Subpart B—Minimum Standards of Character and Suitability for Employment
Sections
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63.10
§ 63.10 Purpose. -
63.11
§ 63.11 What is a determination of suitability for employment and efficiency of service? -
63.12
§ 63.12 What are minimum standards of character? -
63.13
§ 63.13 What 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? -
63.14
§ 63.14 What positions require a background investigation and determination of suitability for employment or retention? -
63.15
§ 63.15 What questions should an employer ask? -
63.16
§ 63.16 Who conducts the background investigation and prepares the determination of suitability for employment? -
63.17
§ 63.17 How does an employer determine suitability for employment and efficiency of service? -
63.18
§ 63.18 Are the requirements for Bureau of Indian Affairs adjudication different from the requirements for Indian tribes and tribal organizations? -
63.19
§ 63.19 When should an employer deny employment or dismiss an employee? -
63.20
§ 63.20 What 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? -
63.21
§ 63.21 Are 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? -
63.22
§ 63.22 Can an employer certify an individual with a prior conviction or substantiated misconduct as suitable for employment? -
63.23
§ 63.23 What rights does an applicant, volunteer or employee have during this process? -
63.24
§ 63.24 What protections must employers provide to applicants, volunteers and employees? -
63.25-63.29
§§ 63.25-63.29 [Reserved]