The Minnesota Department of Human Services (DHS) is searching for a Equal Opportunity and Access Division Director to join the Direct Care and Treat (DCT) Compliance Team. If you have a passion for championing and supporting equal employment opportunity, affirmative action, equitable accessibility, and workplace diversity and cultural responsiveness, then this may be the opportunity for you! Access the full job description using the link below. Job ID: 78412 mn.gov/careers #nowhiring #mnjobs #governmentjobs
State of Minnesota’s Post
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★ Training Director ★ Police Lieutenant ★ Project Manager ★ Leader of People and Projects ★ Managing multiple priorities to align business objectives and achieve growth Lean Six Sigma Black Belt ★
Innovation in Police Recruiting and Retention: As law enforcement faces challenges in recruitment and retention, innovative strategies are becoming essential to attract and keep top talent: Data-Driven Recruitment: Utilizing analytics to identify successful traits in candidates helps target the right applicants and streamline the hiring process. Diversity and Inclusion Initiatives: Implementing programs that focus on recruiting diverse candidates fosters a more representative police force and enhances community relations. Enhanced Training Programs: Offering comprehensive, modern training that emphasizes community engagement and mental health awareness can make the profession more appealing. Flexible Work Options: Introducing flexible schedules and mental health support helps retain officers by promoting work-life balance. Technology Engagement: Leveraging social media and digital platforms for outreach and engagement can attract younger generations who are tech-savvy. Career Development Opportunities: Providing clear pathways for advancement and ongoing professional development can boost morale and retention. Innovative approaches in recruiting and retention are key to building a resilient and effective law enforcement community. What are your thoughts? How do we address the recruiting challenges as LE Leaders? #PoliceRecruitment #LawEnforcement #RetentionStrategies #DiversityAndInclusion #InnovativeRecruiting #FutureOfPolicing #CommunityEngagement #CareerDevelopment
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Are you working with a staffing agency? A staffing agency has agreed to pay $2.2 million in resolution of a lawsuit brought forth by the U.S. Equal Employment Opportunity Commission (EEOC), which alleged discriminatory practices in collaboration with a laundry facility. The EEOC contended that a California-based laundry facility, in partnership with a staffing agency, engaged in hiring practices that systematically denied employment based on gender, disability, and ethnicity. Pending approval by the California federal court, the proposed settlement seeks to resolve allegations against Radiant Services Corp., a commercial laundry business, and BaronHR LLC, a staffing agency utilized by Radiant. The accusations centered on the unlawful exclusion of individuals of Black ethnicity and those with disabilities from employment opportunities, as well as the restriction of gender-specific roles to men and women exclusively. Black women, represented by the agency, claimed to have been overlooked for employment opportunities at Radiant Services. In summary, the settlement reflects the need for employers to implement non-discriminatory practices in the workforce and audit practices of vendor staffing agencies. Please click to follow Barb J. Wyskowski, J.D. #Compliance #HRDive #RiskManagement #LegalIssues #HRCompliance #LaborLaw
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New Business Development Consultant | Social Media Specialist | Technology Sales | AI | Cyber Security #OpentoWork
Who's ready to join me in combatting age discrimination in hiring? It's time for organizations to prioritize diversity training their hiring practices to ensure they're inclusive of all ages. Promoting awareness of the benefits of a multigenerational workforce is key. Let's not forget about legal compliance and taking active measures against biases. Together, we can make a difference. Learn something NEW every day! #AgeDiversity #InclusiveHiring #CombatAgeDiscrimination #hiring #staffing #learninganddevelopment
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Farella Braun + Martel LLP's Rebecca Stephens writes: The Okonowsky decision confirms that social media can have a substantial impact on workplace culture, even when all of the posting and engagement occurs off-premises and during non-work hours. To reduce risk of a hostile environment claim, employers responding to employee complaints arising out of social media activity should take prompt steps to investigate and remediate these issues in accordance with the Ninth Circuit’s opinion. #socialmedia #hostileenvironment #titlevii #harassment #offpremisesconduct
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The explanation of disparate treatment refers to when an employer treats a specific job applicant or employee differently than others on the basis of their demographics. For example, they may treat their female colleagues differently than male colleagues or behave differently around individuals of a different race. To ensure employers don’t act with discriminatory intent against an applicant or employee, disparate treatment is illegal in the workplace. Such actions may include refusal to hire, refusal of promotion, reason for termination, establishment of non-permissible company policies that are unrelated to Bona Fide Occupational Qualification (BFOQ), and other adverse job actions. If an employer acts with disparate treatment, even if discrimination was not the sole motivating factor, they may be held liable in a court of law.
