Sentences with phrase «employee rights act»

For example, on March 9, 2015, LaborPains.org, the joint blog of Berman front groups the Center for Union Facts and the Enterprise Freedom Action Committee, published a post encouraging Congress to pass the «Employee Rights Act,» claiming a connection with Scott Walker's signing of a bill to make Wisconsin a so - called «Right to Work» state.

Toward the end of 2014 and into 2015, Berman, Newt Gingrich, and various Berman front groups began pushing Congress to pass the so - called «Employee Rights Act,» a bill whose seven provisions are designed to further weaken unions and make it even harder for workers to organize.

This week, the Washington Examiner restated its position that the Employee Rights Act (ERA), a widely supported piece of labor reform legislation currently before Congress, would expand the opportunities for employees to have their voices heard in the workplace.

Today, Sean Higgins of the Washington Examiner turned his attention to the Employee Rights Act (ERA), specifically its provision requiring unions to get opt - in permission before using member dues for political purposes.

It resembles the «paycheck protection» provision of the federal Employee Rights Act, a bill which would allow private - sector employees to refrain from supporting unions» political operations.

Polling shows that a similar private - sector provision in the Employee Rights Act has 84 percent public support, including 85 percent support among union households.

Not exact matches

In its Vance vs. Ball State decision Monday, the Supreme Court curtailed the ability of employees to sue for workplace discrimination under Title VII of the Civil Rights Act of 1964.

But if the workplace is the definite cause, then employees are entitled to protection under the Canadian Human Rights Act, which prohibits discrimination on the basis of disability.

McDonald's and the National Labor Relations Board will finally go head - to - head in court on Monday as the fast - food company faces long - standing allegations that it violated employee rights under the National Labor Relations Act.

(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblEmployee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.

Bartz argued that the Employee Retirement Income Security Act would now pre-empt state law under the rule and that the rule improperly created a private right of action that could set up class - action lawsuits against insurance companies and agents.

Wal - Mart has been known for years to act in defiance of employee rights, and they are absolutely vicious to you if you are one of their vendors, yet somehow this behavior gets portrayed within the media as Christian?

Additionally, for those employees who are in the National Guard, the Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the jobs of National Guard personnel called up in the event of a natural disaster.

As part of the Affordable Care Act (ACA) enacted by President Obama, many breastfeeding employees are provided rights and protected by law, according to the National Conference of State Legislatures (NCSL).

This would extend the right to workplace accommodations for breastfeeding employees to all workers covered by the Fair Labor Standards Act.

Also requires employers to make a reasonable accommodation to provide appropriate private space that is not a bathroom stall, and prohibits discrimination against an employee who exercises or attempts to exercise the rights provided under this act.

Fair Labor Standards Act — By federal law, all nonexempt (generally, hourly) employees are afforded the right to time and a place to pump at work.

A federal appeals court ruled for the first time that the 1964 Civil Rights Act protects LGBT employees from workplace discrimination, setting up a likely battle before the Supreme Court as gay rights advocates push to broaden the scope of the 53 - year - olRights Act protects LGBT employees from workplace discrimination, setting up a likely battle before the Supreme Court as gay rights advocates push to broaden the scope of the 53 - year - olrights advocates push to broaden the scope of the 53 - year - old law.

Giving them the right to act unfairly may go down well on the backbenches, but will horrify employees.»

Dede Scozzafava, an assemblywoman who now works for Democratic Gov. Andrew Cuomo, was the endorsed Republican candidate, but was rejected by many national Republican groups for her positions in favor of the Employee Free Choice Act, a union - favored measure known as «card check,» and for abortion rights.

The company had argued that the Affordable Care Act's requirement that businesses provide insurance covering employees» contraceptives violated its First Amendment religious rights.

«In employment, the Equality Act fails to protect the rights of employees working for religious organisations, even those organisations working under public contract.

I think the note from the linked answer regarding the Hatch act may be useful here though, if it is correct -LRB-» the Hatch Act explicitly protects the rights of federal employees (even «further restricted» ones) to express their opinions on politics -LSB-...] Being critical of the President is not a restricted activity»act may be useful here though, if it is correct -LRB-» the Hatch Act explicitly protects the rights of federal employees (even «further restricted» ones) to express their opinions on politics -LSB-...] Being critical of the President is not a restricted activity»Act explicitly protects the rights of federal employees (even «further restricted» ones) to express their opinions on politics -LSB-...] Being critical of the President is not a restricted activity»).

