5) Make keywords in your resume stick out for scanning and search purposes: Rita Sinasohn - Pharr, Executive Assistant at Kathryn Ullrich Associates, Inc., said one of the most important parts of the resume is an easy - to - scan, chronological
Employment section with COMPANY NAME and title clearly indicated.
Not exact matches
Any Employee regularly employed on a full - time or part - time (20 hours or more per week on a regular schedule) basis, or on any other basis as determined by the Corporation (if required under applicable local law) for purposes of the Non-423 Plan or any separate offering under the Code
Section 423 Plan, by the Corporation or by any Designated Affiliate on an Entry Date shall be eligible to participate in the Plan
with respect to the Offering Period commencing on such Entry Date, provided that the Committee may establish administrative rules requiring that
employment commence some minimum period (e.g., one pay period) prior to an Entry Date to be eligible to participate
with respect to the Offering Period beginning on that Entry Date.
the disposition of shares of common stock to us, or the withholding of shares of common stock by us, in a transaction exempt from
Section 16 (b) of the Exchange Act solely in connection
with the payment of taxes due
with respect to the vesting or settlement of RSUs granted under our equity incentive plans or pursuant to a contractual
employment arrangement described elsewhere in this prospectus, insofar as such RSU is outstanding as of the date of this prospectus; provided, that, if required, any public report or filing under
Section 16 of the Exchange Act will clearly indicate in the footnotes thereto that such disposition to us or withholding by us of shares or securities was solely to us pursuant to the circumstances described in this clause;
For additional information about the 2015 Incentive Award Plan and the intended grants to be made under this plan in connection
with this offering, please see the
section titled» — New
Employment Agreements and Incentive Plans» below.
Specifically, benefits subject to the HP Severance Policy include: (a) separation payments based on a multiplier of salary plus target bonus, or cash amounts payable for the uncompleted portion of
employment agreements; (b) any gross - up payments made in connection
with severance, retirement or similar payments, including any gross - up payments
with respect to excess parachute payments under
Section 280G of the Code; (c) the value of any service period credited to a
Section 16 officer in excess of the period of service actually provided by such
Section 16 officer for purposes of any employee benefit plan; (d) the value of benefits and perquisites that are inconsistent
with HP Co.'s practices applicable to one or more groups of HP Co. employees in addition to, or other than, the
Section 16 officers («Company Practices»); and (e) the value of any accelerated vesting of any stock options, stock appreciation rights, restricted stock or long - term cash incentives that is inconsistent
with Company Practices.
Upon separation from
employment with the Company or on demand by the Company during my
employment, I will immediately deliver to the Company, and will not keep in my possession, recreate, or deliver to anyone else, any and all Company property, including, but not limited to, Company Confidential Information, Associated Third Party Confidential Information, as well as all devices and equipment belonging to the Company (including computers, handheld electronic devices, telephone equipment, and other electronic devices), Company credit cards, records, data, notes, notebooks, reports, files, proposals, lists, correspondence, specifications, drawings, blueprints, sketches, materials, photographs, charts, any other documents and property, and reproductions of any and all of the aforementioned items that were developed by me pursuant to my
employment with the Company, obtained by me in connection
with my
employment with the Company, or otherwise belonging to the Company, its successors, or assigns, including, without limitation, those records maintained pursuant to
Section 3.C.
If the Release Requirements are satisfied, then the portion of any payments that would otherwise have been paid during the period between the Termination Date and the Release Date shall instead be paid as soon as reasonably practicable following the Release Date (or, if the Review Period applies and the Board has notified you that it is reviewing your cessation of
employment under the lookback provisions of the Cause definition, the end of the Review Period
with regard to payments that qualify as short term deferral under
Section 409A of the Code).
