RecordsDriving Records
www.dot.wisconsin.gov/drivers/index.htmwww.dot.wisconsin.gov/drivers/index.htm
Request a copy of your driving record from theRequest a copy of your driving record from the
Department of Motor Vehicles, especially if you areDepartment of Motor Vehicles, especially if you are
applying for a job that involves driving.applying for a job that involves driving.
Don't be confused. An OWI conviction isDon't be confused. An OWI conviction is notnot consideredconsidered
a minor traffic infraction. Applicants with an OWI whoa minor traffic infraction. Applicants with an OWI who
have not checked "yes" on a job applicationhave not checked "yes" on a job application may bemay be
denied employment for falsifying the formdenied employment for falsifying the form -- even when-- even when
the incident occurred only once or happened many yearsthe incident occurred only once or happened many years
before. The employer perceives this as dishonesty, evenbefore. The employer perceives this as dishonesty, even
though the applicant might only have been confused bythough the applicant might only have been confused by
the question.the question.
10. Credit ReportCredit Report
www.annualcreditreport.comwww.annualcreditreport.com
Employers often do credit checksEmployers often do credit checks
You are entitled to one free report eachYou are entitled to one free report each
yearyear
Get a copy and go over it with a fine toothGet a copy and go over it with a fine tooth
combcomb
Clear up any issues on itClear up any issues on it
Consider adding comments to itConsider adding comments to it
11. Municipal Citations (Muni’s)Municipal Citations (Muni’s)
http://query.municourt.milwaukee.gov/home.asphttp://query.municourt.milwaukee.gov/home.asp
This site includes data on the following types ofThis site includes data on the following types of
cases:cases:
Municipal ordinance and traffic violations occuringMunicipal ordinance and traffic violations occuring
within the limits of the City of Milwaukeewithin the limits of the City of Milwaukee
Parking citations contested in court.Parking citations contested in court.
Only displays cases that have not yet beenOnly displays cases that have not yet been
satisfied or have been satisfied within the last 5satisfied or have been satisfied within the last 5
years.years.
Not all counties have thisNot all counties have this
12. What To DoWhat To Do
It isIt is criticalcritical that you know what is on thesethat you know what is on these
various reports and that you listvarious reports and that you list everyevery case youcase you
have when requested by an employer OR youhave when requested by an employer OR you
could be denied an opportunity for employment.could be denied an opportunity for employment.
Don’t take this for granted in any way.Don’t take this for granted in any way.
Options:Options:
ExpungementExpungement
Hiding RecordsHiding Records
Record RemovalRecord Removal
PardonPardon
13. ExpungementExpungement
Applies to court records onlyApplies to court records only
Generally only possible for a misdemeanorGenerally only possible for a misdemeanor
Hides the courthouse file and CCAP record but isHides the courthouse file and CCAP record but is
still on CIBstill on CIB
Issues:Issues:
Were you under 21 and committed a misdemeanor?Were you under 21 and committed a misdemeanor?
Are you off paper and trouble free?Are you off paper and trouble free?
Talk to judge’s clerk for information on how to request itTalk to judge’s clerk for information on how to request it
A/K/A Expunction or sealing a record
www.wisconsinexpungement.com/
14. Hiding RecordsHiding Records
A judge orders a record removed fromA judge orders a record removed from
CCAP if the conviction is inflammatory orCCAP if the conviction is inflammatory or
immediately preventing employmentimmediately preventing employment
Need a lawyer to get this doneNeed a lawyer to get this done
Must prove there is harm being done by the recordMust prove there is harm being done by the record
being out therebeing out there
15. Record RemovalRecord Removal
Can be used for the CIBCan be used for the CIB
Arrests resulting in no prosecution, dismissal,Arrests resulting in no prosecution, dismissal,
or acquittal can be removed from CIBor acquittal can be removed from CIB
Must file a removal request with the CIB – oneMust file a removal request with the CIB – one
request for each cycle to be removedrequest for each cycle to be removed
Does not remove a case from CCAPDoes not remove a case from CCAP
16. PardonPardon
The governor's pardoning power is granted in the
Wisconsin Constitution. Article V, section 6 of the
Wisconsin Constitution provides:
"Pardoning Power. Section 6. The governor shall have power
to grant reprieves, commutations and pardons, after conviction,
for all offenses, except treason and cases of impeachment, upon
such conditions and with such restrictions and limitations as he
may think proper, subject to such regulations as may be
provided by law relative to the manner of applying for pardons...
He shall annually communicate to the legislature each case of
reprieve, commutation or pardon granted, stating the name of
the convict, the crime of which he was convicted, the sentence
and its date, and the date of the commutation, pardon or
reprieve, with his reasons for granting the same."
18. ““Substantially Related”Substantially Related”
An employer can not have a blanket policy that anyoneAn employer can not have a blanket policy that anyone
with a criminal record will not be hired by that company.with a criminal record will not be hired by that company.
An employer may ask you if you have any pendingAn employer may ask you if you have any pending
charges or convictions as long as they make it clear thatcharges or convictions as long as they make it clear that
only offenses that are substantially related may beonly offenses that are substantially related may be
considered.considered.
An employer may only refuse to hire a qualified applicantAn employer may only refuse to hire a qualified applicant
because of a conviction that substantially relates to thebecause of a conviction that substantially relates to the
job – if the offense is upsetting that does not count!!job – if the offense is upsetting that does not count!!
The law does not define thisThe law does not define this
Applies to labor organizations, employers, employmentApplies to labor organizations, employers, employment
or licensing agenciesor licensing agencies
Look at the offense: what was it, where did it happen,Look at the offense: what was it, where did it happen,
when did it happen?when did it happen?
