BLACK VETERANS FOR SOCIAL JUSTICE
RECRUITMENT POLICY & PROCEDURE MANUAL
Issued: January 15, 2025
Recruitment Policy & Procedure Manual – Issued: January 15, 2025
I. PURPOSE
a. Black Veterans for Social Justice, Inc. (“BVSJ” or the “Agency”) is committed to recruiting, hiring, and retaining the highest quality candidates for positions within the Agency
b. The purpose of this Policy to provide internal guidelines for Agency recruitment, personnel development, and talent management.
c. The Agency is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.
d. The Agency is committed to the treatment of all employees and candidates for employment without unlawful discrimination as to race; color; creed; religion; sex/gender (including pregnancy, gender identity and gender expression); age; national origin or ancestry; alienage or citizenship status; physical or mental disability; genetic information; veteran status; military status; caregiver status; marital or partnership status; sexual orientation; unemployment status; credit history; arrest or conviction record; status as a victim of domestic violence, stalking, and sex offenses; or any other class protected by applicable federal, state, or local laws; in all employment decisions, including but not limited to recruitment, hiring, compensation, training, apprenticeship, promotion, upgrading, demotion, downgrading, transfer, lay-off, termination, and all other terms and conditions of employment.
e. As an organization dedicated to diversity in our work and personnel, the Agency strongly encourages people from all communities to apply. We encourage people to apply even if they are unsure about whether their experience aligns with the job description Applicants may be the right candidate for this or other positions within the Agency.
f. Under the Americans with Disabilities Act and/or applicable state and local laws, applicants requiring reasonable accommodations for the application and/or interview process should notify the Human Resources (“HR”) Department.
g. Applicants must have valid work authorization that does not currently and/or will not in the future require sponsorship of a visa for employment authorization in the United States of America by the Agency.
h. Per §VI:H of The Agency Personnel Manual, Hiring of Relatives/Anti-Nepotism Policy, the Agency has an obligation to avoid impropriety and the appearance of impropriety.
i. When family relationships, financial relationships, or conflicts of interest overlap with organizational relationships within the Agency, the Agency risks violating this obligation.
ii. The Agency will ensure that any employment or placement of personnel does not allow them to influence the terms or conditions of employment of an immediate family member.
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Recruitment Policy & Procedure Manual – Issued: January 15, 2025
iii. Strict adherence to these requirements and restrictions ensures a fair and consistent recruitment process while maintaining sound operational and ethical standards.
i. The Agency shall comply with all additional hiring requirements from regulatory agencies or agreements with respect to recruitment, hiring, and promotion.
II. SCOPE
a. This Policy shall apply all to recruitment, hiring, and promotion of all Agency personnel.
b. No Agency personnel shall be recruited, hired, or promoted by the Agency without adherence to this Policy.
III. ROLE OF THE AGENCY RECRUITER
a. The Agency shall hire and appoint an Agency Recruiter.
b. The Agency Recruiter shall be someone worthy of public trust, especially in the recruitment and retention of candidates for publicly funded roles.
c. The Agency Recruiter shall be responsible for adhering to and promoting compliance with this Policy and applicable laws.
d. The Agency Recruiter shall be responsible for the accurate maintenance and management of the systems described in §IV and §V of this Policy.
e. The person appointed as the Agency Recruiter must: i. demonstrate the integrity necessary for the role, and ii. shall be interviewed, investigated, and approved in writing by both:
1. the Chief Executive Officer (“CEO”), and
2. the Chief Compliance Officer (“CCO”)
f. The Chief Administrative Officer (“CAO”) shall directly supervise and monitor the performance of the Agency Recruiter.
IV. AGENCY LIVE MATRIX (“ALM”)
a. The Agency Recruiter shall keep a live and accurate record of all Agency programs’ personnel names, titles, regular work sites, and regular schedules as well as current vacancies in an Agency Live Matrix (“ALM”)
i. The ALM must be made readily available at all times to all Executives, Senior Directors (“SDs”), Regional Directors (“RDs”), and Program Directors (“PDs”)
ii. Changes to the ALM may be made independently by PDs based on their program needs and to promote quality assurance.
1. The respective RD, SD, or Executive may also suggest changes to the ALM as appropriate.
2. Disputes over changes to the ALM may be resolved by the Agency Executives via consultation or majority vote as appropriate.
