Employment at 博彩网站

You already know that 博彩网站 is a great place to learn. But did you know that 博彩网站 is also a great place to work?

Welcome to our online employment site. Please see our list of current openings. Please click on any position to see more information and to apply. If you are a returning applicant and would like to update documents for a posting for which you've already applied, click on Returning Applicant Login.

Please note that paper applications sent via mail, e-mail, fax, or hand-delivered are no longer accepted. If you have any technical difficulties during your online application process, please contact our Human Resources Office, 413-755-4361, for assistance.

Legal Authorization to Work

All candidates must have legal authorization to work in the United States. Springfield Technical Community College is not sponsoring H1B Visa.se

Information Awareness Security Training

Candidates for employment should be aware that all 博彩网站 employees are required to complete Information Awareness Security Training within thirty days of their orientation date and annually thereafter.

Reasonable Accommodations

博彩网站 is committed to the full inclusion of all qualified individuals. As part of this commitment, the College will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact Kathryn C. Senie, J.D., Ed.D., Director of Compliance, Affirmative Action Officer/Title IX Coordinator, and ADA Coordinator at 413-755-5642 or kcsenie@dgrzzx.com.

Pre-employment Background and Screening

Employment is contingent on the successful completion of the background review process. 博彩网站 works with American Data Bank to complete background investigations, confirm the candidate's qualifications, credentials, and suitability relative to the requirements of the position for which they are being considered. Background reviews are regulated by federal and state statutes, such as the Fair Credit Reporting Act, when the checks are conducted by a contracted party.

Candidates offered a position at 博彩网站 may be subject to a pre-employment background check. Employment is contingent upon the completion and review of a successful background check.

A criminal record WILL NOT automatically disqualify the applicant from consideration, and will only be considered in relation to specific job requirements.  博彩网站’s policy applies to all new hires, including adjunct faculty and staff. The level of pre-employment screening is based on the requirements of the position, however at a minimum will consist of verification of identity, education, criminal history, and sex offender background checks.  博彩网站 may refuse to hire the finalist, may rescind an offer of employment of a finalist, or may review and terminate the employment of a current employee not successfully completing the background review process.

Candidates offered a position at 博彩网站 may be subject to a pre-employment background check. Employment is contingent upon the completion and review of a successful background check.

Policy Statement on Affirmative Action, Equal Opportunity & Diversity

The Board of Higher Education and the Boards of Trustees of the Community Colleges maintain and promote a policy of non-discrimination on the basis of race, creed, religion, color, gender, gender identity, sexual orientation, age, disability, genetic information, maternity leave, military service and national origin (“protected class(s)/classification(s).” Further, this policy prohibits retaliation and incorporates by reference, and where applicable, the requirements of Titles VI and VII of the Civil Rights Act of 1964; Title VI of the Civil Rights Act of 1968; Titles I and II of the Civil Rights Act of 1991; Title IX of the Education Amendments of 1972 and its regulations found at 34 C.F.R. part 106; Equal Pay Act of 1963; Civil Rights Restoration Act of 1988; Sections 503 and 504 of the Rehabilitation Act of 1973; Americans with Disabilities Act of 1990; Section 402 of the Vietnam-era Veterans Readjustment Act of 1974, Uniformed Services Employment and Reemployment Rights Act (USERRA); Age Discrimination Act of 1975; Age Discrimination in Employment Act of 1967, as amended; Family and Medical Leave Act of 1993; Federal Executive Order 11246 of 1965, as amended by Executive Order 11375 of 1967; Federal Executive Order 12900 of 1994; Federal Executive Order 13145 of 2000; Federal Executive Order 13160 of 2000; Federal Executive Order 13166 of 2000; Massachusetts Civil Rights Act; Massachusetts General Laws Chapters 151B, 151C, and Chapter 149; directives of the BHE, the Boards of Trustees of the Community Colleges and the Commonwealth of Massachusetts; and other applicable local, state and federal constitutions, statutes, regulations and executive orders.

Equal Opportunity Statement

博彩网站’s personnel and academic decisions, programs, and policies are formulated and conducted in a manner that will ensure equal access for all people and prevent discrimination. As part of this effort, a College will ensure that employment and academic decisions, programs, and policies will be based solely on the individual eligibility, merit, or fitness of applicants, employees, and students without regard to race, color, creed, religion, national origin, age, disability, sex, marital status, military service, gender identity, genetic information, sexual orientation, or political or union affiliation.

All inquiries concerning the application of the above policies should be directed to Kathryn C. Senie, J.D., Ed.D., Director of Compliance, Affirmative Action Officer/Title IX Coordinator, and ADA Coordinator at 413-755-5642 or kcsenie@dgrzzx.com.