Background check - Knowledge

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searches available to employers, some more accurate and up to date than others. These "third party" background checking agencies cannot guarantee the accuracy of their information, thus many of them have incomplete records or inaccurate records. The only way to conduct an accurate background check is to go directly through the state. Most times using the state of choice is much cheaper than using a "third party" agency. Many websites offer the "instant" background check, which will search a compilation of databases containing public information for a fee. These "instant" searches originate from a variety of sources, from statewide court and corrections records to law enforcement records which usually stem from county or metro law enforcement offices. There are also other database-type criminal searches, such as statewide repositories and the national crime file. A commonly used criminal search by employers who outsource is the county criminal search.

66: 640:(FCRA) regulates the use of consumer reports (which it defines as information collected and reported by third party agencies) as it pertains to adverse decisions, notification to the applicant, and destruction and safekeeping of records. If a consumer report is used as a factor in an adverse hiring decision, the applicant must be presented with a "pre-adverse action disclosure," a copy of the FCRA summary of rights, and a "notification of adverse action letter." Individuals are entitled to know the source of any information used against them, including a 766:

background checks can expose companies to lawsuits. Past employment and personal reference verifications are moving toward standardization with most companies in order to avoid expensive litigation. These usually range from simple verbal confirmations of past employment and timeframe to deeper, such as discussions about performance, activities and accomplishments, and relations with others. The past experiences and the companies which have provided these experiences are also verified and researched upon to detect frauds.

4098: 354:. One study showed that half of all reference checks done on prospective employees differed between what the job applicant provided and what the source reported. They are also conducted as a way to differentiate potential employees further and pick the one the employer feels is best suited for the position. Employers are obligated to ensure their work environment is safe for all employees and helps prevent other employment problems in the workplace. 128: 25: 719:

over a quarter (26%) doing so, compared to an overall average of 16% who outsource vetting to a third party provider. The construction and property industry showed the lowest level of outsourcing, with 89% of such firms in the sample carrying out checks in-house, making the overall average 16%. This can increase over the years. Companies that choose to outsource must be sure to use companies that are

1627:"Ethical debate: Informed consent in medical research Informed consent---a response to recent correspondence Changing the BMJ's position on informed consent would be counterproductive Informed consent---a publisher's duty Trial subjects must be fully involved in design and approval of trials Studies that do not have informed consent from participants should not be published" 210:. The frequency, purpose, and legitimacy of background checks vary among countries, industries, and individuals. An employment background check typically takes place when someone applies for a job, but it can also happen at any time the employer deems necessary. A variety of methods are used to complete these checks, including comprehensive database search and 574:

fewer than 100 staff experienced problems with vetted employees. The research shows how many failures occurred in the relationship between employer and employee over the years and what dangers it brings. Applicants usually lie about additional skills (85%), dates of employment (58%), responsibilities (53%) or positions (28%).

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The employer has to treat the personal information from the applicant as confidential. The applicant has to receive a copy of the background to check or update the information that appears on the background check. The employer can not retain the information more than it is necessary. The employer has

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for employment are highly controversial practices. According to the Privacy Rights Clearinghouse, a project of the Utility Consumers' Action Network (UCAN): "While some people are not concerned about background investigations, others are uncomfortable with the idea of investigators poking around in

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The first Polish research on the issue of pre-employment screening shows that 81% of recruiters have come across the phenomenon of lies in the CVs of candidates for the job. It is the responsibility of the employer to collect necessary information and to protect it so that only certain people in the

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Employers may investigate past employment to verify position and salary information. More intensive checks can involve interviews with anybody that knew or previously knew the applicant—such as teachers, friends, coworkers, neighbors, and family members; however, extensive hearsay investigations in

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Larger companies are more likely to outsource than their smaller counterparts – the average staff size of the companies who outsource is 3,313 compared to 2,162 for those who carry out in-house checks. Financial service firms had the highest proportion of respondents who outsource the service, with

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Records/information obtained from consumer reporting agencies, including but not limited to education and employment records, credit and financial records, and social media: Fair Credit Reporting Act, 15 U.S.C. § 1681, et seq.; Consumer Credit Reporting Agencies Act, Cal. Civ. Code § 1785.13(a)(6);

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has claimed the number of applicants lying on their applications has been increasing since the summer of 2007 when the financial crisis began. In 2009, Powerchex claimed that nearly one in 5 applicants has a major lie or discrepancy on his or her application. Almost half (48%) of organizations with

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accounts to see how the applicant behaves outside of work. U.S. employers are legally prohibited from taking into account anything they discover about a person's marital status, sexual orientation, religion, or political views when making the final decision to hire or not hire the applicant. Some

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In the United States, the employer could use criminal records as verification as long as the employer does not discriminate based on race, color, religion, sex or national origin, as analyzed under the disparate treatment and disparate impact frameworks. There are several types of criminal record

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As a general rule, employers may not take adverse action against an applicant or employee (not hiring or terminating them), solely on the basis of results obtained through a database search. Database searches, as opposed to source records searches (search of actual county courthouse records), are

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liabilities. Employers use disclosed information from past employers when a background check does not provide enough information on the employee. Employers have to verify that the information disclosed to them is true because if it is false, the employer will be violating the civil rights of the

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organization can access it. The applicant must receive a copy of the background check so that the applicant has the opportunity to make sure that the information in the background check is correct. The employer is not permitted to keep the personal information for a longer period than necessary.

