Sentences with phrase «against current employees»

And they still must resolve what actions to take against current employees who were involved in changing the grades.

According to the U.S. Equal Employment Opportunity Commission, it is illegal to discriminate against a current employee or candidate based on race, color, religion, sex (including gender identity,...

Not exact matches

Actual results may vary materially from those expressed or implied by forward - looking statements based on a number of factors, including, without limitation: (1) risks related to the consummation of the Merger, including the risks that (a) the Merger may not be consummated within the anticipated time period, or at all, (b) the parties may fail to obtain shareholder approval of the Merger Agreement, (c) the parties may fail to secure the termination or expiration of any waiting period applicable under the HSR Act, (d) other conditions to the consummation of the Merger under the Merger Agreement may not be satisfied, (e) all or part of Arby's financing may not become available, and (f) the significant limitations on remedies contained in the Merger Agreement may limit or entirely prevent BWW from specifically enforcing Arby's obligations under the Merger Agreement or recovering damages for any breach by Arby's; (2) the effects that any termination of the Merger Agreement may have on BWW or its business, including the risks that (a) BWW's stock price may decline significantly if the Merger is not completed, (b) the Merger Agreement may be terminated in circumstances requiring BWW to pay Arby's a termination fee of $ 74 million, or (c) the circumstances of the termination, including the possible imposition of a 12 - month tail period during which the termination fee could be payable upon certain subsequent transactions, may have a chilling effect on alternatives to the Merger; (3) the effects that the announcement or pendency of the Merger may have on BWW and its business, including the risks that as a result (a) BWW's business, operating results or stock price may suffer, (b) BWW's current plans and operations may be disrupted, (c) BWW's ability to retain or recruit key employees may be adversely affected, (d) BWW's business relationships (including, customers, franchisees and suppliers) may be adversely affected, or (e) BWW's management's or employees» attention may be diverted from other important matters; (4) the effect of limitations that the Merger Agreement places on BWW's ability to operate its business, return capital to shareholders or engage in alternative transactions; (5) the nature, cost and outcome of pending and future litigation and other legal proceedings, including any such proceedings related to the Merger and instituted against BWW and others; (6) the risk that the Merger and related transactions may involve unexpected costs, liabilities or delays; (7) other economic, business, competitive, legal, regulatory, and / or tax factors; and (8) other factors described under the heading «Risk Factors» in Part I, Item 1A of BWW's Annual Report on Form 10 - K for the fiscal year ended December 25, 2016, as updated or supplemented by subsequent reports that BWW has filed or files with the SEC.

Employment practices liability insurance, or EPLI as you may have heard it called, provides protection to companies who have employees against claims by current or former employees for things like discrimination, wrongful termination, or sexual harassment.

Eliot Spitzer and current executive director of the nonprofit Union Settlement, says prohibiting the use of taxpayer dollars to settle sexual harassment claims brought against government employees, as Cuomo has proposed, is probably illegal and also bad policy.

«NELA NY is against the current Senate and Governor's bill in their present form and we urge them to pass meaningful legislation that advances protections for employees who are victims of unlawful discrimination,» said Miriam Clark, president of NELA NY, in a statement.

Now, several people have asked me if it's against Glassdoor.com's Terms of Service for HR to be «asking» current employees to submit favorable reviews.

Prohibits employers from discriminating against current or prospective employees on the basis of such employees» consumer credit status.

«The Infinity Ward Employee Group», 38 plaintiffs either current or former employees at the developer, filed a claim in the Los Angeles Superior Court against Activision.

In addition to providing good insight into the current state of the law, he makes the argument that it would be good for society, including employers, if they could get over their basically reflexive anti-free speech reactions, while acknowledging there is little current legal basis to require them to do so, and conceding that freedom increases conflict which runs against [an] employer's «enduring goals of employee compliance, conformity, complacency and efficiency.»

Goldblatt Partners LLP has commenced a proposed class action for unpaid wages (including overtime) against Goodlife Fitness Centres Inc. on behalf of all current and former non-managerial employees who worked in Goodlife's Ontario clubs since October 2014.

In October 2016, a proposed class action for unpaid wages (including overtime) was filed against Goodlife Fitness Centres Inc. («Goodlife») on behalf of all current and former non-managerial employees of Goodlife who worked for Goodlife in its Ontario clubs since October 2014.

In addition to ensuring that these professionals keep their licenses current, the department employees must also investigate any complaints against them.

Whether you need an overtime pay attorney in Los Angeles, a wrongful termination lawyer in San Diego, or an employment discrimination lawyer in Southern California, our employment law firm tenaciously takes on current or former employers who engage in unlawful practices against employees.

The BIA gives unpaid employees a limited super-priority against the current assets of the employer, for an amount up to $ 2000 (ss 81.3 & 81.4 BIA).

Under s. 81.3 of the Bankruptcy and Insolvency Act (BIA), employees of a bankrupt employer had security for wage claims up to $ 2,000 that ranked in priority against current assets above every other claim.

The law firms of Roy O'Connor LLP («RO»), Sotos LLP («Sotos») and Goldblatt Partners LLP («GP» - formerly Sack Goldblatt Mitchell LLP), along with a national team of law firms, represent plaintiffs in two certified class actions against Canadian Banks on behalf of current and former non-management employees for compensation for alleged unpaid overtime.

This comment identifies the ways in which female lawyers continue to face discrimination even after they make partner and highlights a serious gap in current antidiscrimination law that perpetuates discrimination against female partners: Courts have interpreted Title VII of the Civil Rights Act of 1964 to protect employees but not partners.

In the current climate, employers can expect the law to develop, and for employees and Crown prosecutors to push to extend both protections against and consequences for workplace sexual assault — such as applying section 217.1.

In the High Court, Patrick regularly makes and resists applications for interim relief against current and former employees and directors.

It also helps insulate your practice against related lawsuits brought by current or former employees.

Agency workers can still apply to Employment Tribunals for rights as employees against the hiring client, despite current rulings against such rights existing and the introduction of the Agency Workers Regulations (AWR).

Rosen said that some employers don't bother to verify past employment because they know many organizations have policies against giving out detailed information about current or former employees.

Administered weekly training of new methods of operation to new and current employees as supervisor, as well as evaluated employees against standards of operation

Class action lawsuits against prospective or current employers requesting background checks on applicants or employees are mushrooming.

The 90 minute webinar will review the application of federal and state laws to both pre-employment screening and the re-investigation of current employees, and Rosen will help participants examine their background screening processes against state and federal laws and regulations to ensure legal compliance.