Sentences with phrase «about your employment case»

Not exact matches

The PBO estimated that the November 2013 Update restraint measures will result in the level of employment being about 22,000 net jobs lower in 2016 than would have been the case in the absence of these restraint measures.

Kevin P. Wicka, a Buffalo lawyer who handles employment law cases and discrimination complaints, said he did not want to talk about Cater's case in specific.

The case's disposition will likely depend on what the court determines about any agreement that existed among Canovas, Altieri, and the university at the time of Canovas's employment, and about what happened between the two men.

And that's an interesting thing about the tenure track: Either you win a lifetime - employment guarantee or you join the unemployment line, saying goodbye, in some cases, to a big chunk of your self - esteem and professional reputation.

5 locations statewide About Blog The Labor & Employment Group is dedicated to providing up - to - date, useful information to allow employers and human resources professionals to react to rapidly evolving case law, statutes, and regulations that control the California workplace.

San Antonio, Texas About Blog San Antonio Employment Law Blog focuses on labor cases involving wrongful conduct by the employer in Texas.

From Eric Bana's hackneyed character arc — a man wrestling with personal demons becomes obsessed with a particularly troubling case and subsequently even more distant from his family — to the merciless employment of jump scares, to the predictably lame conclusion that relies on nothing more than a standard exorcism to bring the horror to a crescendo, everything about this project suggests what Derrickson and company have to work with here is hand - me - down material.

Stress can cause all sorts of problems, and in extreme cases, it can cause you to become depressed and not be able to go about your everyday tasks including your employment which will help you to get out of your financial problems.

In most cases the banks and credit bureaus have no data about your employment status.

Los Angeles, CA About Blog Strong Advocates's employment law attorneys handle cases of wrongful termination, discrimination and workplace abuse.

5 locations statewide About Blog The Labor & Employment Group is dedicated to providing up - to - date, useful information to allow employers and human resources professionals to react to rapidly evolving case law, statutes, and regulations that control the California workplace.

The Cooper Union requires Personnel to report to The Cooper Union good - faith concerns about behavior that appears to violate this Code, and under this Code a «Whistleblower» is the individual reporting such activity.The Cooper Union strictly prohibits any harassment, retaliation, or adverse employment consequences against any Whistleblower who, in good faith, reports a violation or suspected violation of this Code, and any person who retaliates against a Whistleblower is subject to appropriate disciplinary and corrective action, up to and including termination of employment in the case of an employee.

The Cooper Union requires Personnel to report to The Cooper Union good - faith concerns about behavior that appears to violate this Code, and under this Code a «Whistleblower» is the individual reporting such activity.The Cooper Union strictly prohibits any harassment, retaliation, or adverse employment consequences against any Whistleblower who, in good faith, reports a violation or suspected violation of this Code, and any person who retaliates against a Whistleblower is subject to appropriate disciplinary and corrective action, up to and including termination of employment in the case of an employee.

In Althouse's view, Greenhouse inaccurately described Ginsburg's dissents as emotional expressions of passion about issues like partial birth abortion and unequal pay in employment cases.

This question is about the case of relocating from one U.S. state (Georgia) to another (Florida) for employment reasons in a situation where The person relocating is a divorcee (a single parent mom).

Discrimination — info about protected characteristics being available where wouldn't normally be at an early stage in the recruitment process such as race, gender, sexuality which are available via social media profiles / activity - In early 2013, 1 % of all employment tribunal claims were brought by job applicants, and this proportion rose to 4 % in discrimination cases.

Christopher R. Blazejewski, partner in the firm's Employment and Litigation Departments, and Jessica G. Kelly, partner in the firm's Litigation Department, talk about the challenges of withdrawing from a case in their article, «How To Withdraw From Representation Ethically In Mass,» published in Law360 on Monday, May 7, 2018.

The court used this case as an opportunity to clarify a decades - long question about the applicability of both theories to a situation in which an employer admits that an employee's actions were within the scope of employment.

If you are a worker in Ontario and you find yourself suddenly unemployed, it is likely prudent to speak with an experienced employment lawyer before making any final decisions about your case.

In her book, Extraordinary Damages in Canadian Employment Law, MacDonald talks about cases where the courts attributed a duty of care to the employer to provide a safe and healthy workplace, and the courts» willingness to use a broad application of the definition of workplace.

In our book, Rights on Trial: How Workplace Discrimination Law Perpetuates Inequality, we offer a comprehensive analysis of the system of employment civil rights litigation, using both statistical data from a large random sample of cases and in - depth interviews with plaintiffs, plaintiffs lawyers, defendant employers and defense lawyers about their experiences with and perspectives on discrimination lawsuits.

While employers are encouraged to draft more precise probationary clauses for employment agreements, this case affirms that the term «probation» has a well - established meaning that permits an employer to terminate an employee without reasonable notice after making a good faith assessment about his or her suitability for a position where a probationary clause has been included in the employment contract.

