Sentences with phrase «by federal employment law»

In the US, in general, discrimination based on national origin is forbidden by federal employment law, so prospective employers should be asking about work authorization rather than nationality.

the fundamental questions in the case, questions that have many law firms on edge: Are law firm partners covered by federal employment law?

A: Absent special circumstances (such as for unionized employees, employees governed by federal employment laws or where the dismissal is contrary to a statutory protection) most Ontario employees can be fired at any time so long as they have been provided with the proper amount of severance.

Not exact matches

Because Google is a federal contractor, it is required by law to submit employment data to the government as part of routine compliance procedures to prove it is not violating equal employment laws, the DoL says.

Under current law, the individual mandate and its associated penalties increase federal deficits by encouraging people to obtain subsidized coverage — through Medicaid, the health insurance marketplaces established under the ACA, or employment - based plans (which receive indirect subsidies to the extent that premiums for that coverage are excluded from taxable compensation).

We are committed to equal employment opportunity for all applicants and existing employees and we evaluate qualified applicants without regard to ancestry, age, color, disability, genetic information, gender, gender identity, or gender expression, marital status, medical condition, military or veteran status, national origin, race, religion, sex, sexual orientation, and any other basis protected by federal, state, or local law, ordinance, or regulation.

Why this list matters: As companies grow, they must abide by new federal and state employment laws, and California has very strict regulations.

They still have to comply with federal and state laws, which means gays are out, but everyone else has to be considered for employment by the company (the only exceptions to the law are where your religion or other protected status are essential for the job... for example, a Muslim couldn't sue an Episcopalian church who wouldn't hire them in an administrative role because their faith clashes with that of the church — things like that don't apply to a fast food chain).

I am going to weigh in, being a catholic and the whole shabang... First of all this is not infringing on anyone's right to practice their religion... Requiring insurance companies to provide contraception for women does not mean the woman has to use it or purchase it... Catholic hospitals take federal funds for their patients, therefore they are not exempt from employment laws... If the Catholic Diocese doesn't want to provide the insurance claiming religious beliefs, then they can no longer accept federal funded patients... They also know that they will be subjected to discrimination lawsuits based hiring and religious discrimination — non-catholics work there, and therefore are being denied healthcare due to catholic beliefs... Majority if not all Catholic women do, have, or had used contraception in their lifetime... God does not nor does the bible say anything about contraception, since it had not been invented yet — so this is a man - made law, made by a bunch of men, who have never had a menstrual cycle — and the pain that comes with it....

The Waldorf School of Atlanta does not discriminate against candidates for admission or employment on the basis of age, race, religion, sex, national origin, marital status, sexual orientation, genetic information, or disability status as well as other classifications protected by applicable federal, state, or local laws.

«With this Executive Order I am putting all contractors who want to do business with Erie County on notice that they must be fully compliant with all federal and state laws regarding equal pay for women, they must prove that prior to entering into any contract with Erie County, and be subject to periodic audits by Erie County's Office of Equal Employment Opportunity,» said Poloncarz.

All employment decisions are made without regard to race, sex, national origin, color, religion, age, disability, veteran status, genetic information or any other status protected by federal, state or local law.

The high court will also use an employment - discrimination case from the private sector to clarify whether Title VII of the Civil Rights Act of 1964, the main federal job - discrimination law, covers retaliation by employers against former employees as well as job applicants...

In Renee v. Spellings, filed in a federal district court in San Francisco, Public Advocates argued that the department had flouted the law by permitting employment of teachers still in training.

Relay does not discriminate on the basis of race, color, religion, creed, sex, sexual orientation, national origin, ancestry, age, marital status, citizenship status, veteran status, disability or any other criterion specified by federal, state or local laws, in the administration of its admissions, employment and educational policies or scholarship, loan, and other school - administered programs.

(Ohio) A Toledo high school that partners with regional industry to help train students for employment was visited this week by two of President Barack Obama's senior cabinet officials to highlight the type of successful job - training programs envisioned under new federal law.

