Federal (United States) · Regulations
Subpart B — Minimum Standards of Character and Suitability for Employment
15 sections
15 sections
- 25 C.F.R. § 63.10Purpose.
- 25 C.F.R. § 63.11What is a determination of suitability for employment and efficiency of service?
- 25 C.F.R. § 63.12What are minimum standards of character?
- 25 C.F.R. § 63.13What does the Indian Child Protection and Family Violence Prevention Act require of the Bureau of Indian Affairs and Indian tribes or tribal organizations receiving funds under the Indian Self-Determination and Education Assistance Act or the Tribally Controlled Schools Act?
- 25 C.F.R. § 63.14What positions require a background investigation and determination of suitability for employment or retention?
- 25 C.F.R. § 63.15What questions should an employer ask?
- 25 C.F.R. § 63.16Who conducts the background investigation and prepares the determination of suitability for employment?
- 25 C.F.R. § 63.17How does an employer determine suitability for employment and efficiency of service?
- 25 C.F.R. § 63.18Are the requirements for Bureau of Indian Affairs adjudication different from the requirements for Indian tribes and tribal organizations?
- 25 C.F.R. § 63.19When should an employer deny employment or dismiss an employee?
- 25 C.F.R. § 63.20What should an employer do if an individual has been charged with an offense but the charge is pending or no disposition has been made by a court?
- 25 C.F.R. § 63.21Are there other factors that may disqualify an applicant, volunteer or employee from placement in a position which involves regular contact with or control over Indian children?
- 25 C.F.R. § 63.22Can an employer certify an individual with a prior conviction or substantiated misconduct as suitable for employment?
- 25 C.F.R. § 63.23What rights does an applicant, volunteer or employee have during this process?
- 25 C.F.R. § 63.24What protections must employers provide to applicants, volunteers and employees?