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is considered satisfactory. Individuals must also give consent in order for the employer to obtain a credit report. Pre-employment credit reports do not include a credit score. A pre-employment credit report will show up on an individual's credit report as a "soft inquiry" and do not affect the

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Arrest and conviction records: Title VII of the Civil Rights Act of 1964; Cal. Lab. Code § 432.7; Cal. Lab. Code § 432.8; Cal. Pen. Code § 290.46(k)(2); 775 ILCS 5/2-103; Job Opportunities for Qualified Applicants Act, 820 ILCS 75/15; N.Y. Correct. Law § 752; N.Y. Exec. Law § 296 (15), (16); 18

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It is the responsibility of the employer to treat all personal information collected from the employee as confidential information and to limit the access to this information within the organization. The employer cannot retain the personal information from the applicant and must have protective

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There are a variety of types of investigative searches that can be used by potential employers. Many commercial sites will offer specific searches to employers for a fee. Services like these will actually perform the checks, supply the company with adverse action letters, and ensure compliance

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They can also be requested when purchasing a firearm (from a legal authorization). A government agency traditionally administers these checks for a nominal fee, but private companies can also administer them. Results of a background check typically include past employment verification, credit

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Except as authorized under subsection (b) of this section, no consumer reporting agency may make any consumer report containing . . . Civil suits, civil judgments, and records of arrest that from date of entry, antedate the report by more than seven years or until the governing statute of

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their personal histories. In-depth checks could unearth information that is irrelevant, outdated, taken out of context, or just plain wrong. A further concern is that the report might include information that is illegal to use for hiring purposes or which comes from questionable sources."

308:, such as in a school, courthouse, hospital, financial institution, airport, and government. Background checks in the corporate realm have become a commonplace practice for many companies, aimed at mitigating legal liabilities and preventing adverse actions within their workforce. 782:

status, or concealment of a "past life". Background screening firms usually perform a Social Security trace to determine where the applicant or employee has lived. The hiring of undocumented workers has become an increasing issue for American businesses since the formation of the

791:(ICE) division, as immigration raids have forced employers to consider including legal working status as part of their background screening process. All employers are required to keep government Form I-9 documents on all employees and some states mandate the use of the federal 894:, the system of criminal checks has been criticized in a recent case where a shooting suspect was able to pass an FBI check to purchase a shotgun although he had failed the check for a state handgun permit. According to the spokesman of the local police department, 374:

In the United States under the Gun Control Act of 1968, citizens and US residents must be 18 years or older to purchase shotguns, rifles, or ammunition. All other firearms — such as handguns — can only be sold to individuals 21 or older. Restricted

898:"... you could have a clear criminal history but still have contacts with law enforcement that would not rise to the level of an arrest or conviction to deny a permit whether or not those involved arrests that might show up on a criminal history." 1900: 727:

notoriously inaccurate, contain incomplete or outdated information, and should only be used as an added safety net when conducting a background check. Failure by employers to follow FCRA guidelines can result in hefty penalties.

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measures in case of data breach. The employer must give the applicant the ability to access the personal information being held about them. Dutch Data Protection Authority must be notified of the background check.

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Subsection (b) provides for an exception if the report is in connection with "the employment of any individual at an annual salary which equals, or which may reasonably be expected to equal $ 75,000, or more".

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Credit checks are conducted for applicants who are applying to positions that deal with financial records or deal with a lot of money. For example, in the state of Illinois, employers could use an applicant's

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Pre-employment screening refers to the process of investigating the backgrounds of potential employees and is commonly used to verify the accuracy of an applicant's claims as well as to discover any possible

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is a process used by an organisation or person to verify that an individual is who they claim to be, and check their past record to confirm education, employment history, and other activities, and for a

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throughout the process. It is important to be selective about which pre-employment screening agency one uses. A legitimate company will maintain a background check policy and will explain the process.

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to give any one who comes in contact with the information of the applicant a code of conduct. The company has to go through an audit to make sure they are complying and protecting the data.

319:, and fitness, and to identify potential hiring risks for safety and security reasons. Background checks are also used to thoroughly investigate potential government employees to be given a 902:

The Brady Campaign to Prevent Gun Violence has criticized the federal policy, which denies constitutional rights based on a criminal check only if the subject has been accused of a crime.

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Health checks/medical screening: Americans with Disabilities Act, 42 U.S.C. § 12101, et seq.; Genetic Information Nondiscrimination Act, 42 U.S.C. § 2000ff, et seq.; Cal. Lab. Code § 132a

403:, and airports (including airline transportation). Laws exist to prevent those who do not pass a criminal check from working in careers involving the elderly, disabled, or children. 1463: 1091:

Bushway, Shawn D.; Nieubeerta, Paul; Blokland, Arjan (February 2011). "The Predictive Value of Criminal Background Checks: Do Age and Criminal History Affect Time to Redemption?*".

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Employers often request background checks on job candidates for employment screening, especially for candidates seeking a position that requires high security or a

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Polygraph tests: Employee Polygraph Protection Act, 29 U.S.C. §§ 2002, 2006; Cal. Lab. Code § 432.2; 225 ILCS 430/14.1; N.Y. Lab. Law §§ 733–739; 18 Pa.C.S. § 7321

799:. With increased concern for right-to-work issues, many outsourcing companies are sprouting in the marketplace to help automate and store Form I-9 documentation. 3241: 847:

In the case of an arrest that did not lead to a conviction, employment checks can continue including the arrest record for up to seven years, per § 605 of the

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Brown, Richard F.; Owens, Myra; Bradley, Cathy (December 2011). "Employee to employer communication skills: balancing cancer treatment and employment".

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Many employers choose to search the most common records such as criminal records, driving records, and education verification. Other searches such as

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Singh, Romila (2014). "To stay or to leave: Factors that differentiate women currently working in engineering from those who left the profession".

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Furnishing the applicant with a copy of the report before it is given to the employer, so that any inaccuracies can be addressed beforehand; and

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history, and criminal history. The objective of background checks is to ensure the safety and security of the employees in the organization.

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The employer must obtain consent from the applicant granting approval of the background check. The employer must be in accordance with the

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also require criminal checks. Checks are also required for those working in positions with special security concerns, such as trucking,

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Henderson, Stephen E. (2012). "American Bar Association Criminal Justice Standards on Law Enforcement Access to Third Party Records".

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Credit/financial checks: Consumer Credit Reporting Agencies Act, Cal. Civ. Code § 1785.13; Cal. Lab. Code § 1024.5; 820 ILCS 70/10

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The Brazilian legal system prohibits discrimination against people. Many people consider background checks to be discriminatory.

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Employers could use social media as tool to conduct a background check on an applicant. An employer could check the applicant's

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is a law that allows former employers to disclose information about an employee to a future employer, protecting employers from

569:, the level of fraud has almost doubled and some experts have predicted that it will escalate further. Background-checking firm 3879: 3325: 2648: 2643: 2638: 2633: 2628: 2618: 1862:

Depository and Lending Institutions: Banks and Savings Institutions, Credit Unions, Finance Companies, and Mortgage Companies

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Patten, Thomas H. (December 1993). "The corporate learning center: Two companies' experiences in employment development".

