Introduction

Much of this section of the operations guide is currently under development. Employment Resource Services will notify you as soon as it is available.

Refusing Service to Individuals

This section of the operations guide is currently under development. Employment Resource Services will notify you as soon as it is available.

Refusing Service to Employers and Other Community Organizations

Managers address questions as to the propriety of a job posting in their service area. Managers may contact the ERS headquarters staff with questions concerning this policy.

Types of Organizations or Resources not Serviced

Network Marketing, Multi-Level Marketing, or Similar Organizations

It is the policy of ERS to not allow network marketing, multi-level marketing (MLM), or other similar type organizations to post opportunities on LDSJobs.org. The phrase “MLM” is used to refer to organizations that would want to post on the ERS web site and which, irrespective of their phrasing, offer a position that will not result in a traditional employee/employer relationship.

Recruiting Agencies

Third party job posting Web sites, such as Monster.com, Indeed.com, BestJobs.ph, will not be aggregated on LDSJobs.org. Recruiting agencies’ Web sites may be aggregated if the use of a recruiting agency is the primary means of identifying employees for a given company.

When we aggregate jobs from a recruiting agency’s Web site, ERC staff will:

1. Establish relationships with the recruiting agency, as they would for any employer
2. Establish relationships with the end employer, where possible
3. Make every effort to avoid duplicate job postings

Businesses or Franchises For Sale

Commission-Only Positions that Do Not Offer Medical Benefits

How to Refuse Service to Resources

To provide an excellent customer experience, staff members research and contact all new organizations that register to use LDSJobs.org (specifically editors for business, education resources, and self-employment resources).

Research

Before the initial contact is made:

• Briefly analyze the organization
• Study the profile and the organization’s website
• Learn what the organization does, what needs they might have, and how we may best help to fill their needs
• Identify incomplete, inaccurate, or questionable data (e.g. invalid phone numbers, vague data, etc.)

Contact

After researching the organization:

• Contact the individual and welcome them to the site
• Use the information gathered during your research to offer suggestions on how we might help them meet their organization’s needs
• Provide instructions and assistance to maximize the quality of their experience with LDS Employment

Remove Rights (if needed)

When a concern is identified, paid staff should visit directly with the individual. For a more positive outcome, visit in person. Use a non-confrontational approach to explain our policy.

• If the organization is a MLM, explain that LDS Employment focuses our relationship with the corporate office rather than individual distributors
• If the organization doesn’t fit with our policy, explain that we will limit or remove their access to LDSJobs.org
• At times you may also feel impressed to consult with the individual’s priesthood leader to explain our policy and to inform the leader that the individual may be upset and contact the leader
• If you are concerned with legal ramifications, contact headquarters staff for assistance

 

After visiting directly with the individual, do the following:

• Remove the individual’s role as an editor and their right to search candidates. Typically the user is allowed continued use of the site as a candidate
• If the user persists in abusing the system (e.g. creates more inappropriate jobs, organizations, etc.) you may also deactivate the user. Deactivated user accounts are unable to access the system
• If an organization is ineligible to use our website, deactivate the organization. Deactivated organizations will not appear on LDSJobs.org and cannot be reactivated (because deactivating an organization is basically deleting an organization, to add the organization again you must begin anew and list everything about the company on LDSJobs.org).

Assisting Those Who May be Undocumented Workers

Center staff should treat all applicants as if they meet legal employment eligibility requirements.

• Do not ask questions about applicant’s legal employment eligibility. Center staff is not in a position to determine eligibility. The determination as to eligibility rests with the employer.
• Occasionally an applicant may voluntarily reveal that they may not be eligible to work in the U.S.
• Once revealed, staff should inform the applicant that employers are required to verify identity and employment eligibility.
• Center staff should not refer this applicant to a job.
• If center staff is asked to assist an individual in obtaining legal immigration status, they should:
• Indicate that this is not a service provided by LDS Employment Resource Services.
• Provide a list of available legal and social service resources in the community that assist undocumented workers.
• In all cases, follow local laws.

Background Checks

Center staff does not ask questions about an applicant’s legal employment eligibility. Center staff is not in a position to determine eligibility. The determination as to eligibility rests with the employer.

Endorsing Resources

This section of the operations guide is currently under development. Employment Resource Services will notify you as soon as it is available.

Assisting Ex-Offenders

This section of the operations guide is currently under development. Employment Resource Services will notify you as soon as it is available.

Documenting Disabilities

This section of the operations guide is currently under development. Employment Resource Services will notify you as soon as it is available.

Records Management

This section of the operations guide is currently under development. Employment Resource Services will notify you as soon as it is available.

Release of Information

This section of the operations guide is currently under development. Employment Resource Services will notify you as soon as it is available.

Introduction

Some of this section of the operations guide is currently under development. Employment Resource Services will notify you as soon as it is available.

Computer Policies

See Section 14 of this operations guide for information about computer policies.

Correlation and Intellectual Properties (IP)

See Section 21.3 of this operations guide for information about correlation and intellectual properties.

Information and Communication

ERS strictly adheres to the Church Information and Communication policy located in Policy Point.

Linking to Third Party Internet Material

Sometimes there are videos and other third party produced materials found on the Internet that may be helpful for occasional use in trainings or workshops. The use of good materials is encouraged, however if you desire to use any third party created material the following criteria must be met prior to its use:

• The ERC Manager must obtain approval from their MFO prior to use;
• The material must be relevant and not contradictory to current ERS training material;
• The material must in no way harm or offend the good name of the Church or its mission;
• The training video must be brief so as to not overpower or replace the authorized Career Workshop or other standardized ERS material;
• The material must be hosted by the owning entity that created it;
• The material may NOT be downloaded – you may only stream the material from the authorized website by a hyperlink (This prevents the Church from becoming liable if the owning-entity decides to not publicly offer their material).

These guidelines must be followed to protect the Church from knowingly or unknowingly violating any possible copyright, proprietary or other laws.

Fleet Vehicles

See Section 20.5 of this operations guide for information about fleet vehicles.