Now look at the job duties…Now look at the job duties…
19. LETTER OF EXPLANATIONLETTER OF EXPLANATION
What it isWhat it is
WhyWhy
WhenWhen
What to sayWhat to say
What not to doWhat not to do
ExamplesExamples
20. What It IsWhat It Is
Explanation of criminal historyExplanation of criminal history
Accepting responsibility for choicesAccepting responsibility for choices
Discusses lessons learned from pastDiscusses lessons learned from past
choiceschoices
An opportunity for you to present yourselfAn opportunity for you to present yourself
in a positive light and to not be defined byin a positive light and to not be defined by
your pastyour past
21. Why To Use ItWhy To Use It
HR perspective – they want to find “an out” ifHR perspective – they want to find “an out” if
they know you have a recordthey know you have a record
Trash – try to prevent the app from being tossedTrash – try to prevent the app from being tossed
outout
Do not put “will discuss in interview on a jobDo not put “will discuss in interview on a job
application”application”
Take control of your job searchTake control of your job search
Increase chances of interview or hiringIncrease chances of interview or hiring
A way to get employers to get to know youA way to get employers to get to know you
22. When To Use ItWhen To Use It
Filling out a job applicationFilling out a job application
To prepare for how you will verballyTo prepare for how you will verbally
explain your history in an interviewexplain your history in an interview
Give to a potential employer in anGive to a potential employer in an
interview after you’ve talked about itinterview after you’ve talked about it
23. What To SayWhat To Say
The complete truthThe complete truth
Use soft, positive wordsUse soft, positive words
Use your own voiceUse your own voice
Give employer respect and honestyGive employer respect and honesty
Tell them that when they do a background check theyTell them that when they do a background check they
will find thingswill find things
Tell them what they will findTell them what they will find
Accept responsibility for choicesAccept responsibility for choices
Explained any lessons learned, classes taken, newExplained any lessons learned, classes taken, new
insights, etcinsights, etc
Talk about what makes you special – why should theyTalk about what makes you special – why should they
hire you?hire you?
Tell them you are excited about an opportunity to workTell them you are excited about an opportunity to work
with them and you look forward to meeting with themwith them and you look forward to meeting with them
24. What Not To DoWhat Not To Do
Say too much about the offenseSay too much about the offense
Take up more than one pageTake up more than one page
Make excuses for choicesMake excuses for choices
Pass blamePass blame
Create/show a victim mentalityCreate/show a victim mentality
25. ExampleExample
To Whom It May Concern:To Whom It May Concern:
The things I value most are honesty, integrity and directness. Therefore, upon conducting a backgroundThe things I value most are honesty, integrity and directness. Therefore, upon conducting a background
check, you will find that I have felony convictions for Theft in a Business Setting and a misdemeanorcheck, you will find that I have felony convictions for Theft in a Business Setting and a misdemeanor
for Disorderly Conduct.for Disorderly Conduct.
From this experience I have grown and taken personal responsibility for my actions. I also hurt manyFrom this experience I have grown and taken personal responsibility for my actions. I also hurt many
people from my mistake and realize I can’t change what is already done but I can make the best withpeople from my mistake and realize I can’t change what is already done but I can make the best with
what is left. I am very remorseful of my actions and feel it is not only important, it is necessary towhat is left. I am very remorseful of my actions and feel it is not only important, it is necessary to
continue making my restitution payments, to give back to the community through public speaking oncontinue making my restitution payments, to give back to the community through public speaking on
the negative affects that gambling can have and to donate crocheted items I make to shelters,the negative affects that gambling can have and to donate crocheted items I make to shelters,
churches and charities. I have made a terrible mistake however, I would like to put it behind me andchurches and charities. I have made a terrible mistake however, I would like to put it behind me and
keep moving forward. I am looking for a second chance to reestablish myself in the community.keep moving forward. I am looking for a second chance to reestablish myself in the community.
I am eager to purse this or other opportunities with your company. I believe my experience will allow meI am eager to purse this or other opportunities with your company. I believe my experience will allow me
to contribute to the successful day-to-day running of your company. I can adapt to adversity and workto contribute to the successful day-to-day running of your company. I can adapt to adversity and work
assignments with minimal supervision. I am a go-getter, hard worker, reliable, team orientedassignments with minimal supervision. I am a go-getter, hard worker, reliable, team oriented
professional that has a lot to offer the right company. In addition your company could be eligible forprofessional that has a lot to offer the right company. In addition your company could be eligible for
up to $9,000 in tax credits for hiring me. To guarantee that I will be an honest worker, I can beup to $9,000 in tax credits for hiring me. To guarantee that I will be an honest worker, I can be
bonded up to $25,000 through the Fidelity Bonding Program. I will be happy to supply you with morebonded up to $25,000 through the Fidelity Bonding Program. I will be happy to supply you with more
information at your request.information at your request.
I look forward to the opportunity to further discuss my qualifications and address any questions you mayI look forward to the opportunity to further discuss my qualifications and address any questions you may
have. Thank you for your consideration.have. Thank you for your consideration.
Sincerely,Sincerely,
Pamela ProudPamela Proud
26. SummarySummary
You need to be the expert of you.You need to be the expert of you.
You should take control of your job searchYou should take control of your job search
and your life.and your life.
There could be consequences for notThere could be consequences for not
reporting your entire criminal history.reporting your entire criminal history.
You do not have to be defined by yourYou do not have to be defined by your
past.past.
Do your homework.Do your homework.
Never give up!Never give up!