zilongwang/ReadingBank huggingface dataset:
Yakima Valley Partners/Habitat for Humanity PLEASE PRINT ALL INFORMATION REQUESTED EXCEPT SIGNATURE APPLICATION FOR EMPLOYMENT APPLICANTS MAY BE TESTED FOR ILLEGAL DRUGS AND A BACKGROUND CHECK WILL BE CONDUCTED FOR FINALISTS PLEASE COMPLETE PAGES 1-5. DATE Name Last First Middle Maiden Present address Number Street City State Zip How long Telephone ( ) If under 18, please list age Position applied for: Habitat Store Manager Days/hours available to work No Pref Thur Mon Fri Tue Sat Wed Sun How many hours can you work weekly? Can you work nights? Employment desired FULL-TIME ONLY PART-TIME ONLY FULL- OR PART-TIME When available for work? TYPE OF SCHOOL NAME OF SCHOOL LOCATION (Complete mailing address) NUMBER OF YEARS COMPLETED MAJOR & DEGREE High School College Bus. or Trade School Professional School
HOME PHONE ( ) ADDRESS / / CITY STATE ZIP PHONE ( ) CELL PHONE ( ) EMAIL How long have you known this person? SECTION 3: EDUCATION NOTE: You will be required to furnish transcripts or other proof to support all of your educational claims. 17. U.S. GED 18. A) NAME FROM TO Yes No CITY STATE B) NAME FROM TO Yes No CITY STATE 19. A) NAME FROM TO CITY STATE B) NAME TO CITY STATE NAME FROM TO CITY STATE 20. A) NAME FROM TO Yes No CITY B) NAME FROM TO Yes No CITY C) NAME FROM TO Yes No CITY STATE OF OF OF OF OF OF ALL
NAME EMPLOYER OR MILITARY UNIT FROM TO ADDRESS / OR BASE) SUPERVISOR CITY ST ZIP ( ) EXT EMAIL DUTIES / ASSIGNMENTS F-T P-T Temp Self-employed Volunteer NAMES CO-WORKERS 1) X 2) REASON FOR LEAVING F) Check applicable: Student Between jobs Leave of absence Travel Other FROM TO G) NAME EMPLOYER OR MILITARY UNIT FROM TO ADDRESS / OR BASE) SUPERVISOR CITY ST ZIP ( ) EXT EMAIL DUTIES / ASSIGNMENTS F-T P-T Temp Self-employed Volunteer NAMES OF CO-WORKERS 1) X 2) REASON FOR LEAVING H) Check applicable: Student Between jobs Leave of absence Travel Other FROM TO I) NAME OF EMPLOYER OR MILITARY UNIT FROM ADDRESS / OR BASE) SUPERVISOR CITY ST ZIP ( ) EXT EMAIL DUTIES / ASSIGNMENTS F-T P-T Temp Self-employed Volunteer NAMES OF CO-WORKERS 1) X 2) REASON FOR LEAVING SECTION 5: EXPERIENCE AND EMPLOYMENT continued 26. JOB EXPERIENCE J) applicable: Student Between jobs Leave of absence Travel Other FROM JOB
Employment Application Applicant Information Full Name: Date: Last First M.I. Address: Street Address Apartment/Unit # City State Country ZIP Code Phone: ( ) Phone: ( ) E-mail Address: Date Available: Social Security No.: Desired Salary: $ Position Applied for: Have you ever worked for this company? YES NO If yes, when? Education High School: Address: Did you graduate? YES NO College: Address: From: To: Did you graduate? YES NO Degree: Other: Address: From: To: Did you graduate? YES NO Degree: Other: Address: From: To: Did you graduate? YES NO Degree: References Please list three professional references. Full Name: Relationship: Company: Phone: ( ) Address: Full Name: Relationship: Company: Phone: ( ) Address: Full Name: Relationship: Company: Phone: ( ) Address:
KNOWLEDGE, SKILLS, AND ABILITIES: Knowledge of the objectives of vocational guidance services. Knowledge of counseling tools and techniques. Ability to meet and deal effectively with community individuals and organizations. Ability to work effectively with a variety of staff. Ability to maintain records and prepare reports related to the work. CERTIFICATES, LICENSES, REGISTRATIONS: None NOTE: Equivalent combinations of education and experience that provide the required knowledge, skills and abilities will be evaluated on an individual basis. NOTE: Civil Service approval of this position does not constitute agreement with or acceptance of the desirable qualifications for this position. 27. I certify that the information presented in this position description provides a complete and accurate depiction of the duties and responsibilities assigned to this position. Supervisor’s Signature Date TO BE FILLED OUT BY APPOINTING AUTHORITY 28. Indicate any exceptions or additions to the statements of the employee(s) or supervisor. 29. I certify that the entries on pages are accurate and complete. Appointing Authority’s Signature Date
“Given a finding of unlawful discrimination, backpay should only be denied for reasons which, if applied generally, would not frustrate the central statutory purposes of eradicating discrimination throughout the economy and making persons whole for injuries suffered through past discrimination” (Moody) Ablemarle Paper Co. v. Moody (pg. 605) When employees or applicants for employment have lost opportunity for wages because of unlawful discrimination, what standards should court apply in deciding whether to award or deny back pay? The only special circumstance when employers may be relieved from back pay is when they have violated title vii in good faith compliance with a state law. (Le Beau - state law denying overtime to women) May not award back pay if goes against overriding national policy Lied to bankruptcy court Cannot accrue under 706(g) more than 2 yrs prior to EEOC charge Ford Motor Co v. EEOC Facts were not hired by ford because they were women Ford later offered jobs unconditionally but without seniority. they later lost case, EEOC said women should get backpay and seniority. Reasoning: Although the unemployed need not accept a demoted or demeaning position, he forfeits backpay if he refuses an equivalent job. An employer charged with unlawful employment practices can toll the accrual of backpay by offering job unconditionally, providing opportunity to toll damages. Held: When a claimant rejects the job originally sought his choice signals a belief that his injury was ended by availability of better jobs elsewhere. Accrual of backpay is tolled when claimant rejects the job he originally sought. Notes: Substantially equivalent employment – Job with essentially same promotional opportunities, compensation, job responsibilities, working conditions, and status. Decision to attend school looking for full-time work is not failure to mitigate. Collateral Source Rule: Defendant Generally may not mitigate damages by workman’s comp, or even contribution benefit fund
