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How is the incorporation of disciplinary records in the personnel selection process in Panama legally handled?
Disciplinary records may be considered in the selection process, but must be handled fairly and legally, complying with labor regulations in Panama.
What laws protect privacy and prevent invasion of privacy in Honduras?
The protection of privacy and the prevention of invasion of privacy in Honduras are supported by the Constitution of the Republic and other related laws. These laws establish the right to privacy and prohibit unauthorized disclosure of personal information, espionage and other intrusive practices.
What are the rights of same-sex couples in Argentina?
In Argentina, same-sex couples have the same rights and obligations as heterosexual couples in terms of marriage and parentage. They have the right to marry, adopt children, and access the same legal benefits and protections as heterosexual couples.
What are the rights of workers in relation to training and professional development in Colombia?
Workers in Colombia have rights to receive training and professional development from their employers. This may include training programs, specialized courses and continuous learning opportunities. Employers must facilitate access to these opportunities to promote employee growth and development.
What is the declaration of absence in the Dominican Republic?
The declaration of absence in the Dominican Republic is a legal procedure through which the condition of absence of a person who has disappeared without a trace for an extended period of time is established. This declaration allows measures to be taken to protect the rights and assets of the absentee.
Can employers in Mexico make employment decisions based on a candidate's criminal record?
Employers in Mexico can make employment decisions based on a candidate's criminal history as long as the information is relevant to the position in question. However, it is important that these decisions are based on a fair and equitable evaluation of the record. Automatic exclusion of candidates based solely on criminal records may be discriminatory. Companies should consider the severity and relevance of criminal records and allow candidates to explain their situation before making final decisions.
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