3. The CEO may also approve emergency re-assignment changes to the ALM based on exigent circumstances or program needs.
Recruitment Policy & Procedure Manual – Issued: January 15, 2025
V. AGENCY TALENT DATABASE (“ATD”)
a. The Agency Recruiter and HR shall create and maintain a live and accurate database of all resumes, credentials, applications, and other relevant materials for internal and external candidates in an Agency Talent Database (“ATD”)
b. The resumes within the ATD:
i. must be retained for a minimum of one year;
ii. must be made readily available at all times during that one-year period to all Executives, SDs, RDs, and PDs;
iii. may also be retained for a period longer than one year if required by a relevant claim, employment action, or regulatory policy.
VI. JOB DESCRIPTIONS & POSTINGS
a. All Agency employees must be provided with an accurate job description within 120 days of the issuance of this Policy.
b. Job descriptions must be:
i. narrowly tailored to reflect the requirements of the role,
ii. developed in consultation with HR to ensure accuracy, and iii. approved by the CCO to ensure compliance with all applicable laws, regulations, and any other governmental or administrative requirements impacting the role.
c. All job postings must accurately reflect the job description.
d. All job postings must reflect the Agency’s diversity and inclusion goals.
VII. EXTERNAL RECRUITMENT PROCESS
a. Position Posting
i. The Agency Recruiter must post all job openings and job descriptions as they become available within five business days of a vacancy
1. An exception to this requirement only be approved if the position is being reconsidered due to budgetary or other emergency situations. This approval must be formalized in a writing signed by the:
a. Chief Executive Officer.
b. Chief Compliance Officer, and the
c. Senior Human Resources Director,
ii. Postings must comply with applicable laws and regulations regarding pay transparency.
iii. PDs must be granted access to their site or program’s personnel vacancies.
iv. PDs may:
1. independently search for candidates,
2. review applications and candidates based on predetermined job criteria and candidate experience,
3. conduct independent interviews to assess qualifications, and
Recruitment Policy & Procedure Manual – Issued: January 15, 2025
4. select and refer qualified candidates to HR for final screening and hiring.
b. Candidate Application Management
i. The Agency Recruiter must furnish a candidate’s application to the candidate’s potential PD and/or Supervisory Director within two business days of their application, absent exigent circumstances.
ii. The Agency Recruiter must not withhold the information of any applicant from the potential PD and/or Supervisory Director.
iii. PDs and any Agency personnel may also recommend internal or external candidates for a role.
iv. PDs must review applications objectively, using consistent screening criteria.
v. Automated screening tools may also be utilized to maintain fairness and efficiency in accordance with applicable laws.
vi. The Agency Recruiter must accurately record and retain resumes for all applicants in the ATD.
vii. There must be a legitimate non-discriminatory business reason to determine that any candidate is not qualified for the role.
c. Interview Process
i. PDs are responsible for conducting structured interviews using questions aligned with job competencies.
1. Interview questions must not include any legally impermissible questions and may not include questions about salary history.
ii. PDs are encouraged to conduct candidate interviews with at least one other staff member in the same program.
iii. Interview panels of more than three Agency personnel must:
1. reflect a cross-section of the Agency’s ranks, and
2. include at least one impartial participant to ensure unbiased evaluations.
iv. Hiring fairs and other means of interviewing candidates may be used to fill positions broadly or urgently.
v. Candidates may complete application forms during their interview.
vi. Candidates may bring the following documents to the interview and must provide them before moving forward in the hiring process:
1. Two copies of an accurate and recent resume featuring their current address, telephone number, and email address;
2. Photo Identification (e.g., Driver’s License, Passport, Benefits Card);
3. Proof of Academic Credentials (e.g., High School Diploma, Degree(s), Certified Letter); and
Recruitment Policy & Procedure Manual – Issued: January 15, 2025
4. References Including:
a. Two Professional References, and b. One Personal Reference
i. A candidate may also complete a reference check form as an alternative.
d. Candidate Selection
i. All PDs have the affirmative right to interview and approve all candidates being considered for a role within their program or site.
ii. No candidate shall be hired or appointed to work at a PDs site or in a PDs program without:
1. the PD’s explicit approval in writing,
2. the PD’s explicit waiver in writing of their right to approve the candidate, or
3. a contrary proceeding pursuant to §X of this Policy.
iii. The PD’s decision on a candidate’s hiring and/or appointment within their program is final, absent a:
1. Conflict of Interest (“COI”),
2. Compliance Violation (“CV”), or
3. Appealable Appointment Dispute (“AAD”).
iv. COIs and CVs must be addressed and resolved pursuant to the Agency Investigative Policy and Procedure Manual.
v. AADs shall only be declared after an investigation pursuant to the Agency Investigative Policy and Procedure Manual concludes that the appointment, despite the dispute, would more likely than not, create an unreasonable risk to the Agency’s quality of service.