Facts P worked as a manager and company president often insulted her because of her gender and often made her target of unwanted sexual innuendos. When confronted said he was “only joking.” D asserted that the harassment had to rise to the level of severe psychological injury. Court Violation of T7 because of HWE No need for harm to victim’s psychological well-being [A HWE]… can and often detract from employees’ job performance, discourage employees from remaining on the job, or keep them from advancing in their careers. “so long as the environment would reasonably be perceived as hostile or abusive, these is no need for it also to be psychologically injurious.” Psychological harm may be taken into account but it is only one factor Employer Liability for Discriminatory Harassment (HWE Context) Vicarious Liability: Harassment by Supervisors Vicarious Liability Test (Burlington) If tangible employment action (TEA) by a supervisor (immediate or higher) then NO DEFENSE POSSIBLE TEA Is… Hiring, firing, failing to promote, demotion, reassignment with significantly different responsibilities, or a decision causing a significant change in benefits Why? Supervisor acting AS the employer TEA becomes the action of the employer b/c injury not have been inflicted absent the agency relation Knowledge is presumed when action is taken. Supervisors would notice and have the ability to do something. Affirmative Defense IF NO tangible employment action taken (Burlington) Subject to proof by a preponderance of the evidence Burden of proof on the employer Two elements That the employer exercised reasonable care to prevent and correct promptly any SH behavior AND Evidence that SH Policy Disseminated, Understandable, Effective Effectiveness key – who the complaints go to? Usually to go to supervisor but often supervisor is harassing or they don’t want to go to them. Must be another person to go to (example: HR) Mechanisms depend on Employment circumstances Including known vulnerabilities Capabilities of the class of employees in question (Understandable) Not automatic that burden reached Generally must allow anonymous complaints and respect anonymity throughout the process Implementation SH training program Must take affirmative steps to investigate and take corrective action That the plaintiff employee unreasonably failed to take advantage of any preventative or corrective opportunities provided by the employer or to avoid harm otherwise. Failure to use employer’s complaint procedure
National origin plus: subset of Hispanic/Latino people who speak Spanish/for whom Spanish is first language. Framed as DT Case: Ps treated less favorably than people of national origin because prohibited from speaking native language of national origin. (Would then have to show pretext) Accent Discrimination: In Re Rodriguez (2007): Discrimination on of foreign accent can be discrimination on basis of national origin. R: Does accent interfere with P/ee’s ability to perform duties of job? Here, question was whether comment on Hispanic speech pattern and accent was direct or circumstantial: Direct Changes proof structure from MDD to requiring eer to demonstrate that would have taken same action without discriminatory motive Age: ADEA Applies to people 40 and over Does not allow for reverse discrimination suits by younger ees Comparator need not be outside protected class, but there must be a meaningful age difference in order to draw inference of discrimination E.g. 65-year-old is replaced by 42-year-old DI or DT theory: DI available: Smith (2005) Under DI theory, eer has affirmative defense that action was due to reasonable factor other than age Here, more generous salary increases to younger police officers were due to need to make positions competitive in market As long as action was due to rxable factor, no requirement that eer utilize alternative eement practice with less impact on older ees. NO mixed motives Gross (2009) P must prove that age the “but for” cause of eement action Can do by direct or circumstantial evidence N.B. More likely to have direct evidence in this category of than in any other Burden never shifts to eer to show that would have taken same eement action regardless of age, even if P has produced evidence that age was a motivating factor in decision Age discrimination predominantly stereotype-based rather than animus/hostility based Making stereotyped judgments about people based on age is not ok, but considering actual diminished performance of older workers is ok With exception of security careers, e.g. police, firefighters, national security, ADEA prohibits mandatory retirement ages Jury trials Remedies: liquidated damages
