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Regime: The regime includes a wide range of Learning and Skills activities, including education, vocational training, industrial workshops and manufacturing, farms and gardens.
No doubt about it: the employee was a registered sex offender.
The manager’s story illustrates a quandary which many employers face now that most state Megan’s Law Websites celebrate their second birthday.
Employers also must train managers to effectively interview job candidates and to conduct background checks.
By making sure these practices are carried out, employers can identify applicants whose criminal history potentially may serve as a legitimate basis for rejection.
Negligent hiring refers to the hiring of individuals whom the employer knew or should have known were unfit for hiring.
Negligent retention refers to retaining employees who were unfit for continued employment.
Inevitably, pages printed from Megan’s Law Websites are passed around the workplace, fostering gossip and, in some cases, embellishment of the facts.
The Safe Workplace In most states, employers are forced to walk a delicate line between their obligation to provide a safe workplace for employees and their obligation to refrain from considering an employee’s criminal history, except as it relates to suitability for employment.
Many states impose limitations on an employer’s ability to arbitrarily take adverse employment action because an employee has a criminal history.
First, the Megan’s Law enacted in some states (California being one example) prohibits the use of the state's sex offender registry information for employment purposes.
Women cannot generally be elected or appointed to offices or service in public capacities. The civil law excluded women from all offices civil or public: Faemintae ab omnibus officiis civilibus vel publicis remotae sunt.