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ESPA-Employment_Seeker_Protection_Act.html
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"}ol{margin:0;padding:0}table td,table th{padding:0}.c6{margin-left:36pt;padding-top:12pt;padding-left:0pt;padding-bottom:12pt;line-height:1.5;orphans:2;widows:2;text-align:left}.c5{color:#000000;font-weight:400;text-decoration:none;vertical-align:baseline;font-size:11pt;font-family:"Arial";font-style:normal}.c1{color:#000000;font-weight:700;text-decoration:none;vertical-align:baseline;font-size:18pt;font-family:"Arial";font-style:normal}.c2{color:#000000;font-weight:400;text-decoration:none;vertical-align:baseline;font-size:14pt;font-family:"Arial";font-style:normal}.c8{padding-top:0pt;padding-bottom:0pt;line-height:1.15;orphans:2;widows:2;text-align:left}.c7{padding-top:0pt;padding-bottom:0pt;line-height:1.5;orphans:2;widows:2;text-align:left}.c3{background-color:#ffffff;max-width:468pt;padding:72pt 72pt 72pt 72pt}.c4{padding:0;margin:0}.c0{font-size:14pt;font-weight:700}.c9{height:11pt}.title{padding-top:0pt;color:#000000;font-size:26pt;padding-bottom:3pt;font-family:"Arial";line-height:1.15;page-break-after:avoid;orphans:2;widows:2;text-align:left}.subtitle{padding-top:0pt;color:#666666;font-size:15pt;padding-bottom:16pt;font-family:"Arial";line-height:1.15;page-break-after:avoid;orphans:2;widows:2;text-align:left}li{color:#000000;font-size:11pt;font-family:"Arial"}p{margin:0;color:#000000;font-size:11pt;font-family:"Arial"}h1{padding-top:20pt;color:#000000;font-size:20pt;padding-bottom:6pt;font-family:"Arial";line-height:1.15;page-break-after:avoid;orphans:2;widows:2;text-align:left}h2{padding-top:18pt;color:#000000;font-size:16pt;padding-bottom:6pt;font-family:"Arial";line-height:1.15;page-break-after:avoid;orphans:2;widows:2;text-align:left}h3{padding-top:16pt;color:#434343;font-size:14pt;padding-bottom:4pt;font-family:"Arial";line-height:1.15;page-break-after:avoid;orphans:2;widows:2;text-align:left}h4{padding-top:14pt;color:#666666;font-size:12pt;padding-bottom:4pt;font-family:"Arial";line-height:1.15;page-break-after:avoid;orphans:2;widows:2;text-align:left}h5{padding-top:12pt;color:#666666;font-size:11pt;padding-bottom:4pt;font-family:"Arial";line-height:1.15;page-break-after:avoid;orphans:2;widows:2;text-align:left}h6{padding-top:12pt;color:#666666;font-size:11pt;padding-bottom:4pt;font-family:"Arial";line-height:1.15;page-break-after:avoid;font-style:italic;orphans:2;widows:2;text-align:left}</style></head><body class="c3 doc-content"><p class="c7"><span class="c1">Employment Seeker Protection Act (ESPA)</span></p><ol class="c4 lst-kix_p6t1gqqvzwiv-0 start" start="1"><li class="c6 li-bullet-0"><span class="c0">Valid Job Listing.</span><span class="c2"> A $10,000 fine shall be assessed to any company or person that posts a job listing which does not have a legitimate position. Applicants can question whether it is a “glost” listing, and file a complaint if they believe there is no valid opening. Companies will be required to prove the position exists, and provide reasons for not actively responding and/or pay a fine to comply.</span></li></ol><ol class="c4 lst-kix_6najfgvehxfc-0 start" start="2"><li class="c6 li-bullet-0"><span class="c0">Hiring Process Full Transparency.</span><span class="c2"> Employers must provide a document with details of the selection, stages of the hiring process, and decision processes to applicants before they apply.</span></li><li class="c6 li-bullet-0"><span class="c0">Job Application Status.</span><span class="c2"> Right to know the status of one’s job application. Employers must disclose the status of a job application within the hiring process and include approximate time for decision. All responses must be within 48 hours.</span></li><li class="c6 li-bullet-0"><span class="c0">AI Disclosure. </span><span class="c2">Disclosure of the use of AI in the hiring process. Employers must detail the use of AI including specific tools used and their purpose.</span></li><li class="c6 li-bullet-0"><span class="c0">Rejection reason.</span><span class="c2"> A specific reason for the rejection of the application for a position should be provided within 48 hours directly to the applicant. The reason must include whether or not the applicant would qualify for re-application. </span></li><li class="c6 li-bullet-0"><span class="c0">Job Seeker Personal Data</span><span class="c2"> Removal. ly remove all digital records of an applicant's data upon filling a position within 60 days. Should the applicant be considered for additional positions, these should be considered separately. Employers may not store private personal data without requesting permission for each 60 day period.</span></li></ol><ol class="c4 lst-kix_8aliykot21i4-0 start" start="7"><li class="c6 li-bullet-0"><span class="c0">Mutual media access. </span><span class="c2">All video, audio and transcripts collected within the hiring process shall be made available to the applicant.</span></li><li class="c6 li-bullet-0"><span class="c0">Screenings, psychometrics & Assessments</span><span class="c2"> appropriate use policy. Employers shall disclose all evaluation or profiling tools and their purpose with regard to the specific position to the applicant.</span></li><li class="c6 li-bullet-0"><span class="c0">3rd Party Disclosures.</span><span class="c2"> Employers are obligated to specifically identify all third parties that will have access to any personal identifiable data of any applicant for any reason and provide the entire list and the reason of the function of the third-party to the applicant BEFORE any such information is shared. this includes any agencies background checks technology systems software systems, marketing firms, and any other third-party entities that will have access to the applicants information.</span></li><li class="c6 li-bullet-0"><span class="c0">No discrimination clause.</span><span class="c2"> Employers may not discriminate by name, location, identifiable, data disabilities, color, race, sexual origin, gender in the entirety of the application process. </span></li><li class="c6 li-bullet-0"><span class="c0">Work environment full disclosure.</span><span class="c2"> employers must provide any details that may deter a job seeker from applying to the position due to toxic environments hardships, conflicts and anything that may affect any decision making by the applicant.</span></li><li class="c6 li-bullet-0"><span class="c0">Closed Loophole clause. </span><span class="c2">Employers may not create or invent any status that provides a limbo or loophole that prevents the applicant from receiving the fair policy, stated herein.</span></li><li class="c6 li-bullet-0"><span class="c0">Recruiters and Contractors.</span><span class="c2"> any representative of the employer assumes entasked with hiring must abide by the same rules as the employers they represent.</span></li><li class="c6 li-bullet-0"><span class="c0">Enforcement and Reporting. </span><span class="c2">any government body organization, or entity that intends to apply the ESFA should provide a designated officer to enforce the rules of the ESFA. the department or person should have clear email and phone contact information accessible by the public.</span></li></ol><p class="c8 c9"><span class="c5"></span></p><p class="c8"><span>Last edit: 9/5/2024</span></p></body></html>