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