served with employment 50 total individuals served integrated employment 100.00% completion rate Employment and Day Programs at a Glance Integrated Employment Path to Employment Total Paid Job Setting Non-Work Day Activities Individual Supported Employment (IE) Group Supported Employment (SGE) Emp Path Community (EPC) Emp Path Facility (EPF) Total Supported Integrated Emp Total Employed Facility Community # of Individuals Served by Type 6 9 20 12 15 35 36 25 Average Hours Worked per Week 8 20 6 10 35 25 Average Wage per Hour $12.00 $10.50 NA NA NA NA PROVIDER ABC Number of People Served: 50 Percentage of People in Integrated Employment: 30% Employment Programs at a glance Integrated Employment Individual Supported (IE) Small Group Supported (SGE) Number of Individuals Served: 6 9 Average Hours per Week 8 20 Average Wage per Hour $12.00 $10.50 PROVIDER DEF
Number of People Served: 50 Percentage of People in Integrated Employment: 30% Employment Programs at a glance Integrated Employment Individual Supported (IE) Group Supported (SGE) Number of Individuals Served: 15 0 Average Hours per Week 20 0 Average Wage per Hour $12.00 0
Tables 3.8 - 3.11 show the numbers of the manual workforce classified into main trades, specialist building trades, operatives and building services and grouped as above into the 18 summary groups. The percentages given here are as a proportion of their summary group. Table 3.8 Distribution of the main trades by occupational group Main trades occupation n % Unweighted base Bricklayers 116723 69.8% 1146 Cavity wall tie installers 307 0.2% 15 Façade maintenance/cleaning 43885 26.3% 44 Mason paviors 1814 1.1% 110 Stonemasons 3970 2.4% 34 Retractory engineers 442 0.3% 23 Total bricklayers 167141 100.0% 1372 Carpenters and joiners (benchwork) 21747 10.3% 254 Carpenters and joiners (sitework) 155089 73.8% 1373 Fitted interior contractors 4251 2.0% 57 Formworkers 3506 1.7% 94 Shopfitters 11.6% 24 Wood machinists 1126 0.5% 30 wood trades 210139 100.0% 1832 Demountable partition erectors 1033 2.2% 16 Dry liners (Finishers) 2079 4.4% 66 Dry liners (Fixers) 18351 38.8% 535 Plasterers (Fibrous) 1638 3.5% 67 Plasterers (Solid) 51.2% 223 Total partition operatives 100.0% 907 Commercial painters 9301 20.5% 403 Painters and decorators 36093 79.5% 1039 Total painters and decorators 45394 100.0% 1442
is a further, somewhat subtle argument against the over-provision of industrial and business land. The population and therefore employment projections for the district depend on assumptions about inward migration. To the extent that the over-provision of employment land might generate additional jobs it will also increase inward migration, leading to the need to allocate even more land for housing, almost inevitably on greenfield sites. We acknowledge that in terms of offering a prestige site PN18 has attractions although we have seen no published argument putting this case forward. However, given the overall land supply position, it is difficult to see how any such argument could overcome the very strong environmental and traffic objections to the proposal.
The less employee discretion in carrying out the instructions, the better. Applicable Standards Prong Current industry practice is relevant, but it is not dispositive if industry practice is shown to be inadequate. Baker Tank Co. (1995). Employee’s Negligence Not the focus. The focus is on the employer’s duty to instruct with a great deal of specificity—whether it was sufficiently specific. However, the more specific that the instruction was, and the more that the employee ignored it, the easier it will be to show that the employee acted negligently. Employee Training – Even without an explicit requirement, employers are required to train their employees to perform a job safely. Degree of training required depends on the obviousness of the hazard, the experience of the employee, the likelihood that an accident would occur, and the degree of harm likely to result from an accident. See Pratt (1986). Enforcement & Adjudication Threat of Inspection & Citation – Encourages employers to meet their pre-inspection duty. Four Categories of OSHA Inspections & Their Priority Imminent dangers; Fatality and catastrophe investigations; Investigation of employee complaints; and Regional programmed inspections. Marshall v. Barlow’s, Inc. (U.S. 1978) OSHA § 8(a) – “Empowers agents of the Secretary of to search the work area of any employment facility within the Act’s jurisdiction.” “The purpose of the search is to inspect for safety hazards and violations of OSHA regulations.” “No search warrant or other process is expressly required under the Act.” 4th Amendment & Searches Unreasonable Warrantless Searches – “Warrantless searches are generally unreasonable, and this rule applies to COMMERCIAL PREMISES as well as homes.” Business’ Privacy Interest – “The businessman, like the occupant of a residence, has a constitutional to go about his business free from unreasonable official entries upon his private commercial property.” Legitimate expectation of privacy in records that a business is required to keep by law. McLaughlin (6th Cir. 1988). Little expectation of privacy in information on employee bulletin board. McLaughlin (4th Cir. 1988). Civil & Criminal Investigations – “4th Amendment prohibition against unreasonable searches protects against warrantless intrusions during civil as well as criminal investigations.” Exception for Closely Regulated Businesses/Industries – Applies to businesses and industries with a long history of close government oversight. E.g., liquor and firearms. Court declines to apply this exception to OSHA inspections.
