[91635] in SIPB IPv6
URGENT MESSAGE Record#00053208535 with your name.
daemon@ATHENA.MIT.EDU (Public Records Service)
Thu May 25 14:37:09 2017
Date: Thu, 25 May 2017 14:24:50 -0400
From: "Public Records Service" <public_records_service@futhm.com>
To: <sipbv6-mtg@charon2.mit.edu>
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<td> <p> </p> <p> </p> <p>URGENT MESSAGE Record#000532=
52316600<br /> =3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=
=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D<br /> =3D=3D=3D=3D=3D=
=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=
=3D=3D=3D=3D=3D</p> <p>One (1) or more negative items may have just been ad=
ded to your public record file (within the last 24 hours). </p> <p> These i=
tems along with your previous personal history are public record and anyone=
can view this information about you by just entering your name on the inte=
rnet </p> <p> ------------------<span style=3D"font-size: 15px; font-famil=
y: Tahoma, Geneva, sans-serif; ">-----<span style=3D"font-size: 15px; font=
-family: Tahoma, Geneva, sans-serif; ">-------</span>--</span>-<br /> PENDI=
NG May 25th<br /> -----------------<span style=3D"font-size: 15px; font-fa=
mily: Tahoma, Geneva, sans-serif; ">-------</span><span style=3D"font-size:=
15px; font-family: Tahoma, Geneva, sans-serif; ">-------</span>-- </p> <p=
> ATTN: Review your updated public personal records <a href=3D"http://www.futhm.com/ad98Oj613EX7HN23PnvkLX-dhVtFMuKmji10hvV0ONW1a8/pound-traveler'"=
>HERE</a> </p> </td>=20
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<td style=3D"text-align:center; font-size: 12px; " colspan=3D"2"> <br =
/> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> These wil=
l no longer arrive to your inbox by telling us on <a href=3D"http://www.futhm.com/88186vO1l3ZR8n23onvkLX-dhVtFMuKmji10hvV0ONW982/pound-traveler">th=
is page.</a> 150 Motor Parkway , suite 401, #7668 Hauppauge, NY 11788 </td>=
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<td colspan=3D"2"> <p style=3D"text-align: center; font-size: 12px; ">=
To Disable any e-mails from us Now <a href=3D"http://www.futhm.com/b1589EVYI13i9F23xnvkLX-dhVtFMuKmji10hvV0ONWeaa/metropolitan-approachable" style=3D"color:#999; =
"> Visit This Link</a> or If you Prefer the Traditional way, you could Send a Letter to This Address: 2417 S 15th St Lincoln NE 68502-3637 </p> <=
/td>=20
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When making personnel decisions - including hiring,=
retention, promotion, and reassignment - employers sometimes want to consi=
der the backgrounds of applicants and employees. For example, some employer=
s might try to find out about the person's work history, education, crimina=
l record, financial history, medical history, or use of social media. Excep=
t for certain restrictions related to medical and genetic information (see =
below), it's not illegal for an employer to ask questions about an applican=
t's or employee's background, or to require a background check.However, any=
time you use an applicant's or employee's background information to make a=
n employment decision, regardless of how you got the information, you must =
comply with federal laws that protect applicants and employees from discrim=
ination. That includes discrimination based on race, color, national origin=
, sex, or religion; disability; genetic information (including family med=
ical history); and age (40 or older). These laws are enforced by the Equal=
Employment Opportunity Commission (EEOC).In addition, when you run backgro=
und checks through a company in the business of compiling background inform=
ation, you must comply with the Fair Credit Reporting Act (FCRA). The Feder=
al Trade Commission (FTC) enforces the FCRA. This publication explains how =
to comply with both the federal nondiscrimination laws and the FCRA. It's a=
lso a good idea to review the laws of your state and municipality regarding=
background reports or information because some states and municipalities r=
egulate the use of that information for employment purposes.Before You Get =
Background InformationWhen making personnel decisions - including hiring, r=
etention, promotion, and reassignment - employers sometimes want to conside=
r the backgrounds of applicants and employees. For example, some employers =
might try to find out about the person's work history, education, criminal =
record, financial history, medical history, or use of social media. Except =
for certain restrictions related to medical and genetic information (see be=
low), it's not illegal for an employer to ask questions about an applicant'=
s or employee's background, or to require a background check.
However, any time you use an applicant's or employe=
e's background information to make an employment decision, regardless of ho=
w you got the information, you must comply with federal laws that protect a=
pplicants and employees from discrimination. That includes discrimination b=
ased on race, color, national origin, sex, or religion; disability; genet=
ic information (including family medical history); and age (40 or older). =
These laws are enforced by the Equal Employment Opportunity Commission (EEO=
C).
In addition, when you run background checks through=
a company in the business of compiling background information, you must co=
mply with the Fair Credit Reporting Act (FCRA). The Federal Trade Commissio=
n (FTC) enforces the FCRA. This publication explains how to comply with bot=
h the federal nondiscrimination laws and the FCRA. It's also a good idea to=
review the laws of your state and municipality regarding background report=
s or information because some states and municipalities regulate the use of=
that information for employment purposes.Before You Get Background Informa=
tion
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