Sentences with phrase «as a condition of employment at»

It may also be required as a condition of employment at private schools as well as for admission to a graduate program in education.

Not exact matches

Given the absence of a public trading market of our common stock, and in accordance with the American Institute of Certified Public Accountants Accounting and Valuation Guide, Valuation of Privately - Held Company Equity Securities Issued as Compensation, our board of directors exercised reasonable judgment and considered numerous and subjective factors to determine the best estimate of fair value of our common stock, including independent third - party valuations of our common stock; the prices at which we sold shares of our convertible preferred stock to outside investors in arms - length transactions; the rights, preferences, and privileges of our convertible preferred stock relative to those of our common stock; our operating results, financial position, and capital resources; current business conditions and projections; the lack of marketability of our common stock; the hiring of key personnel and the experience of our management; the introduction of new products; our stage of development and material risks related to our business; the fact that the option grants involve illiquid securities in a private company; the likelihood of achieving a liquidity event, such as an initial public offering or a sale of our company given the prevailing market conditions and the nature and history of our business; industry trends and competitive environment; trends in consumer spending, including consumer confidence; and overall economic indicators, including gross domestic product, employment, inflation and interest rates, and the general economic outlook.

I work at a large industrial conglomerate — several of the conditions of employment are an IP waiver and a requirement to identify other income sources and / or business activities as part of conflict of interest reporting.

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

What if some aspiring teachers resist this effort at thought control and object to parroting back an ideological line as a condition of future employment?

The present environment is characterized by unusually overvalued, overbought, overbullish conditions, with rising 10 - year Treasury bond yields, heavy insider selling, valuations on «forward earnings» appearing reasonable only because profit margins are more than 70 % above historical norms (fully explained by the negative sum of government and personal savings as a share of GDP), with the S&P 500 at a 4 - year market high, in a mature market advance, with lagging employment indicators still positive but more than half of all OECD countries already in GDP contraction, Europe in recession, Britain on the cusp, and the EU imposing massive losses on depositors in order to protect lenders in an unstable banking system where Cyprus is the iceberg's tip.

(4) A trade union and the employer of the employees concerned shall not enter into a collective agreement that includes provisions requiring, as a condition of employment, membership in the trade union that is a party to or is bound by the agreement unless the trade union has established at the time it entered into the agreement that not less than 55 per cent of the employees in the bargaining unit were members of the trade union, but this subsection does not apply,

Unlawful treatment also comes in the form of sexual harassment by the employer — whether it is direct sexual harassment aimed at the employee which is known as quid pro quo harassment, or in the form of general sexual conduct by other employees which alters the conditions of employment and renders the work environment hostile or abusive.

The question of whether you can make a claim or not is based on the problem that you have experienced at work and on top of that there are other conditions that need to be met such as submitting within the time limit or having to have worked for the employer for a set amount of time (the basic rules are you need 2 years service to make a claim and that you need to submit a claim within 3 months minus one day since the last act of discrimination or last date of employment)

If you have been injured as the result of a traumatic event (i.e., you fall at work injuring your Back), or if you suffer cumulative or repetitive trauma in the course of your employment (i.e., you repetitively use your hands and develop Carpal Tunnel Syndrome), you may be entitled to recover workers» compensation benefits if medical evidence shows the work injury, or repetitive work activity, caused the diagnosed condition.

Fluency in English — as first, second, or nth language — is a condition of employment, for example, at McKinsey.

At this point, I observe that, notwithstanding the injury he has clearly suffered, he has maintained full ‑ time employment for over five years, has taken no time off as a result of the injury beyond the first 28 days, has not found it necessary to undergo physical therapy or take pain medication, and was able to change employers twice, by choice, without any impediment arising from his physical condition.

The claimants, many of whom were 16 - year - old females at the time of the alleged assaults, had applied for jobs at the bank and, as a condition of their employment, had to pass a pre-employment medical examination.

That approach, in my view, would have required consideration of: (i) the high standard of conduct expected of [the plaintiff] given the responsibilities and trust attached to his senior management position; (ii) the essential conditions (characterized as «core values») of integrity and honesty in his employment contract, including the requirement in the Code «to act in an honest and ethical manner at all times» (emphasis added); and (iii) his deliberate concealment of his actions which he later acknowledged to have been wrong and unethical.

The sticking point at the BC Court of Appeal was its determination that the Code only applies to employment situations where the individual accused of conduct that violates the Code can «force the complainant to endure that conduct as a condition of his employment.»

Looking at the two different aspects of sexual harassment as defined by the Canada Labour Code, more than half of working women in Canada (54 %) say they have experienced conduct, comments, gestures or contact of a sexual nature that caused them offence or humiliation, while three - in - ten (30 %) experienced conduct, comments, gestures or contact of a sexual nature that they perceived as placing a condition of a sexual nature on their employment or on any opportunity they might have for training or promotion.

Justice Bastarache also noted at paragraph 30 that is important that «the non-tangible elements of the situation — including work atmosphere, stigma, and loss of dignity, as well as nature and conditions of employment, the tangible elements — be included in the evaluation.»

[30] Misconduct «going to the core of the employment relationship» includes, as the Court explains at para. 48, behaviour that «violates an essential condition of the employment contract, breaches the faith inherent to the work relationship, or is fundamentally or directly inconsistent with the employee's obligations to his or her employer.»

The EMPLOYER will employ the WORKER assigned to him by the GOVERNMENT AGENT as approved by HUMAN RESOURCES AND SKILLS DEVELOPMENT CANADA (HRSDC), clearance order and the WORKER will serve the EMPLOYER at the place of employment subject to the terms and conditions herein mentioned provided, however, that such period of seasonal employment be not longer than eight (8) months nor less than 240 hours in a time of six (6) weeks or less unless HRSDC has agreed that an emergency situation exists, in which case the PARTIES agree that the minimum period of employment shall be not less than a term of 160 hours.

You warrant as a strict condition of this agreement that as at the date hereof... (b) there are no circumstances of which you are aware or of which you ought reasonably to be aware which would constitute a repudiatory breach on your part of your contract of employment which would entitle or have entitled the company to terminate your employment without notice.»

Travel Select Highlights: Primary coverage Children under 18 covered at no additional cost Trip cancellation including bankruptcy / financial default, employment termination / transfer Travel delay of 50 % or more as a trip cancellation reason 21 - day pre-existing condition waiver 60 day look back for pre-existing conditions applies to travelers only 5 hour trip delay 3 hour missed cruise connection from flight delay 12 hour baggage delay $ 1,000 trip interruption included in post departure coverage $ 200 flight reissue fee Ex-spouse included in family member definition Full line of travel assistance & concierge services Available to book 24 months in advance Competitive pricing