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CA has many different laws that protect and support working parents when it comes to workplace rights and accommodations. For example, one of our laws entitles many employees to take up to 40 hours of job protected time off work to participate in school activities, including to attend performances and award ceremonies, to volunteer in the classroom or for field trips, etc. This leave of absence can also apply when a parent or guardian needs time off to look for or enroll their child in a school or with a licensed child care provider, or to address a child care provider or school emergency. To be eligible, the employee needs to work for an employer that has at least 25 employees working at the same location, and needs to give their employer reasonable advance notice before taking the leave. #employmentlawyer #employmentlaw #humanresources #wrongfultermination #discrimination #retaliation #humanresourcesprofessional #humanresourcesmanager #businessstrategies #businesstips #businessconsulting #workingparents #workingmom #workingprofessionals
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Each quarter, Spraggs Law publishes a curated selection of articles about trending HR and employment-related topics. This quarter, we focus on workplace equity and accessibility, followed by three (cautionary) and recent tribunal cases involving workplace harassment, assault and discrimination claims. Finally, we wrap up our quarterly selection with challenges BC recruiters face filling jobs with qualified applicants. https://lnkd.in/gS3-8uqi #yvrnews #yvrlegalupdates #hrupdates #employmentlaw
Workplace Equity, Cautionary Workplace Tribunal Cases and More
https://spraggslaw.ca
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How should I answer if job apps ask about being "forced to resign due to poor performance" amid discrimination claims? jobapplication #employment #discrimination #Arizona Hey there! 🌟 Dealing with job application questions about past terminations or forced resignations can be tricky, especially when you feel there were unfair circumstances involved. Here's a possible way you could approach answering this particular question: Stay Honest: It's important to be truthful in your job applications, so consider the sp... Source: https://lnkd.in/ga_hWkuE #mymetric360
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Federal court seeks clarity from the New York State Court of Appeals on whether anti-discrimination law covers marital status in specific relations. - The outcome could impact workplace policies and practices. Read the article from SHRM and stay tuned for updates! --- Leah Shepherd SHRM . . . #EmploymentLaw #NYC #HR #HumanResources #Compliance
Court to Clarify Discrimination Protections Based on Marital Status
shrm.org
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Founder/CEO | Age Inclusion | Advocacy Communications | The PEOPLE have ALWAYS held the POWER to stand up to hiring + workplace discrimination based on age. I’m just helping to empower them to use it to their advantage.
FEDERAL AGENCY CHARGED SECURITY COMPANY MADE DISPARAGING COMMENTS AND FIRED 57-YEAR-OLD EMPLOYEE AFTER HEART ATTACK. Below are a few excerpts from the Press Release: “NEW YORK – Maximum Security NYC, Inc., a security company headquartered in Queens, New York, will pay a former employee $22,500 and implement an anti-discrimination policy and training program to resolve an age- and disability-discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today. According to the EEOC’s lawsuit, Maximum Security had given a 57-year-old employee numerous assignments at client hotels where he was responsible for assisting with evacuations and acting as a liaison to the local fire department during an emergency. However, after the employee suffered a heart attack in December 2020 and returned to work, his supervisor repeatedly told him that he should retire already given his age and heart attack, and then explicitly fired him for the same reasons.” Here is a pertinent comment from Daniel Seltzer, a trial attorney in the EEOC’s New York District Office: “Age and disability discrimination are unjust and unlawful. An employer cannot rely on stereotypes or fears to deny employees the opportunity to work.” A link to the entire Press Release is provided in the comments section below. #ADA #ADEA #AgeDiscrimination #DisabilityDiscrimination #EEOC #Lawsuit #PressRelease #Settlement #Workplace
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