1. AADs may arise when individual(s) within the candidate’s potential chain of command challenges the candidate’s appointment.
2. AADs must be resolved pursuant to §X of this Policy.
vi. PDs may independently collect all supporting documents and submit a completed hiring package to the Agency Recruiter and HR.
1. This package must include interview evaluation notes in writing.
vii. All recruitment decisions must be based on legitimate and nondiscriminatory business reasons.
viii. If a candidate is not selected but was otherwise qualified for the respective role, their resume shall be retained in the ATD by the Agency Recruiter.
e. Initial Screening
i. Upon receiving the hiring packet, HR must initiate the initial screening process promptly.
Recruitment Policy & Procedure Manual – Issued: January 15, 2025
ii. HR may also conduct any research into the candidate's background and qualifications to the extent permitted by law and furnish any relevant findings to the candidate’s PD and the Agency Recruiter.
1. Background research at this stage may not include research into a candidate's criminal history, which is only permitted following a conditional offer.
2. Financial or credit checks are not permitted at any time.
iii. Once the screening is complete, HR will notify the candidate’s potential PD and/or Supervisory Director of the candidate’s completed screening results.
f. Final Selection and Conditional Offer
i. If the PD determines that the candidate shall be selected for a role after the initial HR screening results, then the Agency Recruiter will review the candidate’s documents to certify that all required documents have been submitted.
ii. After this, the Agency Recruiter must email the candidate an Official Conditional Offer Letter with the candidate’s potential PD and/or Supervisory Director copied, informing them of:
1. the position selected,
2. salary and pay that the candidate will receive if hired,
a. Salary and pay must align with the regulatory budgetary allocation for the respective role.
3. date(s) of upcoming Orientation,
4. any missing documents preventing official hiring, and
5. the need to disclose any upcoming vacations or leave they may need.
iii. If any documents required for the candidate’s hiring are missing, then the Agency Recruiter must:
1. retain the candidate’s application until all documents are received, and
2. use all diligent efforts to obtain the missing documentation for the candidate.
iv. The Agency may consider non-criminal information after a conditional offer if an investigation pursuant to the Agency Investigative Policy and Procedure Manual finds that:
1. the Agency could not have reasonably known the information before the conditional offer, and
2. regardless of the results of the criminal background check, the Agency would not have made the offer if it had known the information before the offer was extended.
Recruitment Policy & Procedure Manual – Issued: January 15, 2025
a. Information could reasonably have been known before a conditional offer if:
i. the information existed prior to the conditional offer, and
ii. could have been obtained by an employer exercising reasonable due diligence.
g. Criminal Background Checks
i. The Agency must begin and complete criminal background checks for all candidates and employees within 120 days of the issuance of this Policy.
ii. The Agency may only request and review a candidate’s criminal history information only after:
1. a conditional offer of employment has been extended to the candidate by the Agency, and
2. the candidate’s non-criminal information has been favorably evaluated by the Agency.
iii. All criminal background checks must be conducted in accordance with applicable legal requirements.
iv. All candidates and employees who undergo criminal background checks by the Agency must:
1. complete all required documentation and authorizations under the Fair Credit Report Act, and
2. be provided with required notices under federal, state, and local laws
v. The goal of criminal background checks are to produce accurate records of a candidate or employee’s state, local, and federal criminal history, if any.
h.
Fair Chance Analysis after Criminal Background Checks
i. All Fair Chance Analyses are considered Investigations and must be conducted pursuant to the Agency Investigative Policy and Procedure Manual.
ii. A criminal background or pending criminal case alone 1 must not be independent grounds for a candidate’s disqualification, employee’s discipline, 2 or any other adverse action unless:
1. the Agency conducts the following Fair Chance Analysis, 3
1 The Agency shall not consider “non-convictions” as defined by applicable laws. “Non-convictions” are completely protected and include arrests that did not result in a criminal conviction, such as cases where a person was found not guilty, or cases that were later sealed. Pending cases must also be addressed in accordance with applicable laws.