The interview format used by the Oliner team had over 450 items and consisted of six main parts: a) characteristics of the family household in which respondents lived in their early years, including relationships among family members; b) parental education, occupation, politics, and religiosity, as well as parental values, attitudes, and disciplinary approaches; c) respondent's childhood and adolescent years - education, religiosity, and friendship patterns, as well as self - described personality characteristics; d) the five - year period just prior to the war — marital status, occupation, work colleagues, politics, religiosity, sense of community, and psychological closeness to various groups of people; if married, similar questions were asked about the spouse; e) the immediate prewar and war years, including
employment, attitudes toward Nazis, whether Jews lived in the neighborhood, and awareness of Nazi intentions toward Jews; all were asked to describe their wartime lives and activities, whom they helped, and organizations they belonged to; f) the years after the war, including the present — relations
with children and personal and community — helping activities in the last year; this
section included forty - two personality items comprising four psychological scales.
Baroness O'Loan, who has tabled Bill, said: «No one should be coerced by the risk to their careers into violating their conscience, and it is plainly inconsistent
with the principles of equality legislation to exclude whole
sections of society from areas of medical
employment simply because of their moral beliefs.»
Many NIH study
sections are, no doubt, willing to take more risks
with the smaller R03s than they are
with big - money R01s, but given your Canadian
employment and your status as a postdoc, the odds are stacked against you.
-- The Secretary shall make available, directly or through agreements
with the States under
section 427 (a) to adversely affected workers covered by a certification under
section 425 (a) the following information and
employment services:
As an Affirmative Action and Equal Opportunity Employer, Wake Forest Baptist Medical Center and its affiliates administer all educational and
employment activities without discrimination or based on any protected characteristics such as race, sex, age, religion, national origin, disability, sexual orientation, gender identity or Veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance
with all local, state, national laws, Executive Order 11246, Executive Order 13496, the Vietnam Era Veterans» Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4214 (VEVRAA) and
Section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 7903), regulations, and guidelines.
Whether you need guidance about your
employment rights or help
with problems such as workload, bullying or accidents at work, you will have access to the combined expertise of the ATL and the NUT
section's unrivalled network of workplace reps, local associations and branches, regional offices in England, the Wales office and the Northern Ireland office, as well as an expert legal team, national officials, helplines and online support.
Brooke Charter School does not discriminate in admission to, access to, treatment in, or
employment in its services, programs and activities, on the basis of race, color or national origin, in accordance with Title VI of the Civil Rights Act of 1964 (Title VI); on the basis of sex, in accordance with Title IX of the Education Amendments of 1972; on the basis of disability, in accordance with Section 504 of the Rehabilitation Act of 1973 (Section 504) and Title II of the Americans with Disabilities Act of 1990 (ADA); or on the basis of age, in accordance with the Age Discrimination in Employment Act of 19
employment in its services, programs and activities, on the basis of race, color or national origin, in accordance
with Title VI of the Civil Rights Act of 1964 (Title VI); on the basis of sex, in accordance
with Title IX of the Education Amendments of 1972; on the basis of disability, in accordance
with Section 504 of the Rehabilitation Act of 1973 (
Section 504) and Title II of the Americans
with Disabilities Act of 1990 (ADA); or on the basis of age, in accordance
with the Age Discrimination in
Employment Act of 19
Employment Act of 1974 (ADEA).
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.
Whether you need guidance about your
employment rights or help
with problems such as workload, bullying or accidents at work, you will have access to the combined expertise of both the ATL and NUT National Education Union
sections.
(3) The Secretary may make a grant for a project pursuant to this subsection only on his determination that (A) the purpose of such project is to prepare handicapped individuals, especially those
with the most severe handicaps, for gainful and suitable
employment: (B) the individuals to receive training services under such project will include only those who have been determined to be suitable for and in need of such training services by the State agency or agencies designated as provided in
section 101 (a)(1) of the * State in which the REHABILITATION facility is located; (C) the full range of training services will be made available to each such individual, to the extent of his need for such services; and (D) the project, including the * participating REHABILITATION facility and the training services provided, meet such other requirements as he may prescribe in regulations for carrying out the purposes of this subsection.
(a) Any contract in excess of $ 2,500 entered into by any Federal department or agency for the procurement of personal property and nonpersonal services (including construction) for the United States shall contain a provision requiring that, in employing persons to carry out such contract the party contracting
with the United States shall take affirmative action to employ and advance in
employment qualified handicapped individuals as defined in
section 7 (6).
