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Civil rights, Title IX, or other equal opportunity investigations. Demonstrated working knowledge of Section 504, Title II, Title VII, Title IX, civil rights, affirmative action, and equal opportunity laws and regulations.
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The State of California is an equal opportunity employer to all, regardless of age, ancestry, color, disability (mental and physical), exercising the right to family care and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding and related medical conditions), and sexual orientation.
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Serves as a subject matter expert for and convey recommendations directly to senior leadership regarding civil rights, Equal Opportunity and Title IX Compliance Initiatives (related laws and regulations for various state, federal, and local requirements) in alignment with other compliance/risk management functions and Legal Affairs.
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UMass Amherst is committed to a policy of equal opportunity without regard to race, color, religion, gender, gender identity or expression, age, sexual orientation, national origin, ancestry, disability, military status, or genetic information in employment, admission to and participation in academic programs, activities, and services, and the selection of vendors who provide services or products to the University.
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XL Parts and The Parts House (TPH) a Marubeni Group is an Equal Opportunity Employer. XL Parts and The Parts House a Marubeni Group is an Equal Opportunity Employer. The District Sales Manager is responsible for the leadership, management, and profitability of an assigned sales district within XL Parts.
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Din Tai Fung is an Equal Employment Opportunity Employer - M/F/D/V Applicant must be 18 years of age or older and able to provide documentation to work in the United States legally. Din Tai Fung is an E-Verify and Equal Opportunity Employer and complies with the Fair Chance Initiative.
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CMI Group is equal opportunity employer providing competitive wages and benefits. CMI Group is an Equal Opportunity Employer. This is an equal opportunity employer and will not discriminate against any employee or applicant due to age, race, disability, veteran status, religion, sexual orientation, gender or any other protected classification.
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Equal Opportunity Employer: ATC Healthcare Services is an Equal Opportunity Employer. Responsibilities will vary depending on department of assignment (e.g., Emergency Room/Clinic, advisory to non-medical administrator, infection control, nurse/health education development, quality assurance, nurse anesthetist, etc.
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Healthcare systems around the U.S., including municipal health systems, multi-unit senior care companies, governments, school systems, VMS and MSP vendors trust us to deliver more than 100,000 nurses and other healthcare professionals on-demand.
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Complies with ATC Healthcare Services policies and procedures. For more than 40 years, ATC Healthcare has provided leading nurses and healthcare professionals to hospitals and facilities nationwide. ATC Healthcare is looking for Registered Nurses.
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ALPLA is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: ALPLA is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment.
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HHM Hotels is proud to be an equal-opportunity employer. Opportunity: Banquet Supervisor. Food and Beverage Manager Banquet Director - Food and Beverage Director. Support Banquet director in daily operations of banquet & catering through developing a high energy, guest service focused team through leading employees in customer service and managing resources.
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UNMC is an Affirmative Action Equal Employment Opportunity Employer, including an equal opportunity employer of protected veterans and individuals with disabilities. Opportunity to work with leaders in the field of deep brain stimulation for movement disorders.
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OIG, SAM, OFAC and NSO screening. We, ATC Athens , want you - Registered Nurse (RN) for immediate hire to join our warm, safe , and friendly team. Registered Nurse, or RN, is responsible for working with other healthcare professionals to help treat patients with various injuries, illnesses or disabilities.
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Floor & Decor is an equal opportunity employer and is committed to equal opportunity for all associates and applicants. As a warehouse associate at Floor & Decor, you are the backbone of our retail location.
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equal opportunity jobs Title: supervisor Company: Reyes Coca Cola Bottling
FEATURED BLOG POSTS
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.
A Potential TikTok Ban?!
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.
The Effects of Workplace Racism and Sexism
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?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.