Date: October 26, 2018 To: All Employees From: The Management Team SUBJECT: Employment Opportunities ________________________________________________________________ Position # Program Description Wages Hours per week SIL # 1 24 hour respite Support for a young independent woman while having her in your home for 4- 24 hour days monthly $98.60 per 24 hour period 4-24 days per month House # 1 Residential 1 position 7am - 3pm rotational shift Dependent on experience 4 days on - 4 days off rotation House # 5 Residential 1 position available 8am – 4 pm rotational shift Dependent on experience 4 days on – 4 days off rotation CA Community Access Supporting a young man to increase his independence within the community Dependent on experience 25 hours per week CA Community Access Supporting a young man to increase his independence within the community Dependent on experience 20 hours per week CA Community Access Supporting a young man to increase his independence within the community Dependent on experience 14 hours per week CA Community Access Supporting a young woman to increase her independence within the community, this includes but is not limited to volunteer/ employment skills and placement Dependent on experience 20 hours weekly CA Community Access Supporting a young woman to increase her independence within the community. This position includes support at her volunteer placement Dependent on experience 15 hours per week C/A Community Access Supporting a young woman to increase her independence within the community. This position includes support at a volunteer position and teaching life skills. Dependent on experience 6 hours weekly
By requesting an application in person at 400 E. Mountain View, Ellensburg, WA Screening & Resume Review: All applications are screened to determine whether they meet minimum qualifications and requirements. A resume is required. Applications are part of the testing process; be sure to fill out the application carefully and thoroughly. A resume is not a substitute for the completed applications. Completed applications must be received no later than 1600 hours on October 31, 2017, at KVFR Headquarters Station, 400 E. Mountain View, Ellensburg, WA 98926. Applications must be mailed or delivered in person. Applications by electronic means (email or fax) will not be accepted. REQUIRED APPLICATION PACKET CHECKLIST Cover letter with original signature Completed KVFR employment application with original signature Resume Copy of current CPAT Copy of current driver’s license and driving record for the past three years. Copy of High School Diploma, Equivalent GED or College Transcript. Copies of Firefighter and Paramedic training certifications. Check or money order for $25.00 testing fee, made out to KVFR. The above materials must be included in your application when delivered to KVFR by October 31, 3017 OR your application will not move forward in the hiring process. Testing Process: Written Test: Monday, November 6, 2017 @ 3:00pm KVFR Station 29 400 E Mountain View, Ellensburg, WA 98926 Oral Interviews: November 13th & 14th, 2017 KVFR Station 29 Assessment Center: November 20, 2017 KVFR Station 29 Interviews: TBD Military Preference: Military preference credit will be awarded in accordance with RCW 41.04. Applicants claiming military preference must do by attaching evidence of their military service (Form DD214 or discharge orders). Form DD214 or discharge orders must be submitted for military preference percentage points to be awarded.
Employment Preferences and Goal(s) 6 Points 5 points 4 Points 3 Points 2 Points 1 Point 0 Points Score Comments The Employment Plan identifies specific employment preferences and an employment goal. Goals should relate to the employment preferences and the individual’s skills, gifts, interests, and preferences. The reader should be able to clearly see the objective of the employment plan. Score at this level when all 6 of the components in this section are covered. Score at this level when 5 of the components in this section are covered. Score at this level when 4 of the components in this section are covered. Score at this level when 3 of the components in this section are covered. at this level when 2 of the components in this section are covered. Score at this level when 1 of the components in this section are covered. Score at this level when 0 of the components in this section are covered. 0 1 2 3 4 5 6 Mark all included in the Employment Plan: 1. The preferred number of work hours the individual wishes to work is listed 2. The preferred job type the individual wishes to obtain or maintain is listed 3. The preferred work shift is listed 4. The preferred the individual wishes to earn is listed 5. The employment goal is listed and relates to the employment preferences 6. The employment goal relates to the individual’s skills, gifts, interests, and strengths
Action Steps and Supports 7 Points 6 Points 5 Points 4 Points 3 Points 2 Points 1 Point 0 Points Score Comments The Employment Plan identifies what steps and supports are necessary to meet the employment goal. It should be who is responsible for what and the element being addressed. The action incorporate these Specific, Measurable, Attainable, Realistic, and Time-bound (“SMART goals”). Score at this level when all 7of the in this section are included in the Action Steps. at this level when 6 of the in this section are included in the Action Steps. Score at this level when 5 of the components in this section are included in the Action Steps. Score at this level when 4 of the components in this section are included in the Action Steps. Score at this level when 3 of the components in this section are included in the Action Steps. Score at this level when 2 of the components in this section are included in the Action Steps. Score at this level when 1 of the components in this section is included in the Action Steps. Score at this level when 0 of the components in this section are included. 0 1 2 3 4 5 6 7 Action Steps include: SMART Goals - 1. Specific 2. Measurable 3. Achievable 4. Relevant 5. Time-bound 6. Identifies the element being addressed (intake, discovery, assessment, job prep, job development, job support, and retention) 7. Identifies responsible to ensure the action step or support is provided to the individual
business/enterprise to be successful workforce to help a business/enterprise to be successful. 2.b The qualities needed within a workforce to help a business/enterprise to be successful Learners should identify the qualities needed within a workforce to help a business/enterprise to be successful. 2.c The functions of running a successful business Learners should list the basic functions of running a successful business. 2.d The advantages disadvantages for different types of networking. Learners should list a minimum of three advantages and three disadvantages for different types of networking. 2.e Ethical issues a business needs to consider Learners should identify a minimum of three ethical issues a business needs to consider.