2 For purposes of this Policy, “discipline” is defined by the Agency Disciplinary Policy and Procedure Manual
3 When considering a candidate or employee's criminal background or pending case(s), the Agency must consider all factors required by law and any certificate of relief from disabilities or certificate of good conduct to the candidate or employee. Certificates of relief of disabilities or certificates of good conduct shall create a presumption of rehabilitation in regard to the offense or offenses specified therein
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Recruitment Policy & Procedure Manual – Issued: January 15, 2025
2. and makes an Adverse Fair Chance Analysis Finding.
iii. For potential candidates, the Agency may make an Adverse Fair Chance Analysis Finding if after consideration and analysis of all relevant Fair Chance Factors, an Investigation finds that:
1. there is a direct relationship between the candidate’s conviction history or pending case(s) and the prospective job; or
2. employing the candidate would involve an unreasonable risk to property or to the safety or welfare of specific individuals or the general public. 4
iv. For current employees or personnel, the Agency may make an Adverse Fair Chance Analysis Finding if after consideration and analysis of all relevant Fair Chance Factors, an Investigation finds that:
1. there is a direct relationship between the alleged or convicted conduct and the job; or
2. continuing to employ the person would involve an unreasonable risk to property or to the safety or welfare of specific individuals or the general public. 5
v. If the Agency makes an Adverse Fair Chance Analysis Finding and the Agency wishes to withdraw or modify an offer of employment; or discipline an employee, the Agency must do the following beforehand:
1. Disclose to the candidate or employee a written copy of any inquiry it conducted into their criminal history;
2. Share with the candidate or employee a written copy of the Agency’s Fair Chance Analysis on a Fair Chance Evaluation (“FCE”) Form;
3. Allow the candidate or employee to have a reasonable period of at least seven business days from receipt of the inquiry and FCE Form to respond to the Agency’s concerns; and
4. Comply with applicable requirements under the federal Fair Credit Reporting Act and other applicable federal, state, and local laws
vi. If the candidate or employee responds to the Agency’s concerns within the seven business day period, and the Agency decides to reverse its Adverse Fair Chance Analysis, the Agency:
1. must record that decision in writing, and
2. may proceed with the candidate or employee’s appointment.
vii. If the candidate or employee responds to the Agency’s concerns within the seven business-day period, and the Agency still decides to withdraw or
4 N.Y. CORRECT. LAW §752.
5 N.Y.C. Admin Code §8-107(10)(c).
Recruitment Policy & Procedure Manual – Issued: January 15, 2025
modify an offer of employment; or discipline an employee, the Agency must:
1. record that decision internally in writing, and
2. furnish that decision to the candidate or employee in writing within ten days.
viii. If a candidate or employee has both a conviction history and a pending case, the Agency must separately analyze each according to the relevant set of factors required by law.
ix. The Agency must keep a record of all of its current and future employees’ criminal background check results for the period required by law.
i. Intentional Misrepresentations by Candidates or Employees
i. All inquiries into alleged Intentional Misrepresentations by Candidates or Employees are considered Investigations and must be conducted pursuant to the Agency Investigative Policy and Procedure Manual.
ii. The Agency may disqualify a candidate or discipline an employee based on their intentional misrepresentation about their conviction history, pending cases, or non-criminal matters 6 without performing the Fair Chance Analysis.
1. The Agency may not disqualify a candidate or discipline an employee based on their representations about “non-convictions,” as defined by applicable laws.
2. The Agency also must never inquire about or act on “nonconviction” information, as defined by applicable laws.
iii. The Agency may find that a misrepresentation is intentional if:
1. it is made with knowledge of its falsity, and
2. with intent or purpose to deceive.
iv. Before disqualifying a candidate, disciplining an employee, or performing any other adverse action based on an alleged or perceived intentional misrepresentation, the Agency is required to:
1. provide the candidate or employee with a copy of any information or evidence that led the Agency to believe that the candidate or employee intentionally misrepresented their criminal record or other record, and
2. afford the candidate or employee a reasonable period of at least seven business days to respond.
