Sentences with phrase «accommodate employees on»

With a number of recent Human Rights Tribunal decisions, however, employers are quickly learning about their legal obligation to accommodate employees on the ground of their «family status».

The tribunal member dismissed the claim saying the firm had a good history of accommodating employees on maternity leave and that:

Not exact matches

Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787 program; 4) margin pressures and the potential for additional forward losses on new and maturing programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on pension plan assets and the impact of future discount rate changes on pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled employees and our relationships with the unions representing many of our employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.

It is almost always best to be known as a progressive company, with a strong focus on training, the flexibility to accommodate employees» needs and the guts to stick by them through thick and thin.

Canada may have a pretty generous policy towards maternity and parental leave — especially compared to the U.S. — but many women still encounter significant career setbacks or experience the so - called «motherhood penalty» when they take time off to have kids, and many employers still wrestle with how to accommodate the disruption of employees going on leave.

It will accommodate a maximum of 55,000 people, which is 8,000 more than the current number of employees on campus.

That would open up enough space on four floors of the county office building to accommodate about 165 health and social services employees now scattered in leased office space at three downtown locations.

American Humane and Mars Petcare offer tips on how businesses and retail employees can better accommodate veterans and other patrons with service dogs.

Though founded in just 2005, Imageepoch's development staff has already expanded to accommodate over 120 employees, split into four teams all working separately on different projects.

Seen in context, it's clear that paragraph 8 of the commentary to section 6.3.1 (3) doesn't impose a duty on lawyers to promote equality, it does impose an obligation on lawyers, in fulfilling their duty not to discriminate, to accommodate employees and clients — consistent with Ontario Human Rights Law, which has the effect of promoting equality.

The law requires an employer to reasonably accommodate an employee's religious beliefs and practices unless doing so would cause an undue hardship on the employer's business.

For instance, in recent years, he has written or spoken on issues such as mandatory retirement, privacy legislation and transborder data flows of personal employee information, employers» duty to accommodate and the validity of settlements in labour and employment law.

The Court of Appeal ruled that the employer's decision to put the employee on an unpaid leave of absence in August 2010 was not an infringement of his rights because, at that time, the employer had accommodated the employee to the point of undue hardship.

Despite making individualized assessments and accommodations for employees on medical and religious grounds, the CBSA made no attempts to accommodate Ms. Johnstone.

If you're looking for advice on employee entitlement, employer obligations, EI benefits, or the Ontario Human Rights Code to accommodate pregnant workers, this guide is for you.

It is important to protect your employees and educate yourself on the steps to take to accommodate your employees.

Saunders is working on a proposal for a program on how employers can accommodate employees who have disabilities.

Ms Johnstone was unable to find childcare that would allow her to continue with her rotating shifts, the CBSA did not inquire into her circumstances, the move to part - time affected her pension and benefits entitlements, and the CBSA had accommodated other employees on religious and medical grounds.

For example, if there is a reasonable requirement for the particular job that the employee can not meet because of a particular characteristics this will not count as discrimination if accommodating the employee characteristic will cause undue hardship on the employer (Alberta Human Rights Act s. 7 (3)-RRB-.

Although the debate over the extent of employers» duty to accommodate employees» childcare obligations will likely continue until there is a definitive ruling by an appellate court (and quite possibly the Supreme Court of Canada), prudent employers should carefully assess any request for accommodation based on family obligations, taking into account such factors as:

Every employee is entitled to be protected and accommodated according to the law, based on certain grounds.

The law requires an employer or other covered entity to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer's business.

As such, much of the litigation in this area of the law centers on determinations of the extent of the employee's disability as well as the employer's actions in accommodating the employee.

In an arbitration between the Corporation of Quinte West and CUPE, Local 759, (decision released on October 21, 2011), Arbitrator Paula Knopf considered whether an employer has an obligation to accommodate an employee who suffers from allergies that are caused, at least in part, by scented products in the workplace.

For instance, if an employee refuses to use a biometric scanner on the basis of a religious belief, then an employer may have to accommodate.

As the substantive duty to accommodate depends on the facts of each situation (including the employee's limitations and duties, and the organization's operational requirements), we have compiled the following tips from the Policy and the Policy Statement to help employers fulfil the procedural component of their duty to accommodate.

Generally speaking, the duty to accommodate requires employers to adapt rules and requirements to meet the needs of individual employees who would otherwise be exposed to constructive discrimination on a protected ground, including disability.

Similarly, employers have an obligation to accommodate time off for an employee is unable to work on account of family caregiving responsibilities.

The spectrum of accommodation expected will depend on a number of factors, including financial ability to accommodate, type of work performed, and the impact of marijuana use on the essential duties of the employee.

The services of an experienced, third party Disability Manager can assist employees and employers in arriving at innovative solutions that accommodate the needs of returning employees while avoiding undue hardship on the part of the employer.

Under human rights law, an employer must accommodate an employee if a workplace policy or job requirement effectively discriminates against an employee on a prohibited ground.

In Canada, employers have a duty to accommodate employees to the point of undue hardship if a policy or practice has a discriminatory effect on an employee on the basis of religious beliefs.

They may advise employers on employee benefit law or on issues involving disciplinary actions and terminations, accommodating for disabilities, drug and alcohol testing, confidentiality agreements, workplace investigations, and unemployment compensation claims.

(b) concludes that the employee's needs can not be accommodated without undue hardship on the board.

includes all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate to an employee's or prospective employee's religious observance or practice without undue hardship on the conduct of the employer's business

Employers must recognize that human rights legislation places statutory limitations on the content of application forms, the pre-screening process, the interview, medical inquiries, and, under the employer's duty to accommodate persons with disabilities, even the right to hire an employee who is fit to perform the essential duties of the job.

How does an unionized employee know when the right to privacy has been violated if there is no internal policy or procedures or guidelines or policy and procedures on Duty to Accommodate.

Maybe the employer took on acceptable replacements for these employees while they were away, and maybe it will have some difficulty rearranging schedules to accommodate, but it is risking significant loss if those returning employees choose to go elsewhere, besides a possible drop in morale if they choose to stay.

That obligation can include measures that impact on other employees, for example as a result of changing job duties of other employees to accommodate the disabled employee.

While employees may request accommodation for childcare and eldercare obligations under human rights legislation on the basis of «family status,» the full scope of these protections — and the extent to which employers must accommodate — is still under development.

``... there may be another situation where the application of the Afghanistan Guidelines could result in a particular employee being denied a posting in Afghanistan even though the needs of such person could be accommodated without imposing an undue hardship on the employer.

Despite finding that an employee made out a prima facie case of discrimination on the ground of disability, the Court found that the employer's failure to meet its procedural duty to accommodate was not improper since any accommodation would have resulted in undue hardship.

Ultimately, the tribunal found that it would constitute an undue hardship on the employer to have to accommodate the employee in Afghanistan.

In total, the campus will accommodate more than 12,000 employees, with executives situated on the fourth floor.

Typical work duties listed on an Assistant Hotel Manager example resume are managing reservations, greeting guests, coordinating housekeepers, training staff, recruiting new employees, accommodating special requests, and completing other duties as assigned by managers.

In that case, an employer must accommodate the request unless it causes «undue hardship & # on the employer (or unless the employer has fewer than 15 employees).

The new building accommodates the company's current workforce of 1,100 employees and includes space for its growing operations with capacity for 1,800 employees on the 30 - acre site.