discussion log/reflective journal of practical ability witness evidence discussion This list is not exhaustive and other appropriate assessment methods may be used. 3.b Situations where entrepreneurial qualities are important Learners should identify a minimum of three situations where entrepreneurial qualities are important. 3.c The financial risks of developing new ideas Learners should identify the financial of developing new ideas. 3.d The key differences between: a) Sole Proprietors b) Partnerships c) Companies Learners should identify the key differences between: a) Sole Proprietors b) Partnerships c) Companies 4 The learner will know customer service The learner must know: Assessment Requirements Evidence Location 4.a Why it is important to make a good first impression Learners should identify why it is important to make a good first impression. The following assessment be used in the assessment of standard: tasks/questions and questions and answers discussion log/reflective journal 4.b Examples of: a) good customer service b) bad customer service Learners should list a minimum of three (of each) examples of: a) good customer service
Employment Skills RESUME SCORECARD Contestant Name Team No. Chapter Member No. CONTENT (GENERAL APPEARANCE) Possible Score Score Presented in proper format 15 Pleasing to the eye Captures Interest Layout Easily read 40 Grammar Punctuation Typing Spelling 20 CONTENT (General Appearance) Sub Total: 75 COMPOSITION Personal Data 10 Career Objective 10 Educational background 20 Work experience/skills 20 Special experiences, activities, honors 10 References 5 COMPOSITION Sub Total: 75 Subtotal 150 Deduction for materials received after the postmark deadline: 10% or 15 points maximum Total Points Earned ______________________________ _______________________________ ___________________ Judge’s Name Judge’s Signature Date
Will the worker (or their business) perform office holder duties for the end client as part of this engagement? This engagement will include performing office holder duties for the end client, if: the worker has a position of responsibility for the end client, including board membership or statutory board membership, or being appointed as a treasurer, trustee, company director, company secretary, or other similar statutory roles the role is created by statute, articles of association, trust deed or from documents that establish an (a director or company secretary, for example) the role exists even if someone isn't engaged to fill it (a club treasurer, for example) Please answer Yes or NO Known to engager Advertised / or via procurement (tender etc) Previously worked for University on a self-employed basis Previously worked for University on an employee How was worker company identified (Please tick relevant box) IF other please specify An hourly, daily or weekly rate A fixed price for a specific piece of work An amount based on how much work is completed (i.e. part/all of agreed services) Are expenses to be paid Nature and structure of payment for engagement (Please tick relevant box) If other (please specify)
_______________________________ Title _______________________________ Date _______________________________ Date
Employment and Skills Plan Category: (Type) Developer/ Contractor: Band: Development: Value £: Potential start date/ duration: Employment and Skills Areas Month 1 Month 2 Month 3 Month 4 Month 5 Month 6 Month 7 Month 8 Month 9 Month 10 11 12 Target Client Based Approach Actual To date 1 Work Placements (In Education/ Not in Education) - persons 2 Jobs Created (New entrants: Apprentices, Unemployed and Graduates) 3 Construction Careers Information, Advice and Guidance Events 4 Waged Training Weeks on Site (New Entrants: Apprentices, Traineeships and those undertaking higher qualifications) 5 Qualifying the Workforce – project workforce Total of 5(a) plus 5(b) plus 5(c) plus 5(d)- split as below 5(a) 5(b) Qualifications gained (equivalent to NVQ Level 2 and above) – Main Contractor
Course Study Diploma/ Degree GPA Trade School City and State Number of Yrs Completed Course Study Diploma/ Degree GPA Graduate /Other City and State Number of Yrs Completed Course Study Diploma/ Degree GPA Please list/ describe any specialized training, foreign languages, certifications, licenses or skills. PREVIOUS WORK EXPERIENCE: (Include any paid, unpaid or military service. List your most recent employers first.) 1. Start Date End Date Ending Pay per Hour/per Year Name of Company Phone Number ( ) Address City State Zip _______ Job Duties Supervisor Reason for leaving 2. Start Date End Date Ending Pay per Hour/per Year Name of Company Phone Number ( ) Address City State Zip ____ Job Duties Supervisor Reason for leaving _______________________________ 3. Start Date End Date Ending Pay per Hour/per Year Name of Company Phone Number ( ) Address City Zip ____ Job Duties Supervisor Reason for leaving _______________________________ References: (Please list three people, who are not related to you, who can provide a professional reference.)
Last Name First M.I. Date Street Address Apartment/Unit # City ZIP E-mail Address Position Applied for Are you a citizen of the United States? YES NO If no, are you authorized to work in the U.S.? YES NO Are you 18 or older? YES NO Salary Requirements $ High School Address Did you graduate? YES NO Degree College Address From To Did you graduate? YES NO Degree Other Address From To Did you graduate? YES NO Degree Please list three professional references. Full Name Relationship Company Phone ( ) Address Address # of years acquainted Full Name Relationship Company Phone ( ) Address Email Address # of years acquainted Full Name Relationship Company Phone ( ) Address Address # of years acquainted Company ( ) Address Supervisor Job Starting Salary $ Ending Salary $ Responsibilities From To Reason for Leaving May we contact your previous supervisor for a reference? YES NO Company Phone ( ) Address Supervisor Job Title Starting Salary $ Ending Salary $ Responsibilities From To Reason for Leaving May we contact your previous supervisor for a reference? YES NO Company Phone ( ) Address Supervisor Job Starting Salary $ Ending Salary $ Responsibilities From To Reason for Leaving May we contact your previous supervisor for a reference? YES NO Branch From To Rank at Discharge Type of Discharge If other than honorable, explain
DO YOU HAVE A DRIVER’S LICENSE? Yes No What is your means of transportation to work? Driver’s license number State of issue Operator Commercial (CDL) Chauffeur Expiration date Have you had any accidents during the past three years? How many? Have you had any moving violations during the past three years? How Many? Bilingual Yes No Skills Special Personal Skills (i.e. grant writing, event If Yes, what languages spoken: planning, arts and crafts, etc.: Typing Yes WPM Microsoft Yes Word Excel Powerpoint Access No Processing Offfice: No Other Programs: Personal Yes PC  Internet: Computer No Mac  Print Programs: Please list two references other than relatives or previous employers. Name Name Position Position Company Company Address Address Telephone ( ) Telephone ( ) An application form sometimes makes it difficult for an individual to adequately summarize a complete background. Use the space below to summarize any additional information necessary to describe your full qualifications for the specific position for which you are applying.
