Sentences with phrase «against the employer such»

The employee usually agrees not to pursue any potential legal claims against the employer such as wrongful discharge, discrimination, or disputed wages.

Not exact matches

Small business employers also provide access to larger networks such as supply chains, therefore protecting this information against increasing cyber threats is critical.

But now the legal battles against the HHS employer contraceptive mandate are shifting to very different questions of personhood: Are for - profit corporations «persons» in such a legal sense that they have religious rights?

The parables disclose with what pleasure and tolerance he surveyed the broad scene of human activity: the merchant seeking pearls; the farmer sowing his fields; the real - estate man trying to buy a piece of land in which he had secret reason to believe a treasure lay buried; the dishonest secretary, who had been given notice, making friends against the evil day among his employer's debtors by reducing their obligations; the five young women sleeping with lamps burning while the bridegroom tarried and unable to attend the marriage because their sisters who had had foresight enough to bring additional oil refused to lend them any; the rich man whose guests for dinner all made excuses; the man comfortably in bed with his children who gets up at midnight to help his importunate neighbor only because he despairs of getting rid of him otherwise; the king who is out to capture a city; the man who built his house upon the sand and lost it in the first storm of wind and rain; the queer employer who pays all of his men the same wage whether they have worked the whole day or a single hour; the great lord who going to a distant land entrusts his property to his three servants and judges them by the success of their investments when he returns; the shepherd whose sheep falls into a ditch; the woman with ten pieces of silver who, losing one, lights the candle and sweeps diligently till she finds it, and makes the finding of it the occasion of a celebration in which all of her neighbors are invited to share — and how long such a list might be!

«While originally targeting individuals, these plans have gained some momentum as a substitute to an employer - sponsored group medical plan,» wrote one analysis, warning against the risks employers take on with such programs, which do not guarantee coverage.

To this end, some have threatened a court action against their employer to explain why it would engage in such action that amounts to public deceit.

As part of a policy review, Miliband proposes sanctions against labour agencies that advertise solely for immigrant workers, an early warning system if some industries are employing disproportionately large number of foreign workers, a doubling of fines if employers undercut the minimum wage, and no early lifting of migrant barriers for new EU countries such as Croatia.

If nothing else, such a system could pit the city against Nassau and Westchester counties — if there's one thing the city doesn't need, it's another excuse for employers to move jobs out of the five boroughs to save on costs.

Wasn't it employers who forced employees to work in such unsafe conditions that in 1970 Congress created, and President Nixon signed into law, the Occupational Safety and Health Administration after public outcry against rising injury and death rates on the job?

The domestic workers» bill of rights codifies issues such as guaranteed days off, overtime and vacation pay, and enhances the ability to seek legal redress against employers who fail to meet their obligations.

The author JK Rowling, who voted against independence, has implied she may now rethink her position, and Salmond said major Scottish employers and companies such as the whisky giant Diageo would consider whether Scottish independence within the EU would ensure their continued access to the European single market.

Short of Congress enacting his suggestions in full, he favors passage of the Durbin - Grassley Bill, though with the proviso that only «certain parts are good,» such as the expansion of rules against layoffs by employers who hire H - 1Bs.

The ADA is intended to require employers to provide equal opportunities to employees with disabilities by requiring them to provide reasonable accommodations to such employees, and by prohibiting them from taking any adverse employment action against such employees on the basis of their disability.

Fortunately, such claims are almost invariably pursued against the employer (and their insurers) rather than against the individual teacher or lecturer.

We work towards a more just society and as such we are an equal opportunity employer and do not discriminate against any employee or applicant for employment because of race, color, ethnicity, religion, gender, sexual orientation, national origin, disability, age, marital status, military status, pregnancy, or parenthood.

to exclude or to expel from its membership, or otherwise to discriminate against, any individual because of his age; to limit, segregate, or classify its membership, or to classify or fail or refuse to refer for employment any individual, in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee or as an applicant for employment, because of such individual's age; to cause or attempt to cause an employer to discriminate against an individual in violation of this section.

(D) It shall be unlawful for an employer to discriminate against any of his employees or applicants for employment, for an employment agency to discriminate against any individual, or for a labor organization to discriminate against any member thereof or applicant for membership, because such individual, member or applicant for membership has opposed any practice made unlawful by this section, or because such individual, member or applicant for membership has made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or litigation under this Act.

Sub-section (b) of the code states this in relation to private employment: «No private employer may terminate the employment of, or discriminate with respect to employment against, an individual who is or has been a debtor under this title, a debtor or bankrupt under the Bankruptcy Act, or an individual associated with such debtor or bankrupt, solely because such debtor or bankrupt

No one can positively say what would happen in a particular case, but in order for a debtor to protect themselves against such wrongful termination by an employer during a bankruptcy, it might be wise to consider retaining a lawyer with that type of experience.

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

No employer may (1) request or require that an employee or prospective employee consent to or provide the results of a credit check as a condition of employment; (2) obtain a credit check or cause a credit check to be obtained that pertains to an employee or prospective employee; or (3) fail or refuse to hire, bar, discharge from employment, or otherwise discriminate against an employee or prospective employee because of information contained in a credit check unless the information contained in such credit check is a bona fide occupational qualification or such credit check is otherwise required by law.

