Sentences with phrase «law school employment»

Law school employment reporting has typically been a ridiculous mess.

Aashish Desai — Speaker Orange County Bar Association Last Dash 2014 Whittier Law School Employment Law Basics Costa Mesa, California January 18, 2014

The ABA's recently released law school employment reports reveal that the number of law graduates dropped in 2015, but so did the number of full - time long - term jobs requiring -LSB-...]

For prospective law students, IAALS launched Law Jobs: By The Numbers ™, an interactive online tool that gives prospective law students the most transparent and complete law school employment rate information available.

Think of LST as Politifact for law school employment claims.

While the blogosphere hums with charges and counter-charges about the reliability of law school employment reports, there has been little discussion of how the information is collected.

Patrick Lynch and Kyle McEntee, of Vanderbilt Law, founded Law School Transparency, to keep law school employment data honest.

The ABA has begun randomly auditing law school employment data to make sure schools are properly reporting how their graduates are employed.

«New York Law Journal» featured Assistant Dean Jill Backer in a piece «Law School Employment Data Reporting: Are We Losing the Forest for the Trees?»

Not exact matches

The US News methodology uses a number of measures — like selectivity, employment rates, and bar passage rate — to rank top law schools, and the weighted average of these scores determines the ranking.

The first miracle is that our daughter, who has one more semester of law school left, has actually received an employment offer from a well - respected law firm.

The Williams Institute at UCLA School of Law Tuesday released a report summarizing academic studies and other documented evidence of employment discrimination based on sexual orientation and gender identity.

She knew by her second year at Stanford Law School that she wanted to be an employment lawyer to practice anti-discrimination law in the places people find economic empowermeLaw School that she wanted to be an employment lawyer to practice anti-discrimination law in the places people find economic empowermelaw in the places people find economic empowerment.

Almost everyone I've seen as an in house labor and employment attorney has done similar work for a law firm but most have not focused on this aspect of law in school or have a theoretical grounding in labor and employment issues.

Moderator: William V. Harris, William R. Shepherd Professor of History and Director, Center for the Ancient Mediterranean, Columbia University Speaker 1: L. Randall Wray, Research Director of the Center for Full Employment and Price Stability and Professor of Economics, University of Missouri - Kansas City Speaker 2: Michael Hudson, President, Institute for the Study of Long - Term Economic Trends and Distinguished Research Professor, University of Missouri - Kansas City Tuesday, September 11, 2012 About the Seminar Series: Modern Money and Public Purpose is an eight - part, interdisciplinary seminar series held at Columbia Law School over the 2012 - 2013 academic...

Four years after the BHA complained to the European Commission (EC) alleging that UK law breaks European law in allowing widespread discrimination in employment by faith schools, and two years after the EC took the matter up as the subject of a formal investigation, the Commission has decided that there is no breach of current legislation.

Faith schools can recruit up to one - fifth of their staff, including their head, from within a particular faith as they are exempt from certain equalities provisions under employment law.

It is the policy of Linden Waldorf School to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, sex, age, religion, national origin, disability, marital status, status as a covered veteran, sexual orientation, or any other legally protected status, in accordance with federal and state law, and not to discriminate on the basis thereof.

The Waldorf School of Atlanta does not discriminate against candidates for admission or employment on the basis of age, race, religion, sex, national origin, marital status, sexual orientation, genetic information, or disability status as well as other classifications protected by applicable federal, state, or local laws.

Waldorf School of Princeton welcomes students and employees of any color; race; sexual orientation; ethnic, national, cultural, social, or religious backgrounds; and any other characteristic protected by law in its admissions and employment practices, as well as in participation in its programs and events.

Adolescents or young adults with an FASD and who never received services or were older when diagnosed can be at very high risk for psychosocial issues, such as dependent living conditions, disrupted school experiences, poor employment records, substance use, and encounters with law enforcement.

Four years after the British Humanist Association (BHA) complained to the European Commission (EC) alleging that UK law breaks European law in allowing widespread discrimination in employment by «faith» schools, and two years after the Commission took the matter up as the subject of a formal investigation, the Commission has decided that there is in fact no breach of the relevant legislation.