Volunteerism HAVE YOU EVER VOLUNTEERED OR COMPLETED COMMUNITY SERVICE? Yes No IF YES, WHERE (list all): Most Recent Dates of Service: FROM:_ TO:_ Mentoring Experience? Yes No Name of employer Address City, State, Zip Code Phone number Name of last supervisor Employment dates Pay or salary From To Start Final Your last job title Reason for leaving (be specific) List the jobs you held, duties performed, skills used or learned, advancements or promotions while you worked at this company. Name of employer Address City, State, Zip Code Phone number Name of last supervisor Employment dates Pay or salary From To Start Final Your Last Job Title Reason for leaving (be specific) List the jobs you held, duties performed, skills used or learned, advancements or promotions while you worked at this company.
Affirmative Action Constitutional standard Public employers Public coercion of private employers action) Statutory standard Public and private employers Judicial enforcement Explicit statutory approval of affirmative action for Native Americans Affirmative Action Standards Constitutional Standards Prohibited Strict scrutiny (Adarand) Intermediate Level – Morton v. Mancari (Important purpose) Rational Basis Permitted Statutory Standards Prohibited Egregious Discrimination – (Sheet Metal Workers) BFOQ (not race) Manifest Imbalance (Weber) Legitimate non-discriminatory reason Permitted Adarand Construction v. Pena All racial classifications by government will be subject to strict scrutiny under the Constitution and will thus survive only if they are narrowly tailored to serve a compelling governmental interest Mancari is the exception to this . . . Nation Americans have a more lenient standard Morton v. Mancari (1974) Indians have preference for employment/promotion with the Bureau of Indian Affairs and non-Indian employees challenge this preference under Equal Employment Opportunity Act of 1972 and Due Process Clause Indian Reorganization Act of 1934 provides preference to Indians Statutory Question Whether Indian preference under the IRA, sub silentio, was repealed by Title VII and EEOA A – found that Congress did not intend to repeal the Indian preference Constitutional Question Whether the Due Process Clause of the 5th Amendment protects the A – Indians are a tribal group and non-Indians in the Bureau of Indian Affairs interferes with their ability to govern themselves Court applies a lower standard than strict scrutiny, Indians got more deference
used: For travel involving less than one night away from your home, did you account for any private purposes when calculating your claim? For example, if you combined a holiday with an inspection of the property, you may need to apportion your claim. Yes No If you answered yes, explain how you apportioned any private component:
You can also provide feedback or make a complaint about the EIC by: Calling DHS’ feedback and complaints line on 1800 132 468 or online at humanservices.gov.au/feedback, and If not satisfied with DHS’ response to your complaint, contacting the Commonwealth Ombudsman at ombudsman.gov.au or on 1300 362 073.
knowledge or intent must exist on part of either employer or those persons who effectively represent employer, i.e., its officers, directors, managing agents or supervisory employees.” Plaintiff must show employer actually knew (or intended) the intolerable conditions (as defined by a reasonable person) but a showing of intent is not actually required. – 154 Issue - The Supreme Court of California granted review in Cotran in order to “clarify the role of the jury in litigation alleging breach of an implied contract not to terminate employment except for good or just cause.” Holding/Reasoning The court held that “[t]he proper inquiry for the jury . . . is [whether] the factual basis on which the employer concluded a dischargeable act had been committed [was] reached honestly, after an appropriate investigation and for reasons that that [sic] are not arbitrary or pretextual.” Questions What is the “good cause” standard when the contract at issue is implied in fact? “The employer must have “fair and honest reasons, regulated by good on the part of the employer, that are not trivial, arbitrary or capricious, unrelated to business needs or goals, or pretextual.” Objectively, Not Arbitrary or Pretextual NOT “Did the employee in fact commit the act leading to dismissal? BUT “Was the factual on which the employer concluded a dischargeable act had been committed reached honestly, after an appropriate investigation and for reasons that are not arbitrary and pretextual?” D. – Pg. 161 Facts – Right before the Plaintiff was supposed to start (she was leaving a more lucrative job) they fired her because someone’s wife didn’t like her. Plaintiff was out of work for 1.5 years. Breach of Contract – General rule that an at-will employee may be terminated before her first scheduled day of work and have no cause of action for a breach of contract. There is no breach of contract claim because there was nothing to overcome the at-will presumption.
