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Equal Opportunity

Jackson Preparatory & Early College believes that all people are entitled to equal employment opportunity.

JPEC an equal-opportunity employer. We recruit and hire those people best qualified to fill open positions, without regard to race, color, religion, sex, height, weight, age, national origin, handicap, marital or veteran status, or any other protected classification.

We make training, promotion, transfer, and layoff decisions without regard to race, color, religion, sex, height, weight, age, national origin, handicap, marital or veteran status, or any other protected classification. These employment determinations are, however, made at the sole discretion of JPEC. Employees who believe this policy has been violated should speak with their supervisor. Employees who believe their supervisor has not or cannot adequately address the problem are encouraged to speak with the human resource department.

Pre-Employment Reference Checks

To ensure that individuals who join JPEC are well-qualified and have a strong potential to be productive and successful, it is our policy to check the employment references of all applicants. Reference check inquiries from other organizations will only be responded to when written authorization from the employee is received. All such documentation should be forwarded to the human resources department for processing. Responses to such inquiries will confirm only dates of employment and position(s) held. An inquiry involving rate of pay may be disclosed only if the employee has signed off on the applicable institutions approval/acknowledgement document or agreement.

 - Criminal History and Educational History

As a condition of their employment, all employees are required to submit to a criminal history review. A criminal history review through the Michigan State Police database shall be administered. The criminal history review shall include a fingerprint check and a simultaneous FBI check. Individuals who refuse to submit to a criminal history review or whose criminal history review reveals that they have been convicted of a crime or have violated the law may not be offered employment and/or may be subject to termination. Individuals whose criminal history review reveals that they have been convicted of a felony may not be offered employment and/or will be terminated. Individuals whose criminal history reveals that they have been convicted of or have pleaded nolo contendere to a crime listed in Michigan Legislature Section 380.1230 will not be offered employment. No person employed or otherwise associated with the worksite location that has been convicted of or has pleaded nolo contendere to a crime related to misappropriation of funds or theft shall be engaged in direct processing of funds.

Employees are required to provide notarized certification and official transcripts or submit to an educational verification search to verify units earned/degree received or in-service hours. These requirements must be completed before beginning employment, and the information must be submitted to the human resources department. To the extent permitted by law, the institution may require that these costs be accepted by the employee. Individuals whose educational background differs from that of the job description will not be considered for employment.

 - Drug Testing

Testing laboratories may conduct testing only for substances included on the disclosure list provided to the individual, and may not conduct general testing related to the medical conditions of the individual which are unrelated to drug usage.

 - Retesting

Candidates may request a retest of their positive test results, within five working days after notification by the Company of such positive test result. This retest is at the expense of the individual, unless the original test result is called into question by the retest.

 - Re-Application and Rehire

JPEC understands that individuals who are rehabilitated drug users or engaged in a supervised drug rehabilitation program and are no longer using drugs are protected under the Americans with Disabilities Act. Therefore, we will consider the applications of candidates who formerly tested positive for drugs if candidates can subsequently show evidence of rehabilitation.

JPEC is committed to employing only US citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act (IRCA), each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 by the first day that his or her employment for pay begins and present documentation establishing identity and employment eligibility.

Former employees who are re-hired must also complete the form if they have not completed an I-9 with the Company within the past three years, or if their previous I-9 is no longer retained or valid.

Employees with questions or who are seeking more information on immigration law issues are encouraged to contact the human resources department. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.

Federal and state laws require us to report basic information about new employees, including your name, address, and Social Security number, to a state agency called the State Directory of New Hires. The state collects this information to enforce child support orders. If the state determines that you owe child support, it will send us an order requiring us to withhold money from your paycheck to pay your child support obligations.

You can find several helpful resources on child support reporting requirements at the website of the Office of Child Support Enforcement, a subdivision of the federal government’s Department of Health and Human Services, at www.acf.hhs.gov/programs/css.