Your credit report contains personal information such as your name, home address, employer and any financial judgments against you.

We are an Equal Employment Opportunity employer and as such do not discriminate against any applicant for employment or employee on the basis of race, color, religious creed, gender, age, marital status, sexual orientation, national origin, disability, veteran status or any other classification protected by applicable discrimination laws.

Further, employers will be expressly prohibited from committing reprisals against employees (or temporary help agency workers) who make such a request and must permit or discuss or disclose their rate of pay to other employees.

Most people use Facebook, Snapchat, Twitter and other social media postings as an everyday event with little thought about how such information may later be used by an employer or against them in court proceedings in workplace related disputes.

Social Media & Digital Footprints Most people use Facebook, Snapchat, Twitter and other social media postings as an everyday event with little thought about how such information may later be used by an employer or against them in court proceedings in workplace related disputes.

Employers are entitled to sufficient information to assess an accommodation request, which may include information such as the nature of the family obligation and the efforts made by the employee to reconcile the family obligation against his or her workplace obligations.

Further, where an employee discusses pay because she feels that she has been discriminated against, any action taken by the employer to stop such discussion will give rise to a victimisation claim.

Making such a unilateral change amounts to a breach of contract, known as a constructive dismissal, which is a claim against your employer for severance pay even though you were not formally fired.

Such factors include the length of employment of the employee, whether the employee is a salaried or an hourly worker, and the potential value of any of the employee's potential legal claims against the employer.

If your injuries resulted from the negligence of a subcontractor, a product manufacturer or some outside agency such as a delivery service, you may have grounds to file a personal injury claim against the liable third party, in addition to a workers» compensation claim through your employer's insurance company.

In light of the above principles and, in particular, the ability of judges to award damages resulting from flawed investigations, employers need to remain live to those circumstances where not only is an investigation required, but where they would benefit from retaining external counsel to conduct such an investigation, as a way to mitigate against the risk of performing a flawed investigation.

The separation agreement may also contain additional features such as non-disclosure agreements, non-compete clauses, and limitations on the ability to take legal action against your employer.

29 % of all accidents at work were considered «moderate» injuries — such as broken bones or fractures — and serious enough for workers to make a claim against their employer.

A new university study and the ever - increasing use of wireless devices, such as the BlackBerry, could result in a flood of lawsuits against employers for creating an allegedly dangerous environment where unpaid overwork is required for success, promotion and job security, a leading law firm warns -LSB-...] Giving rise to possible claims, is a recent study by Gayle Porter, Associate Professor of Management at Rutgers University in New Jersey, which suggests possible liability for companies if they keep their employees on «electronic leashes» as part of their job requirements.

At Altman & Altman LLP, our Boston - based personal injury attorneys have over 50 years of experience getting our clients the benefits they are entitled to for as long as they require to get better, and aggressively pursuing litigation against negligent employers and third parties responsible for the injury — whether they are backed by billion dollar corporations such as Amazon or not.

Employers would be cautious as to how they operate, lest such a finding be made against them.

In Case C - 144 / 04 Mangold v Helm [2005] ECR I - 9981, the CJEU found that the general EU law principle of non-discrimination could be invoked by an employee against their employer, such that national legislation creative of a discriminatory contractual clause was disapplied.

In the event that another party that is not your employer, such as the building architect, engineer, or the manufacturer of a defective product, is found responsible for your construction accident, one of our Massachusetts personal injury lawyers can help you file a construction accident claim against the liable parties.

However, there are many laws that prevent employers from discriminating against employees and potential employees on the basis of specific characteristics, such as age, gender, race and disabilities.

Whistle blower protections prevent your employer from being able take any adverse employment action against you for reporting them, such as any attempts to directly fire you, to demote you, or to otherwise discriminate or harass you in efforts to terminate your employment for reporting your suspicions.

When balancing this evidence against the privacy and dignity rights of individual workers, the Supreme Court concluded that the employer had failed to demonstrate a sufficient workplace problem or requisite safety concern which would warrant such an infringement on individual workers.

If you are diagnosed with a suspected benzene related illness such as a form of cancer or condition discussed above and wish to file a lawsuit against your employer or other business, we recommend contacting an attorney as soon as possible.

Before incorporating a non-competition provision into an employee's contract of employment or reminding a departing employee that a non-competition provision precludes the employee from competing and will be enforced against him or her, employers should carefully consider the value of proceeding in such a fashion and all of the ramifications.

However in the absence of such written policies employers must tread carefully before taking steps against an employee based on social media use.

You can use the application for protection against workplace harassment on this page if you are an employer (or the employer's authorized agent, such as an attorney) and you believe that «harassment in the workplace» has occurred.

Our lawyers also help our disabled clients with disability claims against employer - sponsored long - term disability insurance policies such as AFLAC and pension benefits.

In such a case, actions for negligence against the supervisor and the supervisor's employer as well as actions for product liability against the manufacturer and others in the product's chain of distribution may be maintained.

We have successfully litigated cases on behalf of employers to enforce such agreements and employees to defend against them.

Once the employee has established prima facie discrimination, the employer then has the opportunity to prove that it did not discriminate against the claimant, such as by demonstrating that the employer would experience undue hardship if it were to provide the employee with the accommodation sought.