In this case the Court of Appeal restored an employment tribunal's decision that a consultant doctor had been automatically unfairly dismissed because he made protected disclosures about patient safety.

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.

If you have experienced any form of retaliation from your employer after any complaint of discrimination in your workplace, call the experienced team of attorneys at HKM Employment Attorneys LLP at 206-838-2504 to discuss the specific details of your case and learn more about how you can proceed toward a positive solution.

What these cases do not talk about character of the employment situation of the employer as a whole, or that of the specific industry.

What is interesting about this case is that the Equal Employment Opportunity Commission filed an amicus brief in support of Plaintiff's claims.

The Cochran Firm, D.C. law firm collects the information you provide so we can contact you about your case, potential employment with the firm, and any other inquiry you have made.

Mike Fox raises a red flag about potential future pain for employment law clients whose attorneys were paid contingency fees for cases settled before Oct. 22, 2004, when Congress passed the American Jobs Creation Act of 2004.

Check out our practice area webpages to learn more about the types of employment law cases we handle.

, Toronto Employment Lawyer, Daniel Lublin writes about few cases of bullying and its misconception.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrEmployment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination.

The idea is that as clients make use of the platform they will provide valuable data about employment law litigation, which can then be leveraged to expand the platform's capabilities for clients to include case prediction.

In the recent case (Davidge v. Fairholm) the Plaintiff, who was injured in a collision, asked for anonymity on the basis that «publishing the plaintiff's name might hurt him in his employment, as his employer might treat him differently after learning about his medical issues.

After reaching the narrow conclusion that, in employment cases, lawyers have an obligation to warn clients of the risk of discussing the case using employer - owned devices or accounts, the Committee explained that regardless of the type of case, lawyers must assess whether client consent is required when communicating via email: «A lawyer sending or receiving substantive communications with a client via e-mail or other electronic means ordinarily must warn the client about the risk of sending or receiving electronic communications using a computer or other device, or e-mail account, to which a third party may gain access.

Chicago labor and employment partner Frank Saibert authored this column about developments in a case involving the National Labor Relations Board and a union discharge.

DOJ entrusted Allan to represent the United States in some of its most high profile cases including a large class action challenging the New York City Fire Department's (FDNY) pattern of discrimination against Black and Hispanic applicants - which settled for about $ 100 million - and the first - ever employment discrimination lawsuit that DOJ filed to protect the rights of a transgender individual.

CASE SUMMARY Schrenk v British Columbia Human Rights Tribunal is a case about the scope of discrimination regarding employment Read CASE SUMMARY Schrenk v British Columbia Human Rights Tribunal is a case about the scope of discrimination regarding employment Read case about the scope of discrimination regarding employment Read More

Standard Life Health Care v Gorman [2010] IRLR 233, CA is a case about agency, rather than employment, but it is worth mentioning here because it contains Court of Appeal approval for a hitherto controversial case on the interaction between garden leave and employee misconduct.

Chicago labor and employment partner Frank Saibert authored this column about a recent decision in the 7th U.S. Circuit Court of Appeals which reversed the National Labor Relations Board ruling regarding a case involving a scribbled - upon ballot in a secret union ballot election.

Recently, there has been a fair amount of commentary in the employment law world about the Supreme Court of Canada's decision in Hryniak v. Mauldin, 2014 SCC 7 (CanLII) being a watershed moment for the disposition of wrongful dismissal cases.

Los Angeles, CA About Blog Strong Advocates's employment law attorneys handle cases of wrongful termination, discrimination and workplace abuse.

Chicago labor and employment partner Frank Saibert contributed this article about a case involving an employer's misleading comments about possible pay raises if employees voted against a labor union.

Perhaps the week's most buzzed - about employment law case came from Hartford where veteran political reporter Shelly Sindland filed a sex and age bias complaint against Tribune Co.'s Fox 61, charging that execs at the TV station rewarded female on - air talent on the basis of bodily attractiveness rather than conventional journalistic criteria.

San Antonio, Texas About Blog San Antonio Employment Law Blog focuses on labor cases involving wrongful conduct by the employer in Texas.

San Francisco labor and employment counsel Charles Dyke is quoted in this article about recent 401 (k)- fee cases surviving motions to dismiss.

A police headquarters spokeswoman said the office was constrained about what could be said because the case was before the Employment Relations Authority.

Los Angeles labor and employment associate Alicia Anderson is quoted in this article about a case involving restaurant chain P.F. Chang's China Bistro Inc.'s employees» fight for full minimum wage for non-tipped work.

Concluding that the Claimant had been party to a discussion about her evidence, in flagrant disregard of warnings given by the Employment Tribunal on six separate occasions that the Claimant must not do so when giving evidence, the Employment Tribunal concluded that it had irretrievably lost trust in the Claimant and could no longer fairly hear her case.

Accordingly, as this blog has always stated: before making any decisions about where to file or plead your case, you should first speak with a professional employment lawyer.