This author has yet to write their bio.Meanwhile lets just say that we are proud mvela contributed a whooping 13 entries.
Entries by mvela
How Allstate supports employees’ well-beingJanuary 17, 2022 /in All Blogs, Why Allstate /by mvela
What it feels like to build a new AllstateDecember 17, 2021 /in All Blogs, Technology and Innovation /by mvela
For Allstate, the future of work is virtualOctober 28, 2021 /in All Blogs, Why Allstate /by mvela
From NSBE to Allstate TechnologistMarch 22, 2021 /in All Blogs, College to Corporate /by mvela
Notice on Recruitment FraudNovember 21, 2020 /in All Blogs allstate, card information, career site, credit card, credit card information, employment from people, fictitious job, fictitious job opportunities, fraud, information, job, job opportunities, offers of employment, offers of employment from people, personal information, recruitment, recruitment fraud, respond to unsolicited, subject recruitment, subject recruitment fraud /by mvela
Allstate Employee Resource Groups come together to support two nonprofitsOctober 21, 2020 /in All Blogs, Why Allstate cookbook to rohan, del progreso, del progreso latino, edition of the recipes, first edition, first edition of the recipes, good cookbook, good cookbook to rohan, instituto del, instituto del progreso, instituto del progreso latino, latino, progreso latino, recipes, recipes for good cookbook, rohan, rohan barot, shared diana, suicide prevention, trevor project /by mvela
Allstaters are partnering with GenderCool to empower youthOctober 20, 2020 /in All Blogs, Why Allstate 2018, allstate, allstaters, champions, employee, gendercool, gendercool champions, gendercool's mission, goldstein, grosshandler, mission, pride, raising, stories, support, supported, tell, transgender, world, youth /by mvela
Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.
For jobs in San Francisco, please click here for information regarding the San Francisco Fair Chance Ordinance.
For jobs in Los Angeles, please click here for information regarding the Los Angeles Fair Chance Initiative for Hiring Ordinance.
To view the “EEO is the Law” poster click here. This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs.
To view the FMLA poster, click here. This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint.
To view the EPPA poster, click here. This Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.
It is the Company’s policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee’s ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee’s terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.
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