Christal joined Fair Employment Agency in August with a background in programme management at a number of Hong Kong non-profits. While in secondary school, Christine carried out a project on the impact of domestic helpers on family systems in Hong Kong and realised that the issue was given little recognition. Christine enjoys building trust between clients and domestic helpers, and is also a big part of making the agency eco-friendly.
The manner in which institutions of higher education must address sexual assault in the educational context continues to evolve as both the federal government and courts weigh in on what procedures public and private colleges and universities must follow in order to comply with both Title IX of the Educational Amendments of and due process requirements under state and federal laws.
Title IX and its implementing regulations set out certain requirements regarding investigations and hearing procedures. State laws governing the due process rights of individuals are likewise applicable to discipline in the public educational context. Secretary DeVos announced that the DOE would launch a public comment period to inform the development of new federal regulations pertaining to campus sexual assault policies.
While we had previously expected the DOE to release its proposed regulations for notice and comment in Aprilit has yet to do so.
As institutions of higher education wait for additional guidance from the DOE, courts continue to weigh in on obligations conferred on public and private educational institutions in regard to the rights of both the complainant and accused.
Claremont McKenna College, addressing student discipline arising from an allegation of sexual assault. The investigator interviewed Jane, John, and multiple other witnesses and reviewed other evidence. John also sought additional documentary evidence, including relevant medical reports.
While Jane submitted a response to the preliminary report, she did not request further investigation steps. Importantly, the investigator did not ask Jane any of the questions John submitted to the investigator.
The investigator provided the parties with a final investigative report, and the College closed the investigation. College policy allowed, but did not require, the parties to appear at the Committee meeting and make an oral statement to the Committee.
Prior to the Committee meeting, both John and Jane submitted written statements. The procedures did not provide for any questioning of witnesses by the Committee or the parties. Jane did not appear at the meeting.
The College suspended John for one year and implemented additional sanctions against him. John appealed to a California Court of Appeal. On appeal, John argued, among other things, he was denied a fair hearing because neither he nor the Committee was able to ask any questions of Jane who did not appear at the Committee meeting, and therefore, the Committee had no basis for evaluating her credibility.
Regents of University of California and Doe v. University of Southern California. These two cases also addressed fair hearings under Section In that case, the Sixth Circuit found that under due process principles, accused students must have the right to cross-examine adverse witnesses in the most serious of cases.
Although the investigator, who was on the Committee, had the opportunity to evaluate the credibility of both parties, the other Committee members did not. Claremont McKenna may therefore require some revisions to school conduct policies that use the investigator model for hearings but do not generally allow for cross-examination of the complainant.
Schools should work with legal counsel to review and potentially update their policies and procedures in accordance with this new decision. When updating such policies and procedures, schools must consider their obligations under Title IX, as well as other federal and state laws governing fair hearings.A Sample Staffing Agency Business Plan Template Industry Overview It is on record that the staffing, recruiting, and workforce solutions industry makes a huge contribution to the economy of the Unite States of America, and they provide jobs and career opportunities for about 14 million employees annually.
Employment is a relationship between two parties, usually based on a contract where work is paid for, where one party, which may be a corporation, for profit, not-for-profit organization, co-operative or other entity is the employer and the other is the employee. Employees work in return for payment, which may be in the form of an hourly wage, by piecework or an annual salary, depending on the.
Applicant Information. Applications must be filled out accurately, completely and show clearly that the employment requirements listed on the job announcement are met. Download our FREE Recruitment Agency Business Plan If you're thinking of starting your own Recruitment Agency, you'll need a business plan.
Download our FREE Recruitment Agency Business Plan If you're thinking of starting your own Recruitment Agency, you'll need a business plan. There are a whole host of things to consider ranging from the markets and your competitors to sales and marketing. Dec 08, · Does anyone know where i can download a free Employment agency Business Plan, There are loads of bog standard plans but none that i could find that are employment agency specific. I have an idea which could take off as i have found a niche . Free Employment Agency Business Plan For Raising Capital from Investors, Banks, or Grant Companies! Please note that the financials in this complete free business plan are completely fictitious and may not match the text of the business plan below.
There are a whole host of things to consider ranging from the markets and your competitors to sales and marketing. Contact the Small Business Advocate for help navigating the rules and regulations of state and local government.
Find voter information including voter registration and other voter services. Make a difference in Oregon. Pay Data Collection and the EEO-1 Survey. Acting Chair Victoria A. Lipnic has issued a statement about the OMB Decision on EEO-1 Pay Data Collection. Instructions for filing the EEO-1 Survey, which will not include the collection of pay and hours worked data, are now available..
Final Rules on Employer Wellness Programs.