Date: November 21, 2018 To: All Employees From: The Management Team SUBJECT: Employment Opportunities ________________________________________________________________ Position # Program Description Wages Hours per week Children’s Services Drayton Valley Aide in Day Care at the Drayton Valley Early Childhood Development Center. The successful candidate will have a Health Care Aid Certificate and Early Childhood Development or previous experience working with children. There is an opportunity to receive certification in Early Childhood Development. This employment opening is to support a 1 year old girl with complex medical needs $19.92/hr to start Monday – Friday 7:45 – 4:45 Children’s Services Rocky Mountain House Community support for a 14 year old boy, This support would be with swimming, movies, or sport activities. This young man would benefit from a male role model but it isn’t necessary. $16.70/hr 3 hrs per week Children’s Services Rocky Mountain House Community support with a 13 year old girl. Support is needed on Tuesdays and Wednesdays after school. Pick up from the transfer bus, spend time at the Boys Girls Club and using the remainder of time in the community or at home learning life skills $16.70/hr 6 hrs per week Children’s Services Mountain House Community support with a 14 year old boy who would also benefit from a male role model but it isn’t necessary. $16.70 3 hrs per week Adult Services Rocky Mountain House Supporting a young man to increase his independence within the community. Dependent on experience 15-25 hrs/week
SCHEDULE 5 – Agency report on Service Provider performance Agency letterhead is to be inserted HERE (The Agency name, address and logo is to be clearly visible) Clause 27 of the Scheme Conditions provides that Agencies must, at the completion of any Agency Referral, submit a Performance Report for each engagement if: the Service Provider has breached the Scheme Conditions; performance of Services by the Service Provider is or has been unsatisfactory; and/or a critical aspect of the performance of the Service Provider is or was unsatisfactory. Agencies should follow all the steps outlined in clause 27 of the Scheme Conditions to ensure that they observe procedural fairness in the course of performance reporting. Information on this requirement is outlined in the Scheme Guide for Agencies. PROJECT DETAILS Service Provider’s business name: Service Provider’s telephone number: Description of Service provided: Date Service commenced: Date Service completed: Total Fee for this service (including GST): $ EVALUATION Aspect of service which did not meet expectations N/A Unsatisfactory Requirements were not met to a satisfactory level Acceptable Requirements were met to an acceptable standard Good Requirements were met to a good standard Description Time Management e.g. unable to meet deadlines, resourcing, planning, reporting Management & suitability of personnel e.g. inappropriately skilled or inexperienced.
Unit: Employment Rights, Contracts and Pay L2 CV3 Ofqual Unit Reference Number: L/504/8801 Unit Review Date: 28/02/2018 LEARNING OUTCOMES ASSESSMENT CRITERIA EVIDENCE LOCATION The learner will: The learner can: Know about employment legislation the function of different policies that an organisation should have in why it is important that the identified policies are implemented Know about statutory and contractual employment rights the difference between contractual and statutory employment rights Know about a contract of employment different ways in which a contract of employment may be formed the purpose of the main sections of a written contract of employment Understand the implications of breach of contract the different ways that an employer may breach a contract of employment different ways that an employee may breach a contract of employment the possible outcomes of a breach of contract Know about of payslips and pay the function of the key items on a given payslip how net pay is calculated what the tax code means Assessment Requirements Learning Outcome 1 1.1 Different policies: a minimum of 4 policies must be identified.
Department: Department Faculty: Faculty Email: Email Telephone: Telephone Details of supplier/worker/company engaged name Worker/ Business / Company Name Telephone number Telephone number Email: Email Address Address Self Assessment / Tax reference No. Self Assessment / Tax reference No. Is the worker or business an office holder at the University of York? An office is a permanent, substantive position that exists independently from the person who fills it. Holding office includes board membership or statutory board membership, or being appointed as a treasurer, trustee, company director, company secretary or other similar statutory roles. Please answer the following questions / tick the relevant box where required: Limited Company Partnership (and %) Sole Trader Paid via 3rd party (e.g. via Agency) Company/worker/business information (Please tick relevant box)
Johns – People First New Zealand – Ngā Tāngata Tuatahi Esther Woodbury – Disabled Person’s Assembly Bennie, Sarah Halliday and Sara Georgeson – New Zealand Disability Support Network  Marion Blake – Platform Trust Tess Casey – Inclusive New Zealand
Appendix 1 People and agencies who participated in developing the Employment Support Practice Guidelines Governance Group: Anne Hawker and Alison Riseborough – Ministry of Social Development Christine Wilson – Standards and Monitoring Services Cindy Johns – People First New Zealand – Ngā Tāngata Tuatahi Esther Woodbury – Disabled Person’s Assembly Garth Bennie, Sarah Halliday and Sara Georgeson – New Zealand Disability Support Network Marion Blake – Platform Trust Tess Casey – Inclusive New Zealand Working Group: Ali Shapland and Kervin Farr – Inclusive New Zealand Cath Williams - Accident Compensation Corporation Maihi Rapata – Ministry of Social Development Fiona Williams and James Carr – People First New Zealand/Ngā Tāngata Tuatahi Leo MacIntyre and Therese Hamlin – Platform Trust Louise Deane and Margaret Reilly – New Zealand Disability Support Network Nick Ruane and Jak Wild – Disabled Person’s Assembly Project Lead: Gordon Boxall – Weaving Threads
ADVANTAGE PROFESSIONAL SERVICES INC. EXECUTIVE SEARCH & Business SOLUTIONS Specializing In The Energy Industry recruitment  ABORIGINAL RELATIONS GOVERNANCE  RISK & Regulatory Employment Termination Overview: Advantage Professional is please to present this sample Employment Termination Checklist for your review. In each instance, this sample will help the employee exit process go smoothly. It will also ensure that documentation and notification is completed, company property is returned, wages and benefits are addressed. Start with our template or use it to create your own. The topics are in the order they should be completed. Should you require a more detailed explanation on the following points, please contact us and our professional HR consultants will be happy to assist you in expanding on these topics. We will also assist you in preparing to terminate and individual especially if they are key personnel-planning ahead is absolutely necessary. Termination Checklist Sample Name of Employee terminating: ___________________________ Last day of work: _______________________________________ Reason for termination: ________________________________ Authorizing signature: _________________________________ Documentation & Notification: Compile all proper documentation including warnings, written notices for poor performance, performance evaluations, probationary period, documented support for termination Prepare letter of termination including last date of pay, benefit coverage end date If employee is resigning, ask employee to a resignation letter that states he/she is leaving and the departure date. Notify Accounting and IT immediately to terminate employee access to computers, banks etc. Ensure IT deletes them from internal mailings going forward Prepare final pay and Record of Employment (ROE). Most provinces allow you three working days to complete. Check with your employment standards in your province/territory. Confirm address so that T4 can be sent at yearend Advise group insurance provider to cancel benefits Communicate departure to other staff as appropriate Designate person to collect company property on departure Ensure the employee has transportation home. Termination is very emotional and it is ill advised to let them themselves home.