Section 203 of the No FEAR Act specifically requires, not later than 180 days after the end of the fiscal year (FY), each Federal agency to submit an annual report to the Speaker of the House of Representatives, the President pro tempore of the Senate, the Committee on Governmental Affairs of the Senate, the Committee on Government Reform of the House of Representatives, each committee of Congress
with jurisdiction relating to the agency, the Equal
Employment Opportunity Commission (EEOC), and the Attorney General.
Where an employer is required by Executive Order 10925, issued March 6, 1961, or byany other Executive order prescribing fair
employment practices for Government contractors and subcontractors, or by rules or regulations issuedthereunder, to file reports relating to his
employment practices
with any federal agency or committee, and he is substantially in compliance
with such requirements, the Commission shall not require him to file additional reports pursuant to subsection (c) of this
section.
(a) In connection
with any investigation of a charge filed under
section 706, the Commission or its designated representative shall at all reasonable times have access to, for the purposes of examination, and the right to copy any evidence of any person being investigated or proceeded against that relates to unlawful
employment practices covered by this title and is relevant to the charge under investigation.
(d) Nothing in this
section shall preclude the Director of the Departmental Office of Civil Rights from initiating -LSB-[Page 150]-RSB- an investigation when it appears that the investigation of the complaint may reveal a pattern or practice of discrimination or noncompliance
with the requirements of this subpart in the
employment practices of a grantee or other covered organization.
If you are unable to get one, then provide them
with a statement of explanation in the
employment section.
(I) to enter items which constitute remuneration for
employment under subsection (o), such entries to be in accordance
with certified reports of records made by the Railroad Retirement Board pursuant to
section 5 (k)(3) of the Railroad Retirement Act of 1937 or
section 7 (b)(7) of the Railroad Retirement Act of 1974 [89]; or
(o) If there is no person who would be entitled, upon application therefor, to an annuity under
section 2 of the Railroad Retirement Act of 1974 [98], or to a lump - sum payment under
section 6 (b) of such Act,
with respect to the death of an employee (as defined in such Act), then, notwithstanding
section 210 (a)(9)[99] of this Act, compensation (as defined in such Railroad Retirement Act, but excluding compensation attributable as having been paid during any month on account of military service creditable under
section 3 of such Act if wages are deemed to have been paid to such employee during such month under subsection (a) or (e) of
section 217 of this Act) of such employee shall constitute remuneration for
employment for purposes of determining (A) entitlement to and the amount of any lump — sum death payment under this title on the basis of such employee's wages and self —
employment income and (B) entitlement to and the amount of any monthly benefit under this title, for the month in which such employee died or for any month thereafter, on the basis of such wages and self —
employment income.
Qualifying
employment in a public service job is defined as any
employment with a federal, state, or local government agency, entity, or organization or a not - for - profit organization that has been designated as tax - exempt by the Internal Revenue Service (IRS) under
Section 501 (c)(3) of the Internal Revenue Code (IRC).
Qualifying
employment is any
employment with a federal, state, or local government agency, entity, or organization or a not - for - profit organization that has been designated as tax - exempt by the Internal Revenue Service (IRS) under
Section 501 (c)(3) of the Internal Revenue Code (IRC).
The employer shall provide the employee or applicant, in a private discussion, the opportunity to dispute the relevance of the information upon which the employer based the adverse
employment action, and shall consider any such dispute before making a final decision; (3) if the employee or applicant provides oral or written notice to the employer during the 14 day period set forth in subparagraph (2) that he or she has disputed the accuracy of the consumer report
with a consumer reporting agency, the employer shall not take an adverse
employment action until the resolution of the dispute under
section 58 of this chapter or Section 1681i (a) of chapter 15 of the United States Code, and shall consider the results of any such resolution; (4) ensure that none of the costs associated with obtaining a consumer report are paid by or passed on to the employee or app
section 58 of this chapter or
Section 1681i (a) of chapter 15 of the United States Code, and shall consider the results of any such resolution; (4) ensure that none of the costs associated with obtaining a consumer report are paid by or passed on to the employee or app
Section 1681i (a) of chapter 15 of the United States Code, and shall consider the results of any such resolution; (4) ensure that none of the costs associated
with obtaining a consumer report are paid by or passed on to the employee or applicant.