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Bartik, Alexander; Nelson, Scott (2016). "Credit Reports as RRsumms: The Incidence of Pre-Employment Credit Screening".

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Each check is briefly explained along with its purpose and how it helps employers make informed hiring decisions.

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Adequacy of procedures for ensuring that individuals have passed appropriate exams or have appropriate exemptions

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companies provide Media Mentions Reports collected from open sources including Social Media public accounts.

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Bauman, Kevin (August 2017). "A Twenty-First-Century Social Contract between Employers and Job Candidates".

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There are 17 common types of background checks employers use to verify a new hire. The checks can include:

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Guojian, Yao (2009), "Identity Discrimination In Employment - Household Registration And Regional Origin",

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Investigative Consumer Reporting Agencies Act, Cal. Civ. Code § 1786.18(a)(7); Cal. Civ. Code § 1786.53

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Kathy Barks Hoffman, Associated Press, 10:33 am EDT Apr 13, "Mich. shooting suspect was denied permit"

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Adequacy of procedures for taking into account knowledge and skills of potential recruits for the role

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Adequacy of procedures for obtaining sufficient information about previous activities and training

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These checks are often used by employers as a means of judging a job candidate's past mistakes,

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Beybutov, E. (March 2009). "Managing of information security with outsource service provider".

796: 141: 91: 1236:"Enhanced security checks at airports: minimizing time to detection or probability of escape?" 723:(FCRA) compliant. Companies that fail to use an FCRA compliant company may face legal issues. 3864: 3859: 3797: 3742: 3691: 3313: 2844: 2817: 2489: 2417: 2082: 1944: 1598: 1507: 917: 708: 558: 396: 44: 4177: 3932: 3708: 3661: 3481: 3476: 3251: 3246: 3221: 3161: 3005: 2985: 2937: 2807: 2722: 2560: 2118: 641: 336: 316: 1864:, American Institute of Certified Public Accountants, Inc., 2017-09-22, pp. 659–695, 152: 8: 3837: 3832: 3770: 3718: 3436: 3404: 3394: 3276: 3266: 2797: 2792: 2613: 2593: 2514: 2434: 2412: 2392: 2240: 927: 633:. The employers have to guarantee that they will not discriminate against the applicant. 491: 1840:

Timekeeping instruments. Conditions for carrying out checks on radioluminescent deposits

3937: 3901: 3765: 3654: 3634: 3507: 3471: 3358: 3340: 3271: 2907: 2767: 2747: 2702: 2603: 2588: 2184: 2074: 2069:"Income tax plus employees' and employers' social security contributions". 2010-05-11. 1883: 1821: 1757: 1659: 1626: 1567: 1263: 973: 942: 837: 388: 320: 1235: 1135: 4182: 4048: 4028: 3760: 3725: 3557: 3451: 3431: 3350: 3203: 3138: 2812: 2762: 2737: 2697: 2692: 2623: 2469: 2188: 2176: 2144: 2051: 2015: 1984: 1887: 1873: 1811: 1761: 1749: 1664: 1646: 1559: 1551: 1394: 1331: 1294: 1255: 1139: 1108: 1104: 1072: 1006: 1002: 644:. Individuals must also consent in order for the employer to obtain a credit report. 586:

states in their Training & Competence guidance that regulated firms should have:

547: 369: 323:. However, these checks can sometimes be used for illegal purposes, such as unlawful 305: 1825: 1571: 1267: 1162: 4018: 3807: 3775: 3735: 3730: 3527: 3517: 3335: 3166: 3123: 3096: 3091: 2945: 2912: 2902: 2752: 2680: 2484: 2422: 2402: 2168: 2136: 2114: 2070: 2043: 2007: 1976: 1930: 1865: 1843: 1803: 1780: 1741: 1654: 1638: 1586: 1543: 1495: 1386: 1323: 1286: 1247: 1176: 1131: 1100: 1064: 711:, credential verification, skills assessment, reference checks, credit reports and 413: 351: 4078: 4013: 3822: 3792: 3780: 3644: 3542: 3409: 2742: 2509: 2312: 2287: 2277: 1418: 1327: 207: 1807: 1290: 4063: 3812: 3713: 3666: 3368: 3181: 3176: 3171: 3027: 2955: 2712: 2670: 2354: 2322: 2011: 1869: 1710: 968: 829: 809: 775: 332: 324: 2140: 1642: 599:

Adequacy of procedures for assessing competence of individuals for sales roles

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Taking Employment Discrimination Seriously: Chinese and European Perspectives

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Some proposals for decreasing potential harm to innocent applicants include:

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Doyal, L.; Tobias, J S; Warnock, M.; Power, L.; Goodare, H. (1998-03-28).

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Political affiliation: D.C. Code § 2–1402.11; Wis. Stat. Ann. § 111.321

384: 1745: 1432:"Under-21s told 29% more lies on job applications this year than last" 1390: 4083: 4003: 3817: 3502: 2856: 2757: 2717: 2687: 2608: 2444: 2407: 1847: 1547: 1177:"The Attorney General's Report on Criminal History Background Checks" 825: 570: 392: 1800:

2009 International Siberian Conference on Control and Communications

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Checks are frequently conducted to confirm information found on an

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Regulation of Work and Social Policy Minister dated 28 May 1996

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In May 2002, allegedly improper post-hire checks conducted by

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Allowing only conviction (not arrest) records to be reported.

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In the 2000s, background checks became far more common after

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Process of identification of a person, for security concerns

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Article 8 of the European Convention on Human Rights (and

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Fraud doubles yet expert says the worst is still to come

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limitations has expired, whichever is the longer period.