Brass City Charter School does not discriminate in any employment practice, education program, or educational activity on the basis of race, color, religious creed, sex, age, national origin, ancestry, marital status, sexual orientation, gender identity or expression, disability, or any other basis prohibited by Connecticut state and / or federal nondiscrimination laws.

Non-Qualifying Employment Graduates employed in private practice either by a law firm or a corporation, self - employed, or as a judicial law clerk at the federal or state level are not eligible to apply.

An individual, who has an employment relationship, acknowledged by both the individual and the mortgage broker or mortgage banker and is treated as an employee for purposes of compliance with the federal income tax laws.

The prohibition does not apply to: employers that are federally insured banks or credit unions; employers that are required by state or federal law to use individual credit history for employment purposes; public safety officers; or positions for which the information is substantially job - related and the employer's reasons for the use of such information are disclosed to the employee or prospective employee in writing.

This prohibition shall not apply if an employer is required by federal or state law to use a consumer report for employment purposes.

The prohibition also does not apply to: (1) employers which are federally insured banks or credit unions; or (2) employers which are required by state or federal law to use individual credit history for employment purposes.

If an employer obtains, uses, or seeks to obtain a consumer report pursuant to federal or state law, the employer shall (1) obtain the employee's or applicant's written consent in a document consisting solely of the consent, each time the employer seeks to obtain the employee's or applicant's consumer report; (2) disclose in writing to the employee or applicant the employer's reasons for accessing the consumer report, and if the employer intends to take an adverse employment action in whole or in part based on the report, disclose the reasons for the action, including which information in the report the employer is basing the decision on, in writing at least 14 days prior to taking the action, along with a copy of the report and the notice of consumer rights required by section 1681G (c)(1) of chapter 15 of the United States Code.

Seattle Area Feline Rescue prohibits discrimination against its employees, volunteers, applicants for employment, and customers or other business associates on the basis of a person's race, religion, creed, color, sex, age, marital status, national origin, citizenship status, mental or physical disability, sexual orientation, gender expression or identity, military or veteran status, any other characteristic protected by federal and applicable state laws.

The Museum prohibits making any employment decisions or basing any terms and conditions of employment on the basis of a person's race, creed, color, religion, sex, age, height, weight, national origin, ancestry, or ethnicity, sexual orientation, transgendered status or gender expression or identity, marital status, disability, political affiliation, military or veteran status or any other basis now or in the future protected by federal, state or local law, ordinance or regulation.

Assembly Bill 1008 does not apply to a position for which an employer is required by any state, federal, or local law to conduct criminal background checks for employment or restrict employment based on criminal history.

Under federal and state employment laws, all employees in the state of Connecticut are protected from any type of retaliation by an employer, manager, or supervisor.

A federal law enacted by former President Bill Clinton in 1994, USERRA now protects the employment rights of men and women serving in the Armed Forces.

Defending technology company and its board of directors in multimillion dollar PA state court action brought by founder / consultant / shareholder alleging claims for breach of fiduciary duty, breach of contract, and rescission; prosecuting action in NJ federal court on behalf of executive terminated in breach of his employment agreement; defending companies and their majority owners in numerous state court actions throughout NY and NJ alleging breach of contract and fraud; defending company in connection with DOL investigation regarding misclassification of employees; defending health - tech entrepreneur in connection with DOL investigation regarding unemployment insurance fraud; counseling global company and its US subsidiary in connection with various employment law matters; and negotiating numerous separation agreements.

You are protected from employment discrimination by both Illinois and federal law.

By: Yasthel González, Esq. ([email protected]) Employers in Puerto Rico are well aware that federal and local laws prohibit an employer from discriminating against its employees or employment candidates based on their religion.

Most of these types of discrimination are prohibited both by federal and state employment laws.

While employers in federally - regulated industries are not subject to these changes, the federal government is undertaking significant labour and employment law reform that employers should be aware of and will be affected by.