If an employer obtains, uses, or seeks to obtain a consumer report pursuant to federal or state law, the employer shall (1) obtain the employee's or applicant's written consent in a document consisting solely of the consent, each time the employer seeks to obtain the employee's or applicant's consumer report; (2) disclose in writing to the employee or applicant the employer's reasons for accessing the consumer report, and if the employer intends to take an adverse
employment action in whole or in part based on the report, disclose the reasons for the action, including which information in the report the employer is basing the decision on, in writing at least 14 days prior to taking the action, along
with a copy of the report and the notice of consumer rights required by
section 1681G (c)(1) of chapter 15 of the United States Code.
(d) For purposes of this
section, «guide dog» or «assistance dog» includes a dog being trained as a guide dog or assistance dog and «person training a dog as a guide dog for a blind person or a dog to assist a deaf or mobility impaired person» means a person who is employed by and authorized to engage in designated training activities by a guide dog organization or assistance dog organization that complies
with the criteria for membership in a professional association of guide dog or assistance dog schools and who carries photographic identification indicating such
employment and authorization, or a person who volunteers for a guide dog organization or assistance dog organization that authorizes such volunteers to raise dogs to become guide dogs or assistance dogs and causes the identification of such dog
with (1) identification tags, (2) ear tattoos, (3) identifying bandanas on puppies, (4) identifying coats on adult dogs, or (5) leashes and collars.
HABRI urges passage of H.R. 3016, the Veterans
Employment, Education and Healthcare Improvement Act,
with a particular interest in
Section 106 of the bill, which «directs the Secretary of Veterans Affairs (VA) to carry out a five - year pilot program to assess the effectiveness of addressing veterans» post-deployment mental health and post-traumatic stress disorder symptoms through the therapeutic medium of educating those veterans in the training and handling of service dogs for veterans
with disabilities.»
Any person who submits an application prior to January first, nineteen hundred eighty - three and who submits evidence of
employment by a veterinarian or a veterinary facility prior to that date may be licensed on the basis of this experience if acceptable in the discretion of the board in accordance
with the commissioner's regulations and upon the successful completion of the licensing examination required by this
section;
In the Government
section of the City web site you will find useful information about your boards and commissions, laws, city budget,
employment, and contact information so that you can get in touch and communicate
with those who serve you.
In compliance
with Title IX of the Education Amendments of 1972, Title VI and VII of the Civil Rights Act of 1964, and
Section 504 of the Rehabilitation Act of 1973, the Americans
with Disabilities Act, as amended, the Age Discrimination Act of 1975 and applicable federal, state, and local laws, and our institutional values, The Cooper Union does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or
employment practices, or in the administration of any Cooper Union educational program or activity, including athletics.
The early (NDA)
sections restrict the use of company documents for «the pursuit of profit or
employment with» followed by a list of potential clients, including «Legal representatives of ANY kind».
For readers who are unfamiliar
with the Rules,
section 6.3.1 - 3 imposes on lawyers a duty to ensure that their
employment practices comply
with section 6.3.1 - 1, which highlights their special obligation to comply
with Ontario's Human Rights Code, and
section 6.3.1 - 2, which imposes a duty on lawyers to ensure that their services are not denied to members of the public based on prohibited grounds.
This
section deals
with laws about
employment standards,
employment insurance, human rights, temporary foreign workers and unionized workplaces.
Accused went to cottage of JC
with whom she previously cohabited — Accused found JC
with victim, another lady, in sauna — Angry words were exchanged between accused and JC — Victim testified that accused pushed her following verbal exchange, as a result victim lost balance and ended up against stove, thereby sustaining serious burns to body — Trial judge accepted victim's evidence that there was some kind of pushing — Accused convicted on one count of assault causing bodily harm, and sentenced to two - year term of probation and $ 1,000.00 fine, accused was also ordered to provide DNA sample pursuant to s. 487.04 of Criminal Code — Accused appealed — Appeal against sentence was allowed — Trial judge erred in concluding that discharge was not appropriate in circumstances, especially given conclusion that accused did not deliberately attempt to injure victim — Trial judge found that there was no need for either specific deterrence or general deterrence; prime concern was need for denunciation of her conduct —
Section 730 of Criminal Code permits discharge in cases of this nature, provided that it was in best interest of accused and not contrary to public interest — Accused was responsible individual
with no record whatsoever, she held position as counsellor and social worker for 25 years — Trial judge did not find that conviction would definitely affect her
employment, but possibility existed, and such conviction would necessarily result in criminal record — There was no likelihood of re-offending — Conditional discharge would not be contrary to public interest.