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List of countries by rate of fatal workplace accidents

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Social media: Cal. Lab. Code § 980; 820 ILCS 55/10(a)

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Article 8 of the European Convention on Human Rights

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Article 8 of the European Convention on Human Rights

1736:"NHS Employers advise on criminal records checks". 2002:"Employer Brand Positioning and Differentiation", 1059:"Is Reform Possible? Checks, Smoke, and Mirrors", 1533: 844:between Northwest and 10,000 of their mechanics. 509:Act of 29 August 1997 on Personal Data Protection 4154: 2133:Credit Derivatives and Structured Credit Trading 1429: 960:, a U.S. political term regarding firearm sales 503:Act of 24 May 2000 on National Criminal Records 467:The Judicial Data and Criminal Records Act 2004 698: 506:Act of 4 March 1994 on the Company Social Fund 2248: 1775:"larger-companies-more-likely-to-oust-ceos". 760: 267:Professional license and certifications check 2162: 1585:"Figure 2.1. Capital adequacy ratio". 2012. 996: 881:, criminal checks have been affected by the 542:Immigration, Asylum and Nationality Act 2006 715:searches are becoming increasingly common. 525:Restrictions and Laws on Background Checks 486:Restrictions and Laws on Background checks 457:Restrictions and Laws on Background checks 406: 270:Social security number trace/identity check 53:Learn how and when to remove these messages 2255: 2241: 1903:. Workplaceclassaction.com. Archived from 795:program to research the working status of 151:. Please do not remove this message until 3984:Comprehensive Employment and Training Act 1970: 1934: 1658: 1069:10.1093/acprof:oso/9780190206444.003.0006 647:Restriction and laws on Background Check 431:Regulation and Laws on Background Checks 189:Learn how and when to remove this message 171:Learn how and when to remove this message 110:Learn how and when to remove this message 3828:Job losses caused by the Great Recession 2505:Simultaneous recruiting of new graduates 1797: 1464:"Annual pre-employment Screening Survey" 1206: 147:Relevant discussion may be found on the 73:This article includes a list of general 4009:Credentialism and educational inflation 2113:, Oxford University Press, 2007-12-01, 1125: 1061:National Security and Double Government 884:Criminal Records (Clean Slate) Act 2004 441:Brazilian Constitution, Article 7, XXXI 299: 4155: 3880:List of countries by unemployment rate 2033: 1924: 1376: 774:A fraudulent SSN may be indicative of 500:Act of 26 June 1974 on The Labour Code 2236: 1357:"A Global Guide to Background Checks" 1280: 435:Brazilian Constitution, Article 3, IV 357: 2773:Practice-based professional learning 2119:10.1093/ww/9780199540884.013.u224453 1687:Consumer Financial Protection Bureau 1233: 1209:"The Brady Gun Background Check Act" 992: 990: 953:Solid (web decentralization project) 535:Rehabilitation of Offenders Act 1974 438:Brazilian Constitution, Article 5, X 121: 59: 18: 3326:Workers' right to access the toilet 1430:Jessica Shepherd (August 6, 2009). 1215:from the original on 28 August 2013 997:Lain Kennedy, Joice (2008-01-03) . 789:Immigration and Customs Enforcement 730: 13: 2075:10.1787/tax_wages-2009-grapho_1-en 1860:"FDI Act Reporting Requirements", 1717:from the original on July 17, 2013 1444:from the original on March 6, 2016 686:Title XLV, section 768.095 of the 79:it lacks sufficient corresponding 14: 4194: 1469:. Powerchex.co.uk. Archived from 1136:10.1163/ej.9789004177178.i-306.30 1063:, Oxford University Press, 2014, 987: 770:Identity and address verification 516: 470:The Medical Examinations Act 1998 391:or large quantities of precursor 364:Gun violence in the United States 34:This article has multiple issues. 4097: 4096: 3390:Corporate collapses and scandals 1207:Davidson, Charlie (2009-06-24). 1159:"ASUW Students Attorney Program" 1105:10.1111/j.1745-9125.2010.00217.x 820: 664:Record disposal: 16 CFR Part 682 624: 126: 64: 23: 2220: 2209:from the original on 2012-06-15 2195: 2156: 2124: 2102: 2062: 2027: 1995: 1964: 1925:Hilton, Clarence (2001-04-10). 1918: 1893: 1853: 1832: 1791: 1768: 1729: 1699: 1675: 1618: 1578: 1527: 1487: 1456: 1423: 1405: 1370: 1307: 1274: 1189:from the original on 2009-05-30 802: 785:Department of Homeland Security 739: 667:Record keeping: 29 CFR Part 160 531:Protection of Freedoms Act 2012 42:or discuss these issues on the 3890:Employment-to-population ratio 3262:Occupational health psychology 2262: 1740:: newshound06092. 2008-09-03. 