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How are extradition cases legally managed in Paraguay and what are the principles and regulations applicable to this process?
The legal management of extradition cases in Paraguay follows the provisions of Law No. 1,344/88 on Passive Extradition. This process is governed by principles such as double criminality, which establishes that the act for which extradition is requested must be considered a crime in both countries.
What legal remedies and appeals are available to companies in Peru who believe they have been unfairly included on risk lists?
Companies in Peru that find themselves in this situation can seek legal advice and appeal to the competent authorities. It is important to know and exercise your legal rights to address any unfair inclusion on risk lists.
Can I obtain a person's judicial record in Brazil if I am a citizen who wants to verify the suitability of a candidate to hold a position in a religious institution?
Brazil As a citizen in Brazil, you can obtain information about the suitability of a candidate to hold a position in a religious institution through the competent bodies of the respective religion. These bodies can provide information about the candidate's background, training, and any disciplinary sanctions imposed in the exercise of his or her religious duties.
What regulations apply to accounting and auditing in Paraguay?
Law No. 4,580/2012 and its regulations regulate accounting and auditing in Paraguay, including the obligation to keep accurate records.
What are the legal implications of not carrying out background checks in hiring processes in Guatemala?
Failure to carry out background checks in hiring processes in Guatemala may have legal implications. Employers could expose themselves to risks, such as hiring individuals unsuitable for certain roles, and this could result in safety issues, legal liability, or even penalties for non-compliance with labor regulations.
How can employers in Chile ensure privacy and data protection in background checks?
To ensure privacy and data protection in background checks, employers must comply with Law No. 19,628 on the Protection of Privacy. This includes obtaining candidate consent, securing information handling, limiting data collection, and securely deleting information once it is no longer needed. Transparency should also be provided to the candidate about how their information will be used.
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