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Recruiter News Wednesday, March 28 Sexual harassment, Sexual harassment policies, Product description & more…

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Recruiter News TLDR / Table of Contents

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Recruiters urged to protect candidates against sexual harassment | Recruiter

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  • Commenting on the findings, Nick Evans, employment lawyer at law firm Fletcher Day, said courts already take a dim view of recruiters or clients trying to use non-disclosure agreements (NDAs), or gagging clauses as they are commonly known, to cover up sexual harassment allegations.
  • If candidates are being asked to enter into NDAs at the outset of an assignment or contract of employment, there may be good reason to protect client confidentiality but if it is to attempt to give carte blanche to an employer to cover the behaviour of their staff or clients…
  • According to Sybille Steiner, partner solicitor at law firm Irwin Mitchell, recruiters should review their sexual harassment policies in light of the Commissions findings.
  • One of the recommendations of the Commission is that employers should ensure that their sexual harassment policy explicitly addresses their obligations under the Equality Act 2010 in respect of workers supplied to them by third parties, ensure it is shared with organisations supplying staff and services, and that workers supplied…
  • However, the Commission notes that not all allegations of sexual harassment will constitute protected disclosures or criminal activity, and that the scope of the relevant section in the Equality Act 2010 that prohibits a contractual clause if it constitutes, promotes or provides for unlawful treatment under the Equality Act 2010…

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Recruiters urged to protect candidates against sexual harassment | Recruiter[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Walkin-Drive-for-HR-Recruiter-Culminant-Outlook-Chennai—Broker-Ads”][vc_column width=”1/2″][vc_separator][vc_column_text]

Walkin Drive for “HR Recruiter” ( Culminant Outlook ) Chennai – Broker Ads

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  • Job Description – – Company Details: – – CULMINANT OUTLOOK is a leading recruitment company based at Chennai engaged in the field since 2010.
  • We range our services provided in comprise the entire gamut of Human Resource from Recruitment, Temp Staffing, Contract Staffing & facility management.
  • Interview Date – 26-Mar to 30-Mar – – Interview Time – 11 AM to 6 PM – – Experience – 0 to 1 year – – Graduation – MBA, B.Tech – – – – Walk-in Interview Venue Details: – – Culminant Outlook Consultancy, – – No: 9/14, 1st floor, -…
  • Salary: 2,50,000 – – Exp : 0 – 1 yr – – Industry:Recruitment / Staffing – – Functional Area:HR , Recruitment , Administration , IR – – Role Category:HR/ Recruitment / IR – – Role:Recruitment Executive – – Employment Type: Permanent Job, Full Time – – – – Company Profile:…
  • We range our services provided in comprise the entire gamut of Human Resource from Recruitment, Temp Staffing, Contract Staffing & facility management.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Walkin Drive for “HR Recruiter” ( Culminant Outlook ) Chennai – Broker Ads[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”5-Common-Recruiter-Questions-About-Background-Checks-in-the-U-S—HireRight”][vc_column width=”1/2″][vc_separator][vc_column_text]

5 Common Recruiter Questions About Background Checks in the U.S. – HireRight

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  • It depends on the depth of information requested by the employer and other factors, including: – – – Checking backgrounds of candidates who have lived, worked or gone to school in multiple locations may require additional time.
  • Best practices may include: – – Standardized policy and uniform processes – Helping candidates understand and prepare for a background check – Mobile technology for the candidate to input and receive information – Screening executives/re-screening employees – Adherence to applicable current regulations (FCRA, EEOC, ban-the-box and pay equity legislation).
  • A candidate may claim that he or she was not hired because an employer, in reviewing online information, discriminated based on the candidates age, race, religion, medical history, or nationality.
  • A background checkvendor is considered a Credit Reporting Agency (CRA) and along with an employer, is subject to the Fair Credit Reporting Act (FCRA), which helps protect a candidates rights by requiring that employers take certain steps when requesting and reviewing a candidates background report.
  • For more information on background check turnaround time, see our video below: – VIDEO – – – Free eBook: Background Checks for Dummies – – – Background Checks For Dummies [eBook] – Your guide to help reduce hiring risk and improve your quality of hire.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]5 Common Recruiter Questions About Background Checks in the U.S. – HireRight[/vc_column_text][/vc_column][/vc_row]

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