(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.
LEARNING EXPERIENCE DESIGNER JOBS BOISE IDAHO LICENSE
(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. Any questions should be directed to me, your supervisor, or Jennifer Leahy, North America Director, Employee Relations and Equality.§753. This AAP is available for inspection by any employee or applicant for employment upon request between 8:00 am to 5:00 pm local time, Monday through Friday in the People Organization office.
In furtherance of MICRON TECHNOLOGY, INC's policy regarding affirmative action and equal employment opportunity, MICRON TECHNOLOGY, INC has developed a written Affirmative Action Program (AAP) which sets forth the policies, practices and procedures that MICRON TECHNOLOGY, INC is committed to in order to ensure that its policy of nondiscrimination and affirmative action for qualified individuals with disabilities and qualified protected veterans is accomplished. One of the duties of the North America Director, Employee Relations and Equality will be to establish and maintain an internal audit and reporting system to allow for effective measurement of MICRON TECHNOLOGY, INC's programs. In order to ensure dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of the company, Jennifer Leahy has been assigned North America Director, Employee Relations and Equality duties for MICRON TECHNOLOGY, INC. Prohibited retaliation includes, but is not limited to, harassment, intimidation, threats, coercion or other adverse actions that might dissuade someone from asserting their rights.Īs President and CEO of MICRON TECHNOLOGY INC, I, Sanjay Mehrotra, am committed to the principles of affirmative action and equal employment opportunity. MICRON TECHNOLOGY, INC also prohibits retaliation against employees and applicants for filing a complaint, opposing any discriminatory act or practice, assisting or participating in any manner in a review, investigation, or hearing or otherwise seeking to obtain their legal rights under any Federal, State, or local EEO law requiring equal employment opportunity for individuals with disabilities and protected veterans. MICRON TECHNOLOGY, INC prohibits harassment of employees and applicants because they are individuals with disabilities or protected veterans. Furthermore, the company will provide qualified applicants and employees who request an accommodation due to a disability with reasonable accommodations, as required by law. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship, at all levels of employment. It is the policy of MICRON TECHNOLOGY, INC not to discriminate against any employee or applicant for employment because of his or her race, color, religion, sex, sexual orientation, gender identity, national origin, or because he or she is an individual with a disability or disabled veteran, Armed Forces service medal veteran, recently separated veteran, or active-duty wartime or campaign badge veteran, or thereinafter referred collectively as "protected veterans." It is also the policy of MICRON TECHNOLOGY, INC to take affirmative action to employ and to advance in employment, all persons regardless of their status as individuals with disabilities or protected veterans, and to base all employment decisions only on valid job requirements.
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