1227: 1200: 1169: 1151: 1119: 1084: 1019: 1001:(3rd ed.). Indianapolis: 448: 288:International background check 1: 3978:Works Progress Administration 3870:Unemployment Convention, 1919 3282:Personal protective equipment 2830:Occupational Outlook Handbook 980: 948:Social media background check 614:Maintaining market confidence 577: 567:financial crisis of 2007–2010 222: 4059:Psychopathy in the workplace 3232:Human factors and ergonomics 1328:10.1016/j.denabs.2008.04.022 1234:Meng, Xiao-Li (2012-09-24). 605:Financial Services Authority 584:Financial Services Authority 464:The Equal Treatment Act 1994 461:The Data Protection Act 2001 246:Past employment verification 7: 4044:Narcissism in the workplace 3257:Occupational exposure limit 2203:"Fair Credit Reporting Act" 1808:10.1109/sibcon.2009.5044831 1707:"The 2012 Florida Statutes" 1291:10.4337/9781781954072.00011 1130:, Brill, pp. 133–156, 905: 817:individual's credit score. 699:Obtaining background checks 540:Ability to work in the UK: 418:workers compensation claims 282:Financial regulations check 261:Social media behavior check 234: 153:conditions to do so are met 10: 4201: 3973:Civil Works Administration 3855:Technological unemployment 3331:Workplace health promotion 2783:Professional certification 2480:Personality–job fit theory 2036:Employment Relations Today 2012:10.1002/9781119208051.ch10 1870:10.1002/9781119473404.app1 1379:Employment Relations Today 1322:(5): 246. September 2008. 999:Job Interviews for Dummies 958:Universal background check 761:Character reference checks 681: 617:Promoting public awareness 367: 361: 217: 4092: 3991: 3953:Guaranteed minimum income 3910: 3751: 3625: 3538:Organizational commitment 3490: 3382: 3349: 3212: 3137: 3014: 2936: 2870: 2657: 2579: 2523: 2373: 2270: 2165:SSRN Working Paper Series 2141:10.1002/9781118390412.ch7 2004:Employer Brand Management 1973:SSRN Working Paper Series 1842:, BSI British Standards, 1643:10.1136/bmj.316.7136.1000 1364:The Mayer Brown Practices 1031:The Justice Collaborative 923:Employment discrimination 849:Fair Credit Reporting Act 721:Fair Credit Reporting Act 638:Fair Credit Reporting Act 631:Fair Credit Reporting Act 607:'s statutory objectives: 529:Criminal records checks: 477: 423: 420:, or employer sanctions. 397:concealed weapons permits 329:employment discrimination 4122:Aspects of organizations 3803:Involuntary unemployment 3364:Equal pay for equal work 3287:Repetitive strain injury 2788:Professional development 2778:Professional association 2460:Letter of recommendation 1802:. IEEE. pp. 62–66. 1777:SAGE Business Researcher 938:Psychological evaluation 933:Negligence in employment 642:credit reporting company 620:Reducing financial crime 553:Data Protection Act 1998 407:Pre-employment screening 4107:Aspects of corporations 4069:Slow movement (culture) 3948:Employer of last resort 3850:Structural unemployment 3788:Frictional unemployment 3227:Epilepsy and employment 3114:Performance-related pay 3048:National average salary 2961:996 working hour system 1785:10.1177/237455680429.n2 797:Social Security numbers 565:Since the onset of the 258:Credit background check 94:more precise citations. 4117:Aspects of occupations 3923:Unemployment insurance 3875:Unemployment extension 3845:Reserve army of labour 3650:Constructive dismissal 3457:Sleeping while on duty 3422:Exploitation of labour 3304:Sick building syndrome 2475:Person–environment fit 2345:Independent contractor 2090:Cite journal requires 2048:10.1002/ert.3910200407 1952:Cite journal requires 1606:Cite journal requires 1515:Cite journal requires 1417:July 27, 2009, at the 1003:Wiley Publishing, Inc. 900: 840:were the subject of a 778:, incorrect claims of 344:employment application 273:Global sanctions check 249:Education verification 4127:Aspects of workplaces 3865:Unemployment benefits 3860:Types of unemployment 3798:Graduate unemployment 3692:Letter of resignation 3321:Workers' compensation 3314:Occupational fatality 2818:Vocational university 2418:Employment counsellor 1283:Women in STEM Careers 918:Criminal record check 896: 709:sex offender registry 559:Human Rights Act 1998 362:Further information: 3933:Job creation program 3709:Mandatory retirement 3662:Employee offboarding 3482:Workplace incivility 3477:Workplace harassment 3252:Occupational disease 3247:Occupational burnout 3162:Disability insurance 3006:Workweek and weekend 2986:Retroactive overtime 2808:Vocational education 2723:Continuing education 2561:Permanent employment 2173:10.2139/ssrn.2759560 1981:10.2139/ssrn.2130951 1929:. Fort Belvoir, VA. 1591:10.1787/888932575940 1500:10.1787/888933590777 1211:. Fbinicsystem.com. 1165:on October 14, 2012. 