This case tested a federal minimum wage law which banned shipping goods in interstate commerce where they were produced by people paid less than minimum wage, and also banned the employment of those people at less than minimum wage in that context.

Obviously, the ITAR are direct and intentional challenges to Canadian citizenship, employment, multiculturalism and civil rights laws since almost all individuals affected are members of visible minorities as defined by Canada's federal Employment Equity employment, multiculturalism and civil rights laws since almost all individuals affected are members of visible minorities as defined by Canada's federal Employment Equity Employment Equity Act (EEA).

A relatively recent case in the federal appellate court that has jurisdiction over Florida federal courts held that claims based on sexual orientation are not covered by the federal law governing employment discrimination.

Our employment law experience spans a variety of employment issues including non-compete and non-solicitation agreements; harassment, discrimination, and retaliation claims; wage and overtime disputes; worker's compensation and accommodation, and safety and audits by various state and federal agencies.

Bill C - 65, An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1, introduced on November 7, 2017, by the Minister of Employment, Workforce Development and Labour, Patty Hajdu, seeks to amend both the Canada Labour Code and the Parliamentary Employment and Staff Relations Act to, according to the federal government, replace the patchwork of laws and policies that address violence and harassment within the federal jurisdiction, putting into place one comprehensive approach that takes the full spectrum of harassment and violence into consideration.

Bill C - 65, An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1, introduced on November 7, 2017, by the Minister of Employment, Workforce Development and Labour, Patty Hajdu, seeks to amend both the Canada Labour Code and the Parliamentary Employment and Staff Relations Act to, according to the federal government, replace the patchwork of laws and policies that address violence and harassment within the federal jurisdiction, putting into place one comprehensive approach that takes the full spectrum of harassment and violence into consideration... [more]

Dawn Knepper, who started Feb. 1 as shareholder at her new firm, is expected to use her experience representing employers in all aspects of employment law, including jury and bench trials in both federal and state court, according to a statement released by Buchalter.

Wage and hour employment standards are governed by state and federal laws.

Baker Botts considers all qualified applicants for employment without regard to race, color, gender, sex, age, religion, creed, national origin, citizenship, marital status, sexual orientation, disability, medical condition, military and veteran status, gender identity or expression, genetic information or any other basis protected by federal, state or local law.

Canadian employment law is generally governed by provincial law and may vary from province to province, with the exception of businesses considered to be «federal» in nature, in which case federal law governs.

Depending on their areas of focus, labor and employment lawyers may advise clients on how best to comply with federal laws administered by the Department of Labor, the National Labor Relations Board, the Equal Employment Opportunity Commission (EEOC) and various stateemployment lawyers may advise clients on how best to comply with federal laws administered by the Department of Labor, the National Labor Relations Board, the Equal Employment Opportunity Commission (EEOC) and various stateEmployment Opportunity Commission (EEOC) and various state agencies.

According to Charles Krugel, a management - side labor and employment lawyer & HR counselor, there are no federal laws concerning the payout of accrued PTO, and the field is mostly regulated by state and local law.

Long Island Labor & Employment partner Chris Gegwich provides commentary in this piece discussing a case in which an employer violated federal laws by requiring job applicants to fill out a health history form before being considered for work.

Dallas, TX About Blog This blog by The Devadoss Law Firm, P.L.L.C. aims to bring news and commentary on Federal Employment and Labor Law issues to residents of Dallas, Washington D.C., Atlanta.

Workers» compensation law is governing by state workers» compensation acts and federal statutes which provide for fixed awards to employees or their dependents in the event of employment - related accidents and diseases.

The U.S. Equal Employment Opportunity Commission (EEOC) has accused San Mateo - based IXL Learning Inc. of violating federal law by firing product analyst, Adrian Scott Duane after he spoke out against the company's discrimination practices online.

The EPA was administered and enforced by the United States Equal Employment Opportunity Commission (EEOC) and signed into law by President John F. Kennedy, and it regulates the conduct of local, state, and federal governments and most private employers and covers virtually all workers.