The coalition has already announced measures to limit tax credits, scrap the Child Trust Fund, for the part - privatisation of Royal Mail, to scrap National Insurance increases for employers but maintain them for employees, cut by 10,000 the planned extra university places, provide for a greater role for the private sector in «free schools» and a «review» of all employment law to «maximise flexibility» amongst other measures.

Read more about the BHA's work challenging «faith» school employment laws: https://humanism.org.uk/2015/02/20/european-commission-re-opens-investigation-whether-uk-faith-school-laws-break-european-employment-laws-uk-government-shifts-position/

The law around «faith» school employment in England, in allowing religious schools to widely discriminate — often against every teacher — on the basis of religion in who they employ, is «arbitrary» and goes beyond what is permitted by European law.

Peers spoke out against the continuing power of «faith» schools to discriminate in admissions, the appointment of governors and the employment of staff, about homophobic bullying, about extremist (including creationist) groups setting up Free Schools with unbalanced curricula, about the need to repeal laws on collective worship and about the need to maintain community coschools to discriminate in admissions, the appointment of governors and the employment of staff, about homophobic bullying, about extremist (including creationist) groups setting up Free Schools with unbalanced curricula, about the need to repeal laws on collective worship and about the need to maintain community coSchools with unbalanced curricula, about the need to repeal laws on collective worship and about the need to maintain community cohesion.

Humanists UK has long been involved in campaigning for an end to the laws that allow schools with a religious character to discriminate in their admissions and employment policies and to teach a biased RE curriculum.

It contends that current laws, which allow a teacher to earn tenure after three years of employment, are arbitrary and do not give school officials adequate time to assess whether a teacher will be effective.

«Outside employment income must be banned,» Mr. Schneiderman told the crowd at a Citizens Union event at New York Law School this evening.

According to a survey of 500 school workers, which was commissioned by leading Cheshire law firm SAS Daniels, British schools are under increasing strain from HR and employment issues.

Stephen Foster, Employment Law Partner specialising in education at SAS Daniels, said: «We work closely with a number of schools and are only too aware of the pressures they face.

It provides knowledge and practical skills in: understanding business issues and how they influence HR decision ‑ making; employment law; researching data; resourcing and talent planning; reward management; and developing yourself and understanding the benefits of effective HR practice in schools.

Laveer Legal (stand K88) is an employment law specialist firm that supports schools and academies with HR and employment law matters.

In a new Education Next article «A Bad Bargain: How teacher collective bargaining affects students» employment and earnings later in life,» Michael Lovenheim and Alexander Willén of Cornell University present the first evidence that students» exposure to a duty - to - bargain law while in elementary and secondary school lowers future earnings and leads to fewer hours worked, reductions in employment, and decreases in labor force participation.

[vii] In the Vergara case, it is state law, combined with teacher's employment preferences, which unnecessarily burdens school districts struggling to provide effective teaching to low - income students.

James Lynas, a partner at Winckworth Sherwood specialising in education employment law, highlights easily avoidable human resources errors that can cost schools dear

State Supreme Court Justice Francis A. Affronti ruled on Feb. 13 that, based on the legislative history and intent of the education law, the unprecedented board action conflicted with the law, which requires school boards to give access to military recruiters «on the same basis» as any other employment or college recruiters.

To establish that the school was a «state actor,» he made five arguments: that Arizona law defines a charter school as a public school; that a charter school is a state actor for all purposes, including employment; that a charter school provides a public education, a function that is traditionally and exclusively the prerogative of the state; that a charter school is a state actor in Arizona because the state regulates the personnel matters of such schools; and that it is a state actor because charter schools, unlike traditional private schools, are permitted to participate in the state's retirement system.