611:Protecting consumers 337:violation of privacy 300:Employment screening 276:Civil offenses check 212:letters of reference 3838:Recession-proof job 3833:Lists of recessions 3771:Economic depression 3719:Retirement planning 3600:Work–life interface 3437:Employee monitoring 3405:Corporate behaviour 3395:Accounting scandals 3277:Occupational stress 3267:Occupational injury 2798:Reflective practice 2793:Professional school 2515:Work-at-home scheme 2435:Induction programme 2413:Employment contract 2393:Business networking 1637:(7136): 1000–1005. 974:Vaccination records 928:Identity resolution 492:Polish Constitution 291:Gamer profile check 140:of this article is 4101:See also templates 3938:Job creation index 3902:Youth unemployment 3766:Discouraged worker 3655:Wrongful dismissal 3635:At-will employment 3508:Civil conscription 3472:Workplace bullying 3359:Affirmative action 3341:Workplace wellness 3272:Occupational noise 2908:Long service leave 2768:Overspecialization 2748:Induction training 2703:Career development 1936:10.21236/ada394057 943:Security clearance 838:Northwest Airlines 636:Most notably, the 494:dated 2 April 1997 358:Firearms purchases 321:security clearance 285:Psychometric tests 4150: 4149: 4049:Post-work society 4029:Kiss up kick down 3761:Barriers to entry 3726:Severance package 3558:Human trafficking 3452:Sexual harassment 3432:Employee handbook 3351:Equal opportunity 3214:Safety and health 3204:Take-home vehicle 2813:Vocational school 2763:Lifelong learning 2738:Further education 2698:Career counseling 2693:Career assessment 2470:Overqualification 2131:"Loan-only CDS", 1746:10.1136/bmj.a1541 1391:10.1002/ert.21620 1037:on April 30, 2023 548:Equality Act 2010 370:Weapons smuggling 306:position of trust 199: 198: 191: 181: 180: 173: 120: 119: 112: 57: 4190: 4168:Criminal records 4137:Critique of work 4132:Corporate titles 4100: 4099: 4019:Evil corporation 3885:Employment rates 3808:Jobless recovery 3776:Great Depression 3736:Golden parachute 3731:Golden handshake 3528:Job satisfaction 3518:Critique of work 3336:Workplace phobia 3167:Health insurance 3124:Wage compression 3092:Progressive wage 2946:35-hour workweek 2913:No call, no show 2903:Leave of absence 2753:Knowledge worker 2681:Master craftsman 2485:Personality hire 2423:Executive search 2403:Curriculum vitae 2388:Background check 2257: 2250: 2243: 2234: 2233: 2227: 2224: 2218: 2217: 2215: 2214: 2199: 2193: 2192: 2160: 2154: 2153: 2128: 2122: 2121: 2106: 2100: 2099: 2093: 2088: 2086: 2078: 2066: 2060: 2059: 2031: 2025: 2024: 1999: 1993: 1992: 1968: 1962: 1961: 1955: 1950: 1948: 1940: 1938: 1922: 1916: 1915: 1913: 1912: 1907:on June 15, 2012 1897: 1891: 1890: 1857: 1851: 1850: 1848:10.3403/02616491 1836: 1830: 1829: 1795: 1789: 1788: 1772: 1766: 1765: 1733: 1727: 1726: 1724: 1722: 1703: 1697: 1696: 1694: 1693: 1679: 1673: 1672: 1662: 1622: 1616: 1615: 1609: 1604: 1602: 1594: 1582: 1576: 1575: 1548:10.1002/pon.2107 1531: 1525: 1524: 1518: 1513: 1511: 1503: 1491: 1485: 1484: 1482: 1481: 1475: 1468: 1460: 1454: 1453: 1451: 1449: 1427: 1421: 1409: 1403: 1402: 1374: 1368: 1367: 1361: 1353: 1340: 1339: 1316:Dental Abstracts 1311: 1305: 1304: 1278: 1272: 1271: 1231: 1225: 1224: 1222: 1220: 1204: 1198: 1197: 1195: 1194: 1188: 1181: 1173: 1167: 1166: 1161:. Archived from 1155: 1149: 1148: 1123: 1117: 1116: 1088: 1082: 1081: 1056: 1047: 1046: 1044: 1042: 1033:. Archived from 1023: 1017: 1016: 994: 731:Criminal records 692:negligent hiring 688:Florida Statutes 444:Law No. 9.029/95 414:criminal history 352:curriculum vitae 279:Bankruptcy check 243:Criminal history 203:background check 194: 187: 176: 169: 165: 162: 156: 130: 129: 122: 115: 108: 104: 101: 95: 90:this article by 81:inline citations 68: 67: 60: 49: 27: 26: 19: 4200: 4199: 4193: 4192: 4191: 4189: 4188: 4187: 4163:Law enforcement 4153: 4152: 4151: 4146: 4142:Organized labor 4112:Aspects of jobs 4088: 4079:Toxic workplace 4014:Emotional labor 3987: 3911:Public programs 3906: 3823:Great Recession 3793:Full employment 3781:Long Depression 3747: 3645:Banishment room 3621: 3543:Refusal of work 3486: 3410:Corporate crime 3378: 3345: 3208: 3133: 3010: 2932: 2866: 2743:Graduate school 2653: 2575: 2519: 2510:Underemployment 2369: 2313:Self-employment 2288:Contingent work 2278:Academic tenure 2271:Classifications 2266: 2261: 2231: 2230: 2225: 2221: 2212: 2210: 2201: 2200: 2196: 2161: 2157: 2151: 2130: 2129: 2125: 2108: 2107: 2103: 2091: 2089: 2080: 2079: 2068: 2067: 2063: 2032: 2028: 2022: 2001: 2000: 1996: 1969: 1965: 1953: 1951: 1942: 1941: 1923: 1919: 1910: 1908: 1899: 1898: 1894: 1880: 1859: 1858: 1854: 1838: 1837: 1833: 1818: 1796: 1792: 1774: 1773: 1769: 1735: 1734: 1730: 1720: 1718: 1705: 1704: 1700: 1691: 1689: 1681: 1680: 1676: 1623: 1619: 1607: 1605: 1596: 1595: 1584: 1583: 1579: 1536:Psycho-Oncology 1532: 1528: 1516: 1514: 1505: 1504: 1493: 1492: 1488: 1479: 1477: 1473: 1466: 1462: 1461: 1457: 1447: 1445: 1428: 1424: 