Vehicles & H Transport & Storage 853 3.4% 9 0.8% I Accommodation & Food 2,765 6.4% 197 7.5% J Information & Communication 2,354 14.0% 170 28.6% K Financial and Insurance -245 -1.4% 34 5.7% L Real Estate 257 4.0% -4 -1.4% M Professional, Scientific & Tech 3,020 11.9% 204 10.6% N Administrative & Support Service Activities 4,192 8.9% -472 -12.3% O Public & Defence; Social Security -984 -1.8% -344 -6.9% P Education 1,920 2.8% 543 16.6% Q Human Health & Social Work Activities 535 0.4% 1,168 10.3% R Arts, Entertainment & Recreation 24 0.2% -77 -5.8% S Other Service Activities 528 3.6% 113 11.6% A-S All Industries 25,604 3.7% 2,609 5.1% G-S All Services 18,342 3.2% 2,051 4.7%
Strategy #2: Incentives for employers and those who contribute to job development, retention, and promotion Create and promote POLICIES that lead to the successful employment of people who have disabilities Strategy #1: Identify and communicate Employment First policy benefits Strategy #2: Identify and address policy barriers; build on policies that have worked Strategy #3: Research, propose, and implement new policies that support the successful employment of people who have disabilities Strategy #4: Incorporate Employment into state plans and protocols Strategy #5: Establish a service delivery model that facilitates transition to competitive employment Foster the development of employment-focused SUPPORTS Strategy #1: Provide education and ongoing professional development Key Directions & Strategies by Actions Key Direction 1) Collaboration Strategy: State level collaboration — Major Actions Create a statewide alliance with shared goals and measures of success Explore creation of an infrastructure to support Arizona Employment First Continue the Arizona community of practice on transition Collaborate with those working on Employment First nationally and in other states Provide regular updates on what is going on nationally and in Arizona Strategy: Local level collaboration — Major Actions Create local alliances with shared goals and measures of success Key Direction 2) Awareness and Advocate Strategy: Education for people who have disabilities — Major Actions Develop and provide audience-specific advocacy education using a peer approach Identify champions Reach out to under-represented groups and areas Strategy: Education for families — Major Actions Develop and provide audience-specific advocacy education using a peer approach Identify champions Reach out to under-represented groups and areas 2.3 Strategy: Education for employers — Major Actions Develop and provide audience-specific advocacy education using a peer approach Identify champions Reach out to under-represented groups and areas 2.4 Strategy: Education for those who provide support — Major Actions
employer name, address and phone number date of request Positions available per day HOurs per week HOURly Or weekly rate of pay Applicant Name, Address and Phone number Application Date Applicant Hired (Y/N) Start Date fees refund Log notes Fee Paid by: (E)-employer OR (A)-Applicant FEE PAID Date paid Reason for Applicant Fee date Of Demand date refund Provided amount of refund reason for refund ABC Employer 1/1/14 nanny 9 hrs/ day 40 hrs/ week $17/hr Susie Jones 1/2/14 N n/a A $120 1/2/14 Deposit for Job Placement Assistance 1/8/14 1/8/14 $120 Not Placed N/A 123 Job Street Queens, NY 123 Home Street Queens, NY (718) 555-5555 (718) 111-1111
101 North Second Street Raton, New Mexico 87740 575.445.7090 Fax: 575.445.7663 Visit: www.hprec.com Application Please complete this form in its entirety in order to be seriously considered. Typewritten preferred or create your own using this format. POSITION OF INTEREST: ____________________________________________________________ APPLICANT INFORMATION: Last Name First Name Middle Initial Home Address City/State/Zip Code Home Telephone Email Address Cellular Telephone Current Position Current Employer Current Salary PROFESSIONAL EXPERIENCE (Please list in reverse chronological order): Position District/State Dates of Employment (Month/Year to Month/Year) Reason for Leaving EDUCATION (Please list in reverse chronological College/University Major Degree & Year