In 2011, after a fierce public battle, Gov. Scott Walker and the state Legislature passed Act 10, which stripped public employee unions of most of their collective bargaining rights.

Hawkins and the Green Party would protect and strengthen the rights of undocumented people, including passage of the Dream Act to increase educational opportunities for undocumented youth, drivers licenses for the undocumented, and prohibiting state employees from inquiring about a person's immigration status in the course of performing their duties.

NLRB board members ruled that graduate assistants should be considered «employees» under the National Labor Relations Act and so eligible to vote for bargaining rights.

A solution to this workplace challenge for the education sector is a new whistleblowing e-learning package from the Chartered Institute of Public Finance and Accountancy (CIPFA) that empowers employees to act in the right way if they witness misconduct at work.

And federal employees» speech rights are regulated by the Hatch Act, which wouldn't apply here.

The high court will also use an employment - discrimination case from the private sector to clarify whether Title VII of the Civil Rights Act of 1964, the main federal job - discrimination law, covers retaliation by employers against former employees as well as job applicants...

The rights of employees in accordance with the American Disabilities Act (ADA) will also be addressed.

His books include The Case Against the Employee Free Choice Act (Hoover 2009); Supreme Neglect: How to Revive the Constitutional Protection of Property Rights (Oxford 2008); Antitrust Decrees in Theory and Practice: Why Less is More (AEI 2007); Overdose: How Excessive Government Regulation Stifles Pharmaceutical Innovation (Yale University Press.

In accordance with Title VI of the Civil Rights Act of 1964 («Title VI»), Title IX of the Education Amendments of 1972 («Title IX»), Section 504 of the Rehabilitation Act of 1973 («Section 504»), Title II of the Americans with Disabilities Act of 1990 («ADA»), and the Age Discrimination Act of 1975 («The Age Act»), applicants for admission and employment, students, parents, employees, sources of referral of applicants for admission and employment, and all unions or professional organizations holding collective bargaining or professional agreements with Capital City Public Charter School («Capital City») are hereby notified that Capital City Public Charter School does not discriminate on the basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, political affiliation, source of income, or disability in admission or access to, or treatment or employment in, its programs and activities.

However, any attorney's fees paid from public funds for any officer, employee, or agent who is found to be personally liable by virtue of acting outside the scope of his or her employment or acting in bad faith, with malicious purpose, or in a manner exhibiting wanton and willful disregard of human rights, safety, or property may be recovered by the state, county, municipality, or political subdivision in a civil action against such officer, employee, or agent.

Other problematic requirements, from the perspective of the officials interviewed, related to civil rights data collection, (Education Week reported extensively on that data) the Federal Funding and Transparency Act, and federal time distribution reports (the report noted that «in order for state and local federal grant recipients to use federal funds to pay salaries for their employees, they must document the employees» time spent on federally funded activities.)

Full - time teacher salaries declined by an average of about $ 2,000 after Gov. Scott Walker signed Act 10, restricting collective bargaining rights for most public employees, according to a study from a conservative legal group.

John Humphries, the director of state and federal programs for the school district of about 1,300 students, signed the 2011 petition to trigger a recall election for Walker following the passage of Walker's signature legislation known as Act 10 that all but eliminated collective bargaining rights for most public employees, including teachers.

Much of the litigation our school attorneys handle involves allegations that a school district discriminated against an employee or a student, including claims pursuant to the Missouri Human Rights Act, Kansas Act Against Discrimination, Title VI or Title VII / Title IX.

• School Expansion, Growth & Strategic Planning • State and Federal Employment Law • School Board and Nonprofit Governance • Administrative Law & Appeals of State and Federal Agency Decisions and Actions • Special Investigations & Legal / Compliance Audits • Policy Guidance and Development • Constitutional Challenges and Claims • School Employee and School Board Training • Litigation in Federal and State Courts • Administrative Hearings and Appeals Before State and Federal Agencies • Public Entity Purchasing and Procurement; Business Transactions; & Contract Negotiation, Review and Drafting • Construction Law, AIA Construction Contracts, Review and Drafting • Real Estate Transactions and Condemnation • Special Education under IDEA and Section 504 • Student Rights & Discipline Issues and Hearings • State and Federal Claims of Discrimination • State and Federal Civil Rights • Administrative Grievances and Hearings • False Claims Act / Qui Tam Defense for Local Government Entities

Eliminating public employees» bargaining rights and cutting benefits would lower employee compensation, which Act 10 proponents argued would alleviate budget pressures and reduce layoffs.