1419:Wayback Machine 1410: 1406: 1375: 1371: 1359: 1355: 1354: 1343: 1313: 1312: 1308: 1301: 1279: 1275: 1232: 1228: 1218: 1216: 1205: 1201: 1192: 1190: 1186: 1179: 1175: 1174: 1170: 1157: 1156: 1152: 1146: 1124: 1120: 1089: 1085: 1079: 1058: 1057: 1050: 1040: 1038: 1025: 1024: 1020: 1013: 995: 988: 983: 978: 908: 823: 805: 772: 763: 742: 733: 701: 684: 627: 580: 519: 480: 451: 426: 409: 372: 366: 360: 302: 295: 252:Reference check 237: 225: 220: 208:criminal record 195: 184: 183: 182: 177: 166: 160: 157: 146: 131: 127: 116: 105: 99: 96: 86:Please help to 85: 69: 65: 28: 24: 17: 12: 11: 5: 4198: 4197: 4186: 4185: 4180: 4175: 4173:Public records 4170: 4165: 4148: 4147: 4145: 4144: 4139: 4134: 4129: 4124: 4119: 4114: 4109: 4103: 4102: 4093: 4090: 4089: 4087: 4086: 4081: 4076: 4071: 4066: 4064:Sunday scaries 4061: 4056: 4051: 4046: 4041: 4036: 4031: 4026: 4021: 4016: 4011: 4006: 4001: 3995: 3993: 3989: 3988: 3981: 3980: 3975: 3970: 3965: 3960: 3955: 3950: 3945: 3940: 3935: 3930: 3925: 3920: 3914: 3912: 3908: 3907: 3905: 3904: 3899: 3894: 3893: 3892: 3887: 3877: 3872: 3867: 3862: 3857: 3852: 3847: 3842: 3841: 3840: 3835: 3830: 3825: 3815: 3813:Phillips curve 3810: 3805: 3800: 3795: 3790: 3785: 3784: 3783: 3778: 3768: 3763: 3757: 3755: 3749: 3748: 3746: 3745: 3740: 3739: 3738: 3733: 3723: 3722: 3721: 3716: 3714:Retirement age 3711: 3701: 3696: 3695: 3694: 3684: 3679: 3674: 3669: 3667:Exit interview 3664: 3659: 3658: 3657: 3652: 3647: 3637: 3631: 3629: 3623: 3622: 3620: 3619: 3614: 3613: 3612: 3607: 3597: 3592: 3591: 3590: 3585: 3580: 3575: 3570: 3565: 3560: 3555: 3545: 3540: 3535: 3530: 3525: 3520: 3515: 3510: 3505: 3500: 3494: 3492: 3488: 3487: 3485: 3484: 3479: 3474: 3469: 3464: 3459: 3454: 3449: 3444: 3439: 3434: 3429: 3424: 3419: 3417:Discrimination 3414: 3413: 3412: 3407: 3402: 3397: 3386: 3384: 3380: 3379: 3377: 3376: 3371: 3369:Gender pay gap 3366: 3361: 3355: 3353: 3347: 3346: 3344: 3343: 3338: 3333: 3328: 3323: 3318: 3317: 3316: 3306: 3301: 3300: 3299: 3289: 3284: 3279: 3274: 3269: 3264: 3259: 3254: 3249: 3244: 3239: 3234: 3229: 3224: 3218: 3216: 3210: 3209: 3207: 3206: 3201: 3200: 3199: 3189: 3184: 3182:Parental leave 3179: 3177:Marriage leave 3174: 3172:Life insurance 3169: 3164: 3159: 3154: 3149: 3143: 3141: 3135: 3134: 3132: 3131: 3126: 3121: 3116: 3111: 3106: 3101: 3100: 3099: 3089: 3088: 3087: 3082: 3077: 3072: 3062: 3061: 3060: 3055: 3045: 3040: 3035: 3030: 3028:Income bracket 3024: 3022: 3012: 3011: 3009: 3008: 3003: 2998: 2993: 2988: 2983: 2978: 2973: 2968: 2963: 2958: 2956:Eight-hour day 2953: 2948: 2942: 2940: 2934: 2933: 2931: 2930: 2925: 2920: 2915: 2910: 2905: 2900: 2895: 2890: 2885: 2880: 2874: 2872: 2868: 2867: 2865: 2864: 2859: 2854: 2853: 2852: 2847: 2837: 2832: 2827: 2822: 2821: 2820: 2815: 2810: 2805: 2800: 2795: 2790: 2785: 2780: 2775: 2770: 2765: 2760: 2755: 2750: 2745: 2740: 2735: 2730: 2725: 2715: 2713:Creative class 2710: 2705: 2700: 2695: 2690: 2685: 2684: 2683: 2673: 2671:Apprenticeship 2667: 2665: 2655: 2654: 2652: 2651: 2646: 2641: 2639:Scarlet-collar 2636: 2631: 2626: 2621: 2616: 2611: 2606: 2601: 2596: 2591: 2585: 2583: 2577: 2576: 2574: 2573: 2568: 2563: 2558: 2553: 2548: 2543: 2538: 2533: 2527: 2525: 2521: 2520: 2518: 2517: 2512: 2507: 2502: 2497: 2492: 2487: 2482: 2477: 2472: 2467: 2462: 2457: 2452: 2447: 2442: 2437: 2432: 2431: 2430: 2420: 2415: 2410: 2405: 2400: 2395: 2390: 2385: 2379: 2377: 2371: 2370: 2368: 2367: 2362: 2357: 2355:Temporary work 2352: 2347: 2342: 2341: 2340: 2335: 2330: 2323:Skilled worker 2320: 2315: 2310: 2305: 2300: 2295: 2290: 2285: 2280: 2274: 2272: 2268: 2267: 2260: 2259: 2252: 2245: 2237: 2229: 2228: 2219: 2194: 2155: 2149: 2123: 2101: 2092:|journal= 2061: 2042:(4): 411–418. 2026: 2020: 1994: 1963: 1954:|journal= 1917: 1892: 1878: 1852: 1831: 1816: 1790: 1767: 1728: 1711:Florida Senate 1698: 1674: 1617: 1608:|journal= 1577: 1526: 1517:|journal= 1486: 1455: 1422: 1404: 1369: 1341: 1306: 1299: 1273: 1252:10.1002/sta4.6 1226: 1199: 1168: 1150: 1144: 1118: 1083: 1077: 1048: 1018: 1011: 985: 984: 982: 979: 977: 976: 971: 969:Online vetting 966: 961: 955: 950: 945: 940: 935: 930: 925: 920: 915: 909: 907: 904: 875: 874: 871: 860: 859: 822: 819: 810:credit history 804: 801: 776:identity theft 771: 768: 762: 759: 741: 738: 732: 729: 700: 697: 683: 680: 679: 678: 675: 672: 668: 665: 662: 659: 656: 653: 652:Pa.C.S. § 9125 626: 623: 622: 621: 618: 615: 612: 601: 600: 597: 594: 591: 579: 576: 563: 562: 555: 550: 544: 538: 518: 517:United Kingdom 515: 514: 513: 510: 507: 504: 501: 498: 495: 479: 476: 475: 474: 471: 468: 465: 462: 450: 447: 446: 445: 442: 439: 436: 425: 422: 408: 405: 401:ports of entry 359: 356: 333:identity theft 325:discrimination 301: 298: 293: 292: 289: 286: 283: 280: 277: 274: 271: 268: 