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An ad for ashift supervisor position in Warrenton, Miss., at Papa John's, the $1.5 billion pizza delivery chain asks applicants to have an employment history that is "stable and successful."
California Civil Code § 3369, enacted in 1872, was California's early unfair competition statute. It "addressed only the availability of civil remedies for business violations in cases of penalty, forfeiture, and criminal violation." [3] A 1933 amendment expanded the law to prohibit "any person [from] performing an act of unfair competition."
The slogan "An injury to one..." has a long history in the union movement. Initially attributed to the Knights of Labor , the expression took the form " an injury to one is the concern of all ." At the suggestion of David C. Coates , the Industrial Workers of the World at their founding convention in 1905 adopted a variation of the expression ...
In the AOL Jobs Resume Rescue series we help readers tackle their toughest resume issues. The resumes selected are representative of some of the mistakes I see job seekers make when writing a resume.
Employers are unable to access credit scores on the credit reports sold for the purposes of employment screening but are able to acquire debt and payment history. [47] Credit reports are legal to use for employment screening in all states, although some have passed legislation limiting the practice to only certain positions. John Ulzheimer ...
An elaborate parody appears to be behind an effort to resurrect Enron, the Houston-based energy company that exemplified the worst in American corporate fraud and greed after it went bankrupt in 2001.
However, some of these barriers are non-discriminatory. Work and family conflicts is an example of why there are fewer females in the top corporate positions. [2] Yet, both the pipeline and work-family conflict together cannot explain the very low representation of women in the corporations. Discrimination and subtle barriers still count as a ...
Employment practices that do not directly discriminate against a protected category may still be illegal if they produce a disparate impact on members of a protected group. Title VII of the Civil Rights Act of 1964 prohibits employment practices that have a discriminatory impact, unless they are related to job performance.