6 Non-criminal matters subject to this provision include but are not limited to intentional misrepresentations about a candidate or employee’s education, credentials, licenses, and experience
Recruitment Policy & Procedure Manual – Issued: January 15, 2025
v. A candidate or employee may successfully challenge the Agency’s finding that the candidate or employee engaged in intentional misrepresentation if the candidate or employee credibly demonstrates either that:
1. the information provided was not a misrepresentation, or
2. that a misrepresentation was unintentional.
vi. If a candidate or employee successfully challenges the Agency’s finding that the candidate or employee engaged in intentional misrepresentation, the Agency must:
1. record that outcome in writing, and
2. not perform any adverse action against the candidate or employee based on that alleged intentional misrepresentation.
vii. If the candidate or employee responds to the Agency’s concerns within the seven business day period, but the candidate or employee still has a relevant conviction history or pending case, then the Agency must conduct the Fair Chance Analysis before taking adverse action against the candidate or employee.
1. If a candidate or employee has both a conviction history and a pending case, the Agency must separately analyze each according to the relevant set of factors required by law.
j. Onboarding
i. The Agency Recruiter must furnish a candidate with an Approval for Hire Form after the candidate has:
1. completed initial screening,
2. presented all documentation required for hiring, and
3. completed the criminal background check
ii. After the Agency Recruiter completes the Approval for Hire Form, all of the candidate’s forms and documentation must be immediately furnished to HR for processing.
iii. HR will verify the documentation received from the Agency Recruiter.
iv. HR may verify any references provided by the candidate.
v. HR will contact the candidate for any missing data (i.e., names, address, phone numbers, dates, etc.)
vi. HR will notify the candidate of the dates to attend Orientation
vii. If any required data is not received or validated within 30 days, then the application is held until the next upcoming Orientation.
viii. If any required data is not received prior to the second upcoming Orientation, then the application is no longer viable, and the candidate must reapply.
ix. The candidate is informed by the HR staff of any updates during this process.
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Recruitment Policy & Procedure Manual – Issued: January 15, 2025
x. The Agency Recruiter and HR will then provide a tentative start date for the candidate based on the PD’s request.
xi. Directors must notify the Agency Recruiter and HR if the candidate has not reported to work by the tentative start date
xii. The PD will send the candidate’s work schedule to HR.
xiii. Before the candidate’s start date, HR will send an email to the Program Director confirming the candidate’s:
1. Orientation Schedule,
2. Expected Start Date, and
3. Agency Email Address.
k. Orientation
i. All new employees must attend the Agency’s Orientation program, which must not exceed five business days.
1. Generally, employees must attend the Agency’s Orientation before starting work. However, employees may be authorized to begin working before attending Orientation by an Executive based on urgent Agency needs or for other reasons.
ii. The employee’s PD, or their designee, should be present to receive and welcome the new employees on the first day of Orientation.
iii. HR will furnish candidates with written notifications of the Orientation’s location, time, and clearly describe whether their Orientation attendance is paid or unpaid.
iv. Upon completing Orientation, HR will notify the PD in writing of the employees who completed Orientation and will start work the following Monday.
VIII. INTERNAL CANDIDATES
a. Internal candidates will be given a minimum of five business days to apply for a position before it is filled to allow for consideration for an internal interview.
b. Once internal interviews are completed, a final decision will be made on an internal candidate’s appointment by the candidate’s potential PD and/or Supervisory Director
c. A PD’s decision on internal promotion shall be final unless there is an AAD, COI, or CV.
d. If the candidate has only one direct supervisor at the Executive, RD, SD, or PD level, then that Executive, SD, RD, or PD’s decision shall be final absent a COI or CV.
i. AADs concerning internal candidates must be resolved pursuant to §X of this Policy.
ii. COIs or CVs concerning internal candidates must be resolved pursuant to the Agency Investigative Policy and Procedure Manual.
Recruitment Policy & Procedure Manual – Issued: January 15, 2025
e. Internal candidates who are not selected for a role should be provided with written feedback to support their professional growth.