Participants will gain an understanding of the latest developments in state and federal law on complex issues, such as: Transgender Students: issues related to student dress code, the right to participate in school activities and events, access to school facilities such as locker rooms and restrooms; School Climate: the obligation to proactively address school climate and promote a school climate accepting of all students, regardless of sexual orientation; Religious Issues: the rights of students and staff to express moral and religious views regarding sexual orientation and identity both during school and outside of school; Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and retalischool activities and events, access to school facilities such as locker rooms and restrooms; School Climate: the obligation to proactively address school climate and promote a school climate accepting of all students, regardless of sexual orientation; Religious Issues: the rights of students and staff to express moral and religious views regarding sexual orientation and identity both during school and outside of school; Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and retalischool facilities such as locker rooms and restrooms; School Climate: the obligation to proactively address school climate and promote a school climate accepting of all students, regardless of sexual orientation; Religious Issues: the rights of students and staff to express moral and religious views regarding sexual orientation and identity both during school and outside of school; Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and retaliSchool Climate: the obligation to proactively address school climate and promote a school climate accepting of all students, regardless of sexual orientation; Religious Issues: the rights of students and staff to express moral and religious views regarding sexual orientation and identity both during school and outside of school; Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and retalischool climate and promote a school climate accepting of all students, regardless of sexual orientation; Religious Issues: the rights of students and staff to express moral and religious views regarding sexual orientation and identity both during school and outside of school; Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and retalischool climate accepting of all students, regardless of sexual orientation; Religious Issues: the rights of students and staff to express moral and religious views regarding sexual orientation and identity both during school and outside of school; Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and retalischool and outside of school; Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and retalischool; Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and reEmployment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and reemployment discrimination and retaliation.

Notwithstanding the requirements of this subdivision, participation in professional development outside the regular school day or regularly scheduled working days of the school year shall be volitional for teachers, unless otherwise agreed upon as a term or condition of employment pursuant to collective bargaining under article 14 of the Civil Service Law.

-- Notwithstanding any other provision of law, a school participating in any program under this title that is operated by, supervised by, controlled by, or connected to, a religious organization may exercise its right in matters of employment consistent with title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e — 1 et seq.), including the exemptions in such title.

Allowing students to attend schools near their parents» place of employment is particularly important when the selected school offers before - and after - school programs, concluded the 15 - member California Commission on School Governance and Management, which was authorized under the state's 1983 education - reforschool offers before - and after - school programs, concluded the 15 - member California Commission on School Governance and Management, which was authorized under the state's 1983 education - reforschool programs, concluded the 15 - member California Commission on School Governance and Management, which was authorized under the state's 1983 education - reforSchool Governance and Management, which was authorized under the state's 1983 education - reform law.

Providing a general law practice for a specialized clientele, Harben, Hartley & Hawkins meets all of the legal needs of school districts including: fair dismissal personnel issues, allegations of employment discrimination and EEOC complaints, other personnel disputes, student discipline issues, student tribunal hearings, civil rights claims, personal injury actions, federal and state constitutional claims and other litigation, special education and other legal issues involving disabled students, contracts, leases and other business needs, policy and rule development, construction disputes, bond and SPLOST issues and other financial matters.

Regardless, and while whatever is decided in the Los Angeles Court will likely be appealed to the State Supreme Court, this is certainly «one - to - watch» as funders / backers are certainly putting teacher employment laws to the test, not only in California but all of America's public schools.

School superintendents in large cities across the country — including Los Angeles, New York and Washington — have railed against laws that essentially grant teachers permanent employment status.

Instructional and noninstructional personnel who are hired or contracted to fill positions that require direct contact with students in an alternative school that operates under contract with a district school system must, upon employment or engagement to provide services, undergo background screening as required under s. 1012.465 or s. 1012.56, whichever is applicable, by filing with the district school board for the school district to which the alternative school is under contract a complete set of fingerprints taken by an authorized law enforcement agency or an employee of the school or school district who is trained to take fingerprints.

The procedure for employment must include, but is not limited to, the filing of a complete set of fingerprints as required in s. 1012.32; documentation of a minimum education level of a high school diploma or equivalent; and completion of an initial orientation and training program in district policies and procedures addressing school safety and security procedures, educational liability laws, professional responsibilities, and ethics.

Last month, the state Supreme Court refused to take up Vergara v. California, a landmark case that challenged teacher tenure and declared some school employment laws unconstitutional.

Every 5 years following employment or entry into a contract in a capacity described in subsection (1), each person who is so employed or under contract with the school district must meet level 2 screening requirements as described in s. 1012.32, at which time the school district shall request the Department of Law Enforcement to forward the fingerprints to the Federal Bureau of Investigation for the level 2 screening.

Where academies have decided to adopt the STPCD's provisions to determine teachers» pay, as the majority have, contract law is likely to require these provisions to be followed in full when pay decisions are taken (and they will continue to apply under TUPE legislation to teachers whose employment transferred when the school became an academy).