Section 9 of the Ontario
Employment Standards Act, 2000 effectively reverses the common law presumptions; both that the sale of a business terminates employment and that employment with the seller is not to be taken into account when calculating an employee's entitlements to notice of termination from the
Employment Standards Act, 2000 effectively reverses the common law presumptions; both that the sale of a business terminates
employment and that employment with the seller is not to be taken into account when calculating an employee's entitlements to notice of termination from the
employment and that
employment with the seller is not to be taken into account when calculating an employee's entitlements to notice of termination from the
employment with the seller is not to be taken into account when calculating an employee's entitlements to notice of termination from the purchaser.
In a recent Human Rights Tribunal decision, 1 the Applicant, Timothy Pritchard, filed an Application under
section 34 of Part IV of the Human Rights Code, R.S.O. 1990, c. H. 19, as amended (the «Code»), alleging discrimination
with respect to
employment on the basis of disability.
Despite the fact that
section 97 of the
Employment Standards Act (ESA) specifies that an employee who files a complaint
with the MOL for unpaid termination and severance pay under the ESA can not commence a civil proceeding for wrongful dismissal if the complaint and the proceeding would relate to the same matter, 236 of the class members who had filed a complaint under the ESA had joined the class action suit.
If you're researching a potential situation within your business, then we hope this «
Employment Law»
section provides you
with overview information about the various aspects we specialise in.
Wife argued on appeal that the trial court erred when it found Husband's voluntary termination of
employment justified a reduction of the spousal maintenance obligation in accordance
with A.R.S.
Section 25 - 327 (A).
Section 57 (A) of the
Employment Rights Act 1996 gives a «day one» right for an employee to have «reasonable» (undefined) time off work to deal
with an emergency, such as a bereavement involving a dependant.
One final, but very important point must be made before leaving this
section:
with very few exceptions (considered below) even though wrongful dismissal cases are exclusively about money, a dismissed employee does not get money simply because his or her
employment was terminated without any good reason.
Section 54 says that an employer shall not terminate the employment of an employee who has been continuously employed for three months or more unless the employer (a) has given to the employee written notice of termination in accordance with section 57 or 58 and the notice has expired; or (b) provides the employee with a payment in lieu of notice as prescribed by sect
Section 54 says that an employer shall not terminate the
employment of an employee who has been continuously employed for three months or more unless the employer (a) has given to the employee written notice of termination in accordance
with section 57 or 58 and the notice has expired; or (b) provides the employee with a payment in lieu of notice as prescribed by sect
section 57 or 58 and the notice has expired; or (b) provides the employee
with a payment in lieu of notice as prescribed by
sectionsection 61.
If an employer is required to conduct a self - audit, the employer will conduct the examination and report the results of the examination to the
employment standards officer in accordance
with the notice and the requirements of this
section.
If a recruiter contacts or is contacted by a foreign national in connection
with employment, the recruiter must give the foreign national a copy of the most recent documents published by the director under
section 12 as soon as is practicable after first making contact
with him or her.
A person who employs or has employed a foreign national must give him or her a copy of the most recent documents published by the Director of
Employment Standards under section 12 before the employment commences if the employer did not use the services of a recruiter in connection with the e
Employment Standards under
section 12 before the
employment commences if the employer did not use the services of a recruiter in connection with the e
employment commences if the employer did not use the services of a recruiter in connection
with the
employmentemployment.
Under the new
section 91.1 of the ESA, an
employment standards officer may, by giving written notice, require an employer to conduct an examination of the employer's records, practices or both to determine whether the employer is in compliance
with one or more provisions of the Act or the regulations.