IX. INTERNAL PROMOTIONS
a. For internal candidates recommended or selected for promotion, the PD will request and review feedback from HR and Compliance regarding any potential issues, such as written warnings or performance concerns, which may hinder the promotion.
b. If the PD still decides to promote the internal candidate, then the PD, Supervisory Director, and/or the candidate’s current immediate supervisor must complete an Internal Promotion Form (“IPF”) for the internal candidate.
c. The IPF must then be signed and submitted to HR and the Fiscal Department.
d. If the candidate has only one direct supervisor at the Executive, RD, SD, or PD level, then that Executive, SD, RD, or PD’s decision on internal promotion shall be final, unless there is a COI or CV.
e. A PD’s decision on internal promotion shall be final unless there is an AAD, COI, or CV.
i. AADs concerning internal promotions must be resolved pursuant to §X of this Policy.
ii. COIs or CVs concerning internal promotions must be resolved pursuant to the Agency Investigative Policy and Procedure Manual.
f. HR and the Fiscal Department must process the candidate’s internal promotion within five business days of being furnished with the candidate’s IPF.
g. After the internal candidate’s internal promotion is processed, the candidate shall be scheduled to begin their new role in the upcoming pay period.
X. APPEALABLE APPOINTMENT DISPUTES (“AADs”)
a. AADs may arise when personnel within the candidate’s potential chain of command challenges the candidate’s appointment.
b. AADs shall only be declared after an investigation pursuant to the Agency Investigative Policy and Procedure Manual concludes that the appointment, despite the dispute, would more likely than not, create an unreasonable risk to the Agency’s quality of service.
c. AADs about a candidate’s hiring or appointment shall be resolved after a panel presentation by those in the candidate’s potential chain of command to the:
1. Chief Executive Officer,
2. Chief Operating Officer,
3. Chief Fiscal Officer
4. Chief Administrative Officer, and
5. Senior Human Resources Director.
ii. After this presentation, the panel shall vote to determine the candidate’s appointment.
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Recruitment Policy & Procedure Manual – Issued: January 15, 2025
iii. If a candidate receives a majority of votes on the panel, they shall be appointed for the position at issue.
iv. The results of this vote must be recorded in writing.
v. If any member of the panel is determined to have a conflict of interest with the candidate at issue, they must be removed from the voting process pursuant to the Agency Investigative Policy and Procedure Manual or by voluntary recusal.
vi. If the removal of panel member(s) results in a tie vote, the tie-breaking vote shall be made by the Chief Compliance Officer, or their designee.
XI. EXECUTIVE APPOINTMENTS
a. No internal or external candidate may be appointed by the Agency as an Executive unless:
i. the candidate is approved by a majority of the disinterested members of the Board of Directors, and
ii. all current Executives are given the opportunity to review the candidate’s resume and/or attend or conduct an interview with the candidate.
1. If a current Executive desires to waive any of these opportunities, they must do so in writing before the Executive candidate is appointed.
XII. SENIOR DIRECTOR APPOINTMENTS
a. No internal or external candidate may be appointed by the Agency as a Senior Director unless:
i. their appointment is approved by all Executives they may report to or be supervised by, and
ii. every Executive that Senior Director candidate may be supervised by or report to is given the opportunity to review the candidate’s resume and/or attend or conduct an interview with the candidate.
1. If a current Executive desires to waive any of these opportunities, they must do so in writing before the Senior Director candidate is appointed.
XIII. TRAINING AND OVERSIGHT
a. Directors must participate in regular training sessions on recruitment, best practices, compliance requirements, and diversity and inclusion initiatives.
XIV. REGULATORY APPROVALS AND APPOINTMENTS
a. The Agency must comply with any regulatory or legal requirements imposed on the Agency requiring approval of candidates by any regulatory or governmental agency.
b. The requirements of this Policy may be waived if a candidate is appointed and approved for a role by a regulatory or governmental agency granted such authority by law, regulation, or other agreement.
Black Veterans for Social Justice, Inc.
Recruitment Policy & Procedure Manual – Issued: January 15, 2025
XV. POLICY VIOLATIONS
a. HR and/or the Compliance Department may conduct audits of recruitment activities to ensure adherence to this Policy.
b. Any violation of this Policy, including unethical conduct or failure to comply with recruitment guidelines, must be immediately reported to HR and the Compliance Department and investigated pursuant to the Agency Investigative Policy and Procedure Manual.
c. Violations of this Policy may result in disciplinary action, up to and including dismissal.