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The postdoctoral fellow will work with Dr. Woods-Jaeger to develop and then co-teach Community Based Participatory Action Research for Injury and Violence Prevention course in the Behavioral, Social, and Health Education Sciences department.
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The program primarily uses a restorative justice model through structured in-school violence intervention partnerships and organized civic engagement. The Center has published studies on topics including court and jail reform, intimate partner violence, restorative justice, gun violence, reentry, sixth amendment rights, and progressive prosecution.
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With compassion and profound respect for those we serve, we provide a fully integrated system of care – including outreach, interim housing, mental and medical health care, substance abuse services, domestic violence services, life skills & wellness programs, and permanent supportive housing – tailored to the unique needs of homeless individuals, survivors of domestic violence, challenged youth, and others who have nowhere else to turn.
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Our programs include counseling, mental health assessment and treatment; early childhood trauma assessment and treatment; child crisis intervention and rehabilitative services; primary care; support for victims of domestic violence, substance abuse, workforce readiness and high school equivalency exams for teens in foster care.
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Responsibilities include civil representation in orders of protection, family law and civil no contact orders for clients with domestic violence and/or sexual assault issues. Our work encompasses such issues as immigration, employment issues, sexual assault civil no contact orders, the effects of trauma on clients and their children, teen dating violence, and the criminalization of survivors.
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Represents the state/territory National Guard as a trial attorney on all sexual assault, sexual harassment and domestic violence cases, administrative judges and arbitrators from various appellate bodies including, but limited to, the Equal Employment Opportunity Commission, the Federal Labor Relations Authority, the NG Office of Complex Investigations, the Federal Services Impasses Panel and Federal and State Courts.
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Executive Director, READI National Center for Safe CommunitiesSummary:The Executive Director is responsible for the strategic direction of Heartland Alliance’s work at the intersection of community safety, community gun violence, criminal legal system reform and racial equity through the READI National Center for Safe Communities.
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Reporting into the Global Practice Leads for Child Protection, Women's Protection and Empowerment and working closely with the GPL for Protection Rule of Law, the Violence Prevention Advisor will focus on exploring how to scale prevention programs at the IRC, with a focus on reaching those most in need, exploring different approaches to scale and continuing to build the evidence base for taking IRC's prevention programming approaches to scale.
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Our services include academic support and college counseling, job placement and employment training, substance use and violence prevention education, crisis intervention and mediation, leadership development, technology and computer training.
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This report also contains information on programs and policies designed to prevent and address sexual violence, domestic violence, dating violence, and stalking. Develop and train student-athletes within the guidelines of the program under the direction of the Head Football Coach.
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Cascadia Global Security (CGS) was established in 2018 as a proudly veteran-owned and operated security company. Cascadia Global Security is looking to hire individuals with a drive for growth and development.
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We do not discriminate on the basis of race, color, creed, religion, gender (including gender identity or expression), pregnancy, childbirth or related medical conditions, sexual orientation, marital status, domestic violence, sexual violence or stalking victim status, ancestry, national origin, alienage or citizenship, age, disability, military or veteran status, genetic information or predisposing genetic characteristic, or other protected status.
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Inquiries or complaints concerning discrimination, harassment, retaliation, or sexual violence shall be referred to the College's Title IX & Equity Compliance Officer, Emmanuel Echevarria at diversitytitleix@bristolcc.edu or 774.357.
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The CalWORKS program provides intensive services to families receiving Temporary Assistance to Needy Families (TANF) support in order to stabilize families by addressing domestic violence, mental health, substance abuse and related issues.
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Provide direct services to residential clients/families who have been affected by trauma due to Domestic Violence, out of the residential safe house. Participate in community education presentations that help identify available services/resources for victims of Domestic Violence as assigned.
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violence job Company: Cascadia Global Security
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.