265: 264:Driving record 262: 259: 256: 255:Drug screening 253: 250: 247: 244: 236: 233: 224: 221: 219: 216: 197: 196: 179: 178: 134: 132: 125: 118: 117: 72: 70: 63: 58: 32: 31: 29: 22: 15: 9: 6: 4: 3: 2: 4196: 4195: 4184: 4181: 4179: 4176: 4174: 4171: 4169: 4166: 4164: 4161: 4160: 4158: 4143: 4140: 4138: 4135: 4133: 4130: 4128: 4125: 4123: 4120: 4118: 4115: 4113: 4110: 4108: 4105: 4104: 4095: 4094: 4091: 4085: 4082: 4080: 4077: 4075: 4072: 4070: 4067: 4065: 4062: 4060: 4057: 4055: 4052: 4050: 4047: 4045: 4042: 4040: 4039:Make-work job 4037: 4035: 4032: 4030: 4027: 4025: 4022: 4020: 4017: 4015: 4012: 4010: 4007: 4005: 4002: 4000: 3997: 3996: 3994: 3990: 3986: 3985: 3979: 3976: 3974: 3971: 3969: 3966: 3964: 3961: 3959: 3958:Right to work 3956: 3954: 3951: 3949: 3946: 3944: 3943:Job guarantee 3941: 3939: 3936: 3934: 3931: 3929: 3928:Make-work job 3926: 3924: 3921: 3919: 3916: 3915: 3913: 3909: 3903: 3900: 3898: 3895: 3891: 3888: 3886: 3883: 3882: 3881: 3878: 3876: 3873: 3871: 3868: 3866: 3863: 3861: 3858: 3856: 3853: 3851: 3848: 3846: 3843: 3839: 3836: 3834: 3831: 3829: 3826: 3824: 3821: 3820: 3819: 3816: 3814: 3811: 3809: 3806: 3804: 3801: 3799: 3796: 3794: 3791: 3789: 3786: 3782: 3779: 3777: 3774: 3773: 3772: 3769: 3767: 3764: 3762: 3759: 3758: 3756: 3754: 3750: 3744: 3741: 3737: 3734: 3732: 3729: 3728: 3727: 3724: 3720: 3717: 3715: 3712: 3710: 3707: 3706: 3705: 3702: 3700: 3699:Restructuring 3697: 3693: 3690: 3689: 3688: 3685: 3683: 3680: 3678: 3677:Notice period 3675: 3673: 3670: 3668: 3665: 3663: 3660: 3656: 3653: 3651: 3648: 3646: 3643: 3642: 3641: 3638: 3636: 3633: 3632: 3630: 3628: 3624: 3618: 3615: 3611: 3608: 3606: 3603: 3602: 3601: 3598: 3596: 3593: 3589: 3586: 3584: 3583:Unfree labour 3581: 3579: 3576: 3574: 3571: 3569: 3566: 3564: 3561: 3559: 3556: 3554: 3553:Bonded labour 3551: 3550: 3549: 3546: 3544: 3541: 3539: 3536: 3534: 3531: 3529: 3526: 3524: 3521: 3519: 3516: 3514: 3511: 3509: 3506: 3504: 3501: 3499: 3496: 3495: 3493: 3489: 3483: 3480: 3478: 3475: 3473: 3470: 3468: 3467:Whistleblower 3465: 3463: 3460: 3458: 3455: 3453: 3450: 3448: 3445: 3443: 3440: 3438: 3435: 3433: 3430: 3428: 3425: 3423: 3420: 3418: 3415: 3411: 3408: 3406: 3403: 3401: 3400:Control fraud 3398: 3396: 3393: 3392: 3391: 3388: 3387: 3385: 3381: 3375: 3374:Glass ceiling 3372: 3370: 3367: 3365: 3362: 3360: 3357: 3356: 3354: 3352: 3348: 3342: 3339: 3337: 3334: 3332: 3329: 3327: 3324: 3322: 3319: 3315: 3312: 3311: 3310: 3309:Work accident 3307: 3305: 3302: 3298: 3297:United States 3295: 3294: 3293: 3290: 3288: 3285: 3283: 3280: 3278: 3275: 3273: 3270: 3268: 3265: 3263: 3260: 3258: 3255: 3253: 3250: 3248: 3245: 3243: 3240: 3238: 3235: 3233: 3230: 3228: 3225: 3223: 3220: 3219: 3217: 3215: 3211: 3205: 3202: 3198: 3197:United States 3195: 3194: 3193: 3190: 3188: 3185: 3183: 3180: 3178: 3175: 3173: 3170: 3168: 3165: 3163: 3160: 3158: 3155: 3153: 3152:Casual Friday 3150: 3148: 3145: 3144: 3142: 3140: 3136: 3130: 3127: 3125: 3122: 3120: 3117: 3115: 3112: 3110: 3109:Paid time off 3107: 3105: 3104:Overtime rate 3102: 3098: 3095: 3094: 3093: 3090: 3086: 3085:United States 3083: 3081: 3078: 3076: 3073: 3071: 3068: 3067: 3066: 3063: 3059: 3056: 3054: 3051: 3050: 3049: 3046: 3044: 3041: 3039: 3036: 3034: 3031: 3029: 3026: 3025: 3023: 3021: 3017: 3013: 3007: 3004: 3002: 2999: 2997: 2994: 2992: 2989: 2987: 2984: 2982: 2979: 2977: 2974: 2972: 2969: 2967: 2964: 2962: 2959: 2957: 2954: 2952: 2951:Four-day week 2949: 2947: 2944: 2943: 2941: 2939: 2935: 2929: 2926: 2924: 2921: 2919: 2916: 2914: 2911: 2909: 2906: 2904: 2901: 2899: 2896: 2894: 2891: 2889: 2886: 2884: 2881: 2879: 2876: 2875: 2873: 2869: 2863: 2860: 2858: 2855: 2851: 2848: 2846: 2843: 2842: 2841: 2838: 2836: 2835:Practice firm 2833: 2831: 2828: 2826: 2823: 2819: 2816: 2814: 2811: 2809: 2806: 2804: 2801: 2799: 2796: 2794: 2791: 2789: 2786: 2784: 2781: 2779: 2776: 2774: 2771: 2769: 2766: 2764: 2761: 2759: 2756: 2754: 2751: 2749: 2746: 2744: 2741: 2739: 2736: 2734: 2733:Employability 2731: 2729: 2726: 2724: 2721: 2720: 2719: 2716: 2714: 2711: 2709: 2706: 2704: 2701: 2699: 2696: 2694: 2691: 2689: 2686: 2682: 2679: 2678: 2677: 2674: 2672: 2669: 2668: 2666: 2664: 2660: 2656: 2650: 2647: 2645: 2642: 2640: 2637: 2635: 2634:Orange-collar 2632: 2630: 2627: 2625: 2622: 2620: 2617: 2615: 2612: 2610: 2607: 2605: 2602: 2600: 2597: 2595: 2592: 2590: 2587: 2586: 2584: 2582: 2581:Working class 2578: 2572: 2569: 2567: 2564: 2562: 2559: 2557: 2554: 2552: 2549: 2547: 2544: 2542: 2539: 2537: 2534: 2532: 2529: 2528: 2526: 2522: 2516: 2513: 2511: 2508: 2506: 2503: 2501: 2498: 2496: 2493: 2491: 2488: 2486: 2483: 2481: 2478: 2476: 2473: 2471: 2468: 2466: 2463: 2461: 2458: 2456: 2455:Job interview 2453: 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