3/18/2023 0 Comments Salesx jobs(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct. (f) The seriousness of the offense or offenses. (e) The age of the person at the time of occurrence of the criminal offense or offenses. (d) The time which has elapsed since the occurrence of the criminal offense or offenses. (c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities. (b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person. (a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors: Factors to be considered concerning a previous criminal conviction presumption.ġ. All managers and employees are expected to help implement the Company’s goals regarding an equal employment opportunity.§753. Unlawful discrimination interferes with the ability of iHeartMedia employees to perform expected job duties and is absolutely not tolerated. IHeartMedia expressly prohibits any form of unlawful employment discrimination based on race, color, religion, gender, sexual orientation, national origin, gender identity or expression, age, disability, pregnancy, veteran status, or any other protected classification. This policy applies to all terms and conditions of employment and employment decisions, including, but not limited to, recruitment, hiring, placement, promotion, termination, layoff, recall, transfers, leaves of absence, compensation, and training. iHeartMedia complies with applicable state and local laws governing non-discrimination for every location in which the Company has facilities. We provide equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, age, sex, sexual orientation, gender identity or expression, religion, creed, disability, pregnancy, ethnicity, national origin, citizenship status, marital status, veteran status, genetic information or any other legally protected classification or status in accordance with applicable federal, state and local laws. We hire employees based on their experience, talent, and qualifications for the job. Therefore, iHeartMedia strongly encourages people of all backgrounds to apply for positions for which they are qualified. We believe our creativity and productivity are best with a diverse workforce. IHeartMedia is an equal opportunity employer. The Transparency in Coverage Final Rules require certain group health plans to disclose on a public website information regarding in-network provider rates and historical out-of-network allowed amounts and billed charges for covered items and services in two separate machine-readable files (MRFs). Pay Transparency Nondiscrimination Provision (Spanish).Pay Transparency Nondiscrimination Provision (English).Employee Polygraph Protection Act (EPPA).Equal Employment Opportunity is the Law.
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