Sentences with phrase «contracts in employment law»

Not exact matches

While a presidential order could regulate areas including employment, education, and federal contracts, the suggestion that religious groups could also be guaranteed protections in the marketplace «may just be feel - good» wording, according to Robin Fretwell Wilson, a University of Illinois professor who researches law and religion.

Therefore, to the greatest extent practicable and permitted by law, religious observance should be reasonably accommodated in all government activity, including employment, contracting and programming.

Of course you are dealing with employment laws across different states and different countries and to try to police legally something like that, it was agreed in the room that all the lawyers in the world couldn't come up with a contract to police it.

Real are not yet allowed to offer Moreno a professional contract under the rules of Spanish employment law, but there is nothing stopping him from doing so in England and he is prepared to do so with Arsenal.

Article 15 - A, signed into law in July 1988, approved the creation of an Office — now Division — of Minority and Women's Business Development to encourage employment and business opportunities on state contracts for minorities and women.

Article 15 - A of New York State Executive Law, § § 310 - 318 (Participation by Minority Group Members and Women with Respect to State Contracts), was enacted July 19, 1988 and amended in 2011 to promote economic opportunities and equality of employment for minority group members and women in State contracting activities.

«Under the law, there's a definition of close family that needs to be disclosed, so whether it be employment or interest in contracts with the County of Erie, that is required to be disclosed,» Savage said.

A 2012 law that ordered French public employers to offer stable employment after 6 years of short - term contracts backfired, making it impossible for many postdocs to extend or get a new contract in academia.

A small number of postdocs who choose to work less than 100 % time (such as for outside employment or family care responsibilities) may fall under the OT threshold — these will be paid hourly at or above the same rates as exempt postdocs (NIH +2 steps scale converted to hourly), and our contract has protections to ensure these part - time postdocs are treated fairly and compensated in accordance with the law.

As an advocate for employees we specialize in cases involving wrongful dismissal, constructive dismissal, employment law in Ontario, employment contracts, sexual harassment in the workplace, short and long term disability claims.

Districts should put their expertise to work, especially if they have experience in employment, regulatory, administrative, or contract law.

He has taught courses in administrative law, antitrust law, civil procedure, communications, constitutional law, contracts, corporations, criminal law, employment discrimination law, environmental law, health law and policy, legal history, labor law, property, real estate development and finance, jurisprudence, labor law; land use planning, patents, individual, estate and corporate taxation, Roman Law; torts, and workers» compensatilaw, antitrust law, civil procedure, communications, constitutional law, contracts, corporations, criminal law, employment discrimination law, environmental law, health law and policy, legal history, labor law, property, real estate development and finance, jurisprudence, labor law; land use planning, patents, individual, estate and corporate taxation, Roman Law; torts, and workers» compensatilaw, civil procedure, communications, constitutional law, contracts, corporations, criminal law, employment discrimination law, environmental law, health law and policy, legal history, labor law, property, real estate development and finance, jurisprudence, labor law; land use planning, patents, individual, estate and corporate taxation, Roman Law; torts, and workers» compensatilaw, contracts, corporations, criminal law, employment discrimination law, environmental law, health law and policy, legal history, labor law, property, real estate development and finance, jurisprudence, labor law; land use planning, patents, individual, estate and corporate taxation, Roman Law; torts, and workers» compensatilaw, employment discrimination law, environmental law, health law and policy, legal history, labor law, property, real estate development and finance, jurisprudence, labor law; land use planning, patents, individual, estate and corporate taxation, Roman Law; torts, and workers» compensatilaw, environmental law, health law and policy, legal history, labor law, property, real estate development and finance, jurisprudence, labor law; land use planning, patents, individual, estate and corporate taxation, Roman Law; torts, and workers» compensatilaw, health law and policy, legal history, labor law, property, real estate development and finance, jurisprudence, labor law; land use planning, patents, individual, estate and corporate taxation, Roman Law; torts, and workers» compensatilaw and policy, legal history, labor law, property, real estate development and finance, jurisprudence, labor law; land use planning, patents, individual, estate and corporate taxation, Roman Law; torts, and workers» compensatilaw, property, real estate development and finance, jurisprudence, labor law; land use planning, patents, individual, estate and corporate taxation, Roman Law; torts, and workers» compensatilaw; land use planning, patents, individual, estate and corporate taxation, Roman Law; torts, and workers» compensatiLaw; torts, and workers» compensation.

Instructional and noninstructional personnel who are hired or contracted to fill positions that require direct contact with students in an alternative school that operates under contract with a district school system must, upon employment or engagement to provide services, undergo background screening as required under s. 1012.465 or s. 1012.56, whichever is applicable, by filing with the district school board for the school district to which the alternative school is under contract a complete set of fingerprints taken by an authorized law enforcement agency or an employee of the school or school district who is trained to take fingerprints.