Act 10 reduced collective bargaining rights for most state and municipal employees, including K - 12 teachers.11 The law also weakened unions by mandating annual recertification elections and prohibiting paycheck deductions for dues collection.

By accessing this site you acknowledge that the work completed within NJ SMART is subject to the rules and requirements of the Family Educational Rights and Privacy Act (FERPA) regarding the confidentiality of student records and the Federal Privacy Act regarding employee records collected by Federal agencies.

Like the National Education Association, the Connecticut Education Association has sought to warn teachers that they do not have unbridled First Amendment Rights when they are acting in their capacity of public employees.

The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) requires Federal agencies to keep their employees, former employees, and applicants for employment informed of their antidiscrimination and whistleblower protections; post quarterly statistics on their websites; and train all employees regarding the rights and remedies to which they are entitled under the law.

The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) requires Federal agencies to keep their employees, former employees, and applicants for employment informed of their antidiscrimination and whistleblower protections; post quarterly statistics on their Web sites; and train all employees regarding the rights and remedies to which they are entitled under the law.

-- The rights and protections under this Act shall, subject to subparagraph (B), apply with respect to any employee in an employment position in the House of Representatives and any employing authority of the House of Representatives.

«Samsung Electronics Co., Ltd., Samsung Electronics America, Inc., and Samsung Telecommunications America, Inc., its officers, directors, partners, agents, servants, employees, attorneys, subsidiaries, and those acting in concert with any of them, are enjoined from making, using, offering to sell, or selling within the United States, or importing into the United States, [the relevant product], and any product that is no more than colorably different from this specified product and [infringe the relevant intellectual property right].»

You will not, and will not allow or authorize others to, use the Services or the Sites to take any actions that: (i) infringe on any third party's copyright, patent, trademark, trade secret or other proprietary rights or rights of publicity or privacy; (ii) violate any applicable law, statute, ordinance or regulation (including those regarding export control); (iii) are defamatory, trade libelous, threatening, harassing, invasive of privacy, stalking, harassment, abusive, tortuous, hateful, discriminatory based on race, ethnicity, gender, sex or disability, pornographic or obscene; (iv) interfere with or disrupt any services or equipment with the intent of causing an excessive or disproportionate load on the Animal League or its licensors or suppliers» infrastructure; (v) involve knowingly distributing viruses, Trojan horses, worms, or other similar harmful or deleterious programming routines; (vi) involve the preparation and / or distribution of «junk mail», «spam», «chain letters», «pyramid schemes» or other deceptive online marketing practices or any unsolicited bulk email or unsolicited commercial email or otherwise in a manner that violate the Controlling the Assault of Non-Solicited Pornography and Marketing Act (CAN - SPAM Act of 2003); (vii) would encourage conduct that could constitute a criminal offense, give rise to civil liability or otherwise violate any applicable local, state, federal or international laws, rules or regulations; (viii) involve the unauthorized entry to any machine accessible via the Services or interfere with the Sites or any servers or networks connected to the Sites or disobey any requirements, procedures, policies or regulations of networks connected to the Sites, or attempt to breach the security of or disrupt Internet communications on the Sites (including without limitation accessing data to which you are not the intended recipient or logging into a server or account for which you are not expressly authorized); (ix) impersonate any person or entity, including, without limitation, one of the Animal League's or other's officers or employees, or falsely state or otherwise misrepresent your affiliation with a person or entity; (x) forge headers or otherwise manipulate identifiers in order to disguise the origin of any information transmitted through the Sites; (xi) collect or store personal data about other Animal League members, Site users or attempt to gain access to other Animal League members information, or otherwise mine information about Animal League members, Site users, or the Sites; (xii) execute any form of network monitoring or run a network analyzer or packet sniffer or other technology to intercept, decode, mine or display any packets used to communicate between the Sites» servers or any data not intended for you; (xiii) attempt to circumvent authentication or security of any content, host, network or account («cracking») on or from the Sites; or (xiv) are contrary to the Animal League's public image, goodwill, reputation or mission or otherwise not in furtherance of the Animal Leagues stated purposes.

Knowing birds by their general characteristics and how they act at the store will help an employee match owners with the right bird.

Except for our affiliates, directors, employees or representatives, a person who is not a party to this agreement has no right under the Contracts (Rights of Third Parties) Act 1999 to enforce any term of this agreement but this does not affect any right or remedy of a third party that exists or is available apart from under that Act.

Employers will claim they acted within their rights to terminate, while the employee may claim the termination was illegal because it was only due to taking leave.