Name That Section - Frequently Used Education Code and Title 5 Sections for Community College Districts

287 See Ed. Code, § 88123. Non-merit districts are not prohibited from instituting such compulsory leaves. However, such procedures are established by board policy and labor negotiating in non-merit districts, rather than by statute, since there is no statute that regulates this issue.

288 Ed. Code, § 88123. 289 Ed. Code, § 88024. 290 Ed. Code, § 87013. 291 Ed. Code, § 87406.5. 292 Ed. Code, § 88122.

Name that Section: Frequently Used Education Code and Title 5 Sections for Community College Districts ©2019 (c) Liebert Cassidy Whitmore 129 302 EEOC Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII issued on 4/25/2012 [Notice No. 9.15.002] superseding the discussion on this issue in EEOC Compliance Manual [Notice 915.003], Section 15: Race and Color Discrimination, Subdivision VI(B), issued 4/19/06 . . See http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm#IV 293 EEOC Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII issued on 4/25/2012 [Notice No. 9.15.002]. This Enforcement Guidance consolidates and supercedes the EEOC’s 1987 and 1990 policy statements on the issue as well as the discussion on this issue in Section VI.B.2 of the Race & Color Discrimination Compliance Manual Chapter. The Enforcement Guidance can be found at http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm#IV. 294 EEOC Questions and Answers About the EEOC’s Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII issued on 4/25/2012. See http://www.eeoc.gov/laws/guidance/qa_arrest_conviction.cfm. 295 EEOC Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII issued on 4/25/2012 [Notice No. 9.15.002] superseding the discussion on this issue in EEOC Compliance Manual [Notice 915.003], Section 15: Race and Color Discrimination, Subdivision VI(B), issued 4/19/06 . . See http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm#IV. 296 EEOC Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII issued on 4/25/2012 [Notice No. 9.15.002] superseding the discussion on this issue in EEOC Compliance Manual [Notice 915.003], Section 15: Race and Color Discrimination, Subdivision VI(B), issued 4/19/06 . . See http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm#IV. 297 EEOC Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII issued on 4/25/2012 [Notice No. 9.15.002] superseding the discussion on this issue in EEOC Compliance Manual [Notice 915.003], Section 15: Race and Color Discrimination, Subdivision VI(B), issued 4/19/06 . . See http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm#IV. 298 EEOC Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII issued on 4/25/2012 [Notice No. 9.15.002] superseding the discussion on this issue in EEOC Compliance Manual [Notice 915.003], Section 15: Race and Color Discrimination, Subdivision VI(B), issued 4/19/06 . . See http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm#IV 299 EEOC Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII issued on 4/25/2012 [Notice No. 9.15.002] superseding the discussion on this issue in EEOC Compliance Manual [Notice 915.003], Section 15: Race and Color Discrimination, Subdivision VI(B), issued 4/19/06 . . See http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm#IV. 300 EEOC Questions and Answers About the EEOC’s Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII issued on 4/25/2012. See http://www.eeoc.gov/laws/guidance/qa_arrest_conviction.cfm. 301 Green v. Missouri Pac. R. Co . (8th Cir. 1977) 549 F.2d 1158, 1160 (upholding the district court’s injunction prohibiting the employer from using an applicant’s conviction record as an absolute bar to employment but allowing it to consider a prior criminal record as a factor in making individual hiring decisions, as long as the defendant took these three factors into account).