pivotal role by assisting the commander with policy awareness, training, command climate assessments, complaints processing and overall advisory assistance concerning the prevention of sexual harassment. 7–2. Chain of command responsibilities Commanders and supervisors will— a. Ensure that assigned personnel (to include RC personnel under their jurisdiction) are familiar with the Army policy on sexual harassment. b. Publish and post written command policy statements for the prevention of sexual
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President/CEO Bonny Nickle, Ed.D., Provost Eric Sharkey, M.Ed., Director of Education Bill Luton, Ph.D., Director of Assessment and Dean of Business Carlo Tannoury, Ph.D. Candidate, Dean of Computer Information Systems Patricia Drown, Ph.D., Dean of Criminal Justice and General Studies C.J. Bishop, M.B.A., Institutional Research Frank Vazquez, Operations Director Parrish Nicholls, J.D., Director of Compliance Lindsay Oglesby, Admissions Director Abby Dolan, B.A., Registrar Sasha Heard, M.B.A., Student
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electronic resource security policy to deploy within the organization. The policy will be designed to protect the organization’s valuable electronic assets, but also be flexible enough to accommodate the employees as they execute in their jobs and get business done. Communications and data security aspects such as smartphone access, remote data access, and internal electronic email such as email and IM messaging. The paper will discuss the difference between policy and implementation, and describe
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health record is or contains. This can be a problem for an organization, as they try to determine what part of a patient’s medical record could be used in court. Each organization has to come up with their own legal health record as well as policies and procedures surrounding them. As an organization starts to define what their legal heath record is, there are some issues that need to be addressed and focused on. The first issue is whether the legal health record will be electronic, paper or both
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federal civil rights law that proscribes discrimination on the substratum of sex, which can includes sexual harassment, rape, and sexual assault in any educational program or activity that receives federal funding (ACLU, 2015). However this public policy is inconsistent in some ways. In order to make it more
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90% of whom have been sentenced for felony offenses. Eighty-eight percent of probationers are assigned to standard caseload supervision, while 12% are supervised in specialized programs designed for specific offender populations. Probation is a criminal sentence which allows defendants to remain in the community in lieu of incarceration. It is the most frequently used sentencing option. Nearly two-thirds of all convicted offenders are sentenced to probation. While on probation, offenders must
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Historical Policy Comparison Jermaine Hunt, Jason McFadden, Kendra Williams, Michael Dasher CJA/464 December 10, 2013 Ken Jones Historical Policy Comparison Criminal justice policy over the past 50 has evolved. The key issues of criminal justice policies were gangs, drugs, juvenile, root causes of crime, and gun control. Currently, the key issues are terrorism, illegal immigration, and global organized crime. Traditionally, criminal justice policies were issued by state and local governments
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report addressing e-mail, Internet use, and privacy policies. Answer the following questions in your report: o What are the e-mail use, Internet use, and privacy policies at your job? The email policy at my job at the Florida Foundation for Families (hereinafter “FFF”) are that work email is strictly to be used for work purposes and not for personal use. The policy is covered in our Employee Handbook, and states that the rationale for the policy is that we should only be working during work time
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employees and even time and data management. Within the criminal justice organization it is much more important than just making sure the criminal justice agency is merely operating properly. Achieving and maintaining efficient productivity, performance values, and efficiency are crucial in order for any organization to be successful (Mihalicz, 2012). Applying the theories of organizational effectiveness to the management aspect of criminal justice organizations and personnel will help supervisors
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your employer of choice. As with any employer, there are a few policies you must follow if you are to be a successful part of the NESCO Resource team. This handbook contains some of NESCO Resource’s policies and you should review them carefully prior to the start of your employment. Like other businesses, NESCO Resource reserves its right to change and modify its policies from time to time. If you have any questions regarding our policies, please contact your local NESCO Resource representative as soon
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