Screening Process. The University will determine if applicants possess the requirements of a position. The University will consider all qualified bargaining unit applicants and offer interviews to at least two (2) bargaining unit candidates possessing the position requirements, and expressing interest in the position. In accordance with applicable law, affirmative action goals will be considered when filling vacancies.
Screening Process. A. The sample collection, testing methodology, and screening standards for drugs of abuse will be a routine 8 - panel screen, which is performed with chain of custody procedures. An automatic confirmation process is to be included with this screen; i.e., the specimen has been through two rounds of testing. The first screening is via the immuno-assay method and then any positive screen is confirmed via gas chromatography/mass spectroscopy (GC/MS).
Screening Process. If the background check results in any criminal history information then Human Resources will consult with the Principal/Administrator to apply guidelines applicable to screening new employees. Volunteers whose history demonstrates a risk to the safety or well-being of students and staff will be denied participation. Among the factors taken into consideration is the nature of the offense, the age of the person at the time of the offense, and the amount of time between the date of the offense and the date of the application.
Screening Process i. Symantec shall directly contract with its own Affiliate Network Partners. Digital River shall not be involved or participate in those discussions or matters and shall not interfere with the same.
Screening Process. 1. GU Holdings shall submit to the CMAs no later than sixty (60) days after the execution of this Agreement a screening policy that will include, at a minimum, criminal background checks, public records check, and other generally accepted industry standards to ascertain a person’s trustworthiness for the following circumstances:
Screening Process. 2.1.2.1 Employment Standards In addition to Federal and State requirements such as validating citizenship, TriOrb Solutions LLC has corporate standards to ensure that our personnel adhere to the goals and objectives of the company, our clients and the community at large. We shall utilize the U.S. Department of Homeland Security’s E-Verify system to verify eligibility of all new employees hired by TriOrb Solutions. We are also leveraging Paychex and Society for Human Resource Management (SHRM) online to ensure we maintain at our highest standards when dealing with employee’s payroll and human resources issues. We are an Equal Opportunity Employer, maintain a Drug Free Workplace, and, among others, have policies against Sexual Harassment and Gender Discrimination. We pledge to protect the confidential information of our customers and, in the case of our Federal customers, classified information. We expect our employees to deliver a full day’s work for a full day’s pay and to treat our customers with respect. Our employees are expected to maintain their technical competence and continue their education. We support this by assisting them with educational expenses and monthly virtual information technology classes instructed by the Principal Xxxxxx Xxxx.
Screening Process. A. Prescreening
Screening Process. All parties agree to work cooperatively to refer any youth who is identified as (or is suspected of being) a CSE victim in order to receive screening and assessment. Each party agrees to either have one or more staff person trained in CSEC including administering the screening tool or agrees to refer the youth to CSD where there are trained CSEC screeners and CSEC Identified Social Workers available. The CSEC Steering Committee identified below and all parties, as they are trained, agree to utilize the Commercial Sexual Exploitation Identification Tool (CSE-IT) – Pilot Version (Exhibit B) to screen youth. Riverside County partners, as a pilot county to implement the CSE-IT, agree to participate in on-going training in using this screening tool. This training will address the importance of early identification and will present the CSE-IT as a method of screening and identifying commercially sexually exploited youth. After this training participants will be able to: Identify at least two advantages of using the CSE-IT to identify commercially sexually exploited youth. List the 10 key indicators of CSEC. Describe the importance of using a trauma informed approach when interviewing sexually exploited youth. The following parties are responsible for specific screening responsibilities, in addition to other appropriate screening activities in order to identify youth who have been commercially sexually exploited, are being commercially sexually exploited, or are at risk of becoming commercially sexually exploited. DPSS – CSD Studies have estimated that anywhere from 50 - 80% of victims of commercial sexual exploitation are or were formerly involved with child welfare.7 Specific to California, in San Diego between 80-95% of CSEC were known to the Child Welfare System. 8 In the San Francisco Bay Area over 75% of the 113 youth studied, described experiencing child abuse and neglect prior to their commercial sexual exploitation. 9 Additionally,
Screening Process. Applicants who call the office will have to provide some basic information to the clerk (internal referral sheet). The clerk will place those sheets in the Removal Defense Program’s inbox or send via email to the Removal Defense team, Xxxx Xxxxxxxx and/or Xxxx Xxxxxxx. Phone Pre-screenings The removal defense team will conduct a phone pre-screening after receiving the “internal referral sheet.” If it is determined that an in-person screening is required, then an appointment will be scheduled for the individual to come in to one of our offices for a full screening with a member of the removal defense team. In-person screenings for non-detained clients are to be requested if the RDP team has indications that the individual might be eligible for relief and/or if additional information is required in order to make that determination. All screenings for detained clients are to be made in-person at the detention center. Clinic Pre-screenings Applicants at legal clinics where CCDSD participates will be pre-screened by a member of the removal defense team. If it is determined that an applicant requires a full screening, then an appointment will be scheduled for the applicant to come in to one of our offices to meet with a member of the removal defense team. Walk-ins at a CCDSD Office Catholic Charities Immigrant Services Individuals who walk-in to any of our offices will have to provide her or his information to the clerk (complete internal referral sheet). A member of the removal defense team will call the applicant to do a pre-screening over the phone. If it is determined that an applicant needs a full screening, then an appointment will be scheduled for the applicant to come in to one of our offices for a full screening with a member of the removal defense team. Screenings by Volunteers Any non-attorney or non-DOJ fully accredited representative that screens an applicant must consult with the removal defense attorney or DOJ full accredited representative when she or he completes a screening. Volunteers who are NOT attorneys or fully accredited representatives cannot provide legal advice to applicants at any stage of the process. When a volunteer screens a case, the removal defense attorney, DOJ full accredited representative, and/or the Department Director will make the decision about accepting, denying, or referring the case. Detained Individuals: Otay Mesa Detention Center and Imperial Detention Facility Only Detained individuals will call or mail a request f...
