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The staff attorney also designs and carries out outreach and community legal education and works closely with the community and low-income community groups to further LANWT’s mission of reducing poverty by providing equitable access to the civil justice system.
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Noncriminal Justice Applicant's Privacy Rights, for those who undergo an FBI fingerprint-based criminal history record check for personnel vetting, which includes Rap Back, Field Offices: Attorneys in the GLS Field Offices provide advice, support, and litigation representation for IRS and Chief Counsel management in administrative fora and in arbitration, with the majority of case work centering on labor, equal employment opportunity (EEO), and personnel law and assisting the Department of Justice in federal courts on such matters, as well as for suits against IRS employees, and may assist with processing claims under the Federal Tort Claims Act.
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Pre-employment background screening (criminal and MVR for driving positions) and drug testing are required for all positions. Coolsys will consider qualified applicants with criminal histories in a manner consistent with federal law, state law, or local ordinance.
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Sr, senior, Service Tech, refridgeration, HVAC, refrigeration, HVAC-R, HVAC/R, diagnostic, commercial, service, install, mechanical, mechanic, apprentice, AC, field service, chiller, specialist, HVACR, supermarket, rack systems.
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Williams-Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance, or other applicable state or local laws and ordinances.
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Bachelor's degree in related field (criminal justice, loss prevention and asset protection) or equivalent work experience or military service. Proficiency and experience with data visualization and reporting tools such as Microsoft Office, Tableau, Service Now, or Smartsheet.
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Background checks include SSN/SIN validation, motor vehicle verification, education verification, employment verification, a criminal check, search against global sanctions and government watch lists, and drug test.
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Ability to pass the Federal Criminal History Record Check and Paradies Lagardere Background Check. Our location in DFW Airport is now hiring for a Overnight Warehouse Replenishment Stocker, Part Time to Full Time based on performance.
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This job requires the following 3 publicly available clearances:PA State Police Criminal Background CheckPA Child Abuse History Clearance FormFBI Criminal Background CheckThis position requires the applicant to operate a motor vehicle as part of the job duties.
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General knowledge of modern law enforcement practices, procedures, and investigative techniques, as well as having knowledge of local, state, and federal laws relative to civil and criminal processes and procedures or the aptitude to learn criminal justice principles.
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Security This position is security-sensitive and subject to Texas Education Code 51.215, which authorizes UTSouthwestern to obtain criminal history record information UT Southwestern Medical Center is committed to an educational and working environment that provides equal opportunity to all members of the University community.
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Must successfully complete annual in-service training requirements and pass an annual background check, both of which must be approved by the Texas Department of Criminal Justice (TDCJ.
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This position is security-sensitive and subject to Texas Education Code §51.215, which authorizes UT Southwestern to obtain criminal history record information. AND Current Basic Life Support (BLS), Pediatric Advanced Life Support (PALS) certified by the American Heart Association or Red Cross based on the UT Southwestern policy for Advanced Practice Providers.
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Working Location: The Prevention Educator positions essential duties must be performed at a school and/or community settings (rec centers, juvenile justice, other agencies, etc.) Working Location: The Prevention Educator position's essential duties must be performed at a school and/or community settings (rec centers, juvenile justice, other agencies, etc.
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Qualifications High School Diploma or GED State/FBI Criminal History Clearance Medical Screen - Varies by District About ESS As leaders in the education staffing space since 2000, ESS specializes in placing qualified staff in daily, long-term, and permanent K-12 school district positions including substitute teachers, paraprofessionals, and other school support staff.
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criminal justice jobs Company: Core Civic in Dallas, NV, Australia
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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.
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.
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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.
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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).