Sentences with phrase «most contracts of employment»

Implied terms are not written, but are implied into most contracts of employment.

Not exact matches

He is also launching a review of employment laws that could see people on «worker» contracts, such as zero hour terms, be given the same rights as most employees.

As a result, most of the named institutions now classify postdocs as individuals in training, within 5 years of being awarded a Ph.D. degree, who are primarily engaged in research with minimal teaching or other responsibilities, and are in a temporary appointment that does not constitute an employment contract with the university.

One of the most difficult things to do when you're looking for a job is finding out what working conditions you're going to face once you've signed that employment contract.

The most common procedure is a short - term employment contract called doctoral contract: the institution of higher education is the employer and the Ph.D. candidate the employee.

Plus — let's get serious for a sec — when we start a job, most of us will sign a contract that includes the phrase «at - will employment,» which means that technically, your boss can fire you if she or he doesn't like your outfit choices.

But the chickens have come home to roost: if teachers are the most important part of the process, and we have been rewarding them nicely, signing on to 100 - page employment contracts, dishing out wonderful lifetime benefits, why has our education system gotten so bad?

Of course, even without the sort of direct benefit Trust Power are talking about the neighbouring people may benifit indirectly, for example by the community funding that most wind power developers set up, or from contracting or employment etcetera, but there has not generally been a good balance of financial advantage in the immediate vicinity of a wind farOf course, even without the sort of direct benefit Trust Power are talking about the neighbouring people may benifit indirectly, for example by the community funding that most wind power developers set up, or from contracting or employment etcetera, but there has not generally been a good balance of financial advantage in the immediate vicinity of a wind farof direct benefit Trust Power are talking about the neighbouring people may benifit indirectly, for example by the community funding that most wind power developers set up, or from contracting or employment etcetera, but there has not generally been a good balance of financial advantage in the immediate vicinity of a wind farof financial advantage in the immediate vicinity of a wind farof a wind farm.

Most of the cases he handles deal with aspects of individual employment contracts, including hiring, termination of employment, restrictive covenants (e.g. non-competition clauses), fringe benefits, as well as pension plans and incentive programs.

The lawyer hadn't bothered to discuss the contract as a potential problem during their initial meeting (something that most employment lawyers should spot as a matter of course).

The trust, however, argued that the most he was entitled to recover was loss of earnings for the three months» period of notice to which he was entitled under his contract of employment.

He focuses approximately most of his practice on a variety of commercial litigation matters including, contract enforcement / interpretation, copyright / trademark infringement (specifically counterfeiting), corporate governance and ownership disputes, employment disputes and fraud.

Employment Contracts: Today, most of the workforce has a written employmentEmployment Contracts: Today, most of the workforce has a written employmentemployment contract.

Consistently recognized in the industry as a leading and innovative law practice, Littler has been litigating, mediating and negotiating some of the most influential employment law cases and labor contracts on record for 75 years.

The Court first noted that, in the absence of employment contracts, Weyerhaeuser's communications to its employees were the most appropriate source of evidence regarding the nature of the employees» entitlement to pension benefits.

Instead, employers in Ireland frequently set their own mandatory retirement ages and most choose to do so by including an express term in their contracts of employment in order to avoid the difficulties associated with having to prove that a retirement age was an implied term of an employee's contract of employment.

The firm is consistently recognized in the industry as a leading and innovative law practice, litigating, mediating, and negotiating some of the most influential employment law cases and labour contracts on record.

Employees should beware of the following six most dangerous terms, now appearing in more employment contracts — and court dockets.

The most common type of such a contract is an employment contract but any contract that is dependent on the skill and competency a a specific individual party is a personal services contract.

This career is generally somewhat insecure, as most of the employment is on contract.

Most people entering into any type of agreement, be it an employment contract, a commercial lease or a partnership agreement, usually focus on provisions relating to the parties» monetary obligations.

The payment of compensation is the very reason most people work and is the consideration provided by the employer necessary to create an employment contract.

The clauses in employment contracts that are most likely to be the subject of a legal dispute between an employee and employer are: (i) the termination clause or, if the contract does not contain a termination clause the employee's entitlement to reasonable notice (ii) clauses that set out an employee's entitlement to variable compensation such a bonus, commission and / or stock options; and (iii) restrictive covenants (e.g. non-competition and / or non-solicitation clauses).

Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees forEmployment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees foremployment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.

The requirement to act honestly is one of the most widely recognized aspects of the organizing principle of good faith... For example, the duty of honesty was a key component of the good faith requirements which have been recognized in relation to termination of employment contracts.

The most extreme example in Ontario of the possible difference between the ESA and reasonable notice would be an individual who is only entitled to 8 weeks» notice pursuant to the ESA but who would have been entitled to 24 months reasonable notice if not for the termination clause in his or her employment contract.3

Perhaps the most common mistake or misconception for both employers and employees is to believe that employment contracts are either completely different to other types of contracts or to believe that the same principles apply in all respects with employment contract law as general contract law.

From the employer's perspective, one of the most beneficial terms in an employment contract is a prescribed notice period in the event of a «without cause» termination.

Autoclenz Ltd v Belcher [2009] EWCA Civ 1046, [2009] All ER (D) 134 (Oct) is another useful decision of the Court of Appeal on the hitherto vexed question of how to deal with terms put into contracts by employers to negate employment status, when most or all of the other factors point towards employment.

An Employment Contract is one of the most elements of the employment relEmployment Contract is one of the most elements of the employment relemployment relationship.

Ms. Klein practice includes most types of business dispute resolution, including contract law, employment law and professional liability.

... the only way to return the employer to its original position was to deprive the employee of his bonus from the date of the breach onward, on the basis that «had [the employer] been aware that [the employee] was secretly diverting the company's assets and resources from September 3, 2007, [the employer] would most assuredly have terminated [the employee]'s employment contract as it did immediately upon discovering [the employee]'s dishonest activities.

It's not required in most states unless you specifically agreed to it in the Employment Contract, but if you can, pay the employee for the last days of service as soon as you terminate him or her.

Most employment contracts include a «term» clause that commits both employer and employee to work together for one, two of three years.