Every 5 years following employment or entry into a contract in a capacity described in subsection (1), each person who is so employed or under contract with the school district must meet level 2 screening requirements as described in s. 1012.32, at which time the school district shall request the Department of Law Enforcement to forward the fingerprints to the Federal Bureau of Investigation for the level 2 screening.

Where academies have decided to adopt the STPCD's provisions to determine teachers» pay, as the majority have, contract law is likely to require these provisions to be followed in full when pay decisions are taken (and they will continue to apply under TUPE legislation to teachers whose employment transferred when the school became an academy).

Instructional and noninstructional personnel who are hired or contracted to fill positions in any charter school and members of the governing board of any charter school, in compliance with s. 1002.33 (12)(g), must, upon employment, engagement of services, or appointment, undergo background screening as required under s. 1012.465 or s. 1012.56, whichever is applicable, by filing with the district school board for the school district in which the charter school is located a complete set of fingerprints taken by an authorized law enforcement agency or an employee of the school or school district who is trained to take fingerprints.

• School Expansion, Growth & Strategic Planning • State and Federal Employment Law • School Board and Nonprofit Governance • Administrative Law & Appeals of State and Federal Agency Decisions and Actions • Special Investigations & Legal / Compliance Audits • Policy Guidance and Development • Constitutional Challenges and Claims • School Employee and School Board Training • Litigation in Federal and State Courts • Administrative Hearings and Appeals Before State and Federal Agencies • Public Entity Purchasing and Procurement; Business Transactions; & Contract Negotiation, Review and Drafting • Construction Law, AIA Construction Contracts, Review and Drafting • Real Estate Transactions and Condemnation • Special Education under IDEA and Section 504 • Student Rights & Discipline Issues and Hearings • State and Federal Claims of Discrimination • State and Federal Civil Rights • Administrative Grievances and Hearings • False Claims Act / Qui Tam Defense for Local Government Entities

Her concentration was in education and employment law, and she litigated matters involving civil rights, business franchise and other contract disputes, products liability, and insurance coverage.

Honors attorneys find themselves working in practice areas such as administrative, aviation, litigation, environmental, constitutional, torts, legislation, labor and employment, and contract and procurement law.

As an advocate for employees we specialize in cases involving wrongful dismissal, constructive dismissal, employment law in Ontario, employment contracts, sexual harassment in the workplace, short and long term disability claims.

I am not a lawyer but if Murry Salby has signed what he believed to be a contract and the other contracting party hasn't fulfilled its obligations under that contract, then Macquarie «University» seems to be in violation of Australian contract law; perhaps deceptive trade practices and given that Murry Salby residency and employment in Australia may have been tied to the contract; immigration law.

You don't have to agree with Salby to see that, on the basis of our current evidence, Macquarie University has behaved in a shabby and unprofessional manner, and quite possibly breached several employment and contract laws.

In many cases, laws are specifically designed to restrict otherwise valid contracts; for instance, in the US, an employment contract that pays less than $ 7.25 an hour will normally be invalid, even if the company and the employee both agree to the reduced wagIn many cases, laws are specifically designed to restrict otherwise valid contracts; for instance, in the US, an employment contract that pays less than $ 7.25 an hour will normally be invalid, even if the company and the employee both agree to the reduced wagin the US, an employment contract that pays less than $ 7.25 an hour will normally be invalid, even if the company and the employee both agree to the reduced wage.

Discusses construction law topics such as mechanics liens, contracts and labor & employment issues, specifically in California.

Just this week we also heard that the potential conservative government in the UK would implement many new employment law strategies, but not in regard to the elimination of zero hour contracts, unlike the Labour party, which has promised a ban on zero hour contracts and unpaid internships.

The military interpreters and their families may have a contract with the U.S. government as part of their employment that gives them a right to a visa, in which case the EO would be a law impairing contracts in violation of the U.S. Constitution, as applied to them.

Then it really depends on whether it's an employment contract or just an engagement letter, and what the laws are regarding at will employment in your area.

The survey combs public records to find out which firms represent the Fortune 100 in five practice areas: corporate transactions, commercial law and contracts litigation, labor and employment litigation, torts / negligence litigation, and intellectual property.

It's a concept grounded in contract law, i.e. for a claim to succeed, the employee must show that their employer's conduct was so bad (what's called a repudiatory breach of contract) that it destroyed the employment contract, thus entitling them to resign.

By: Whitten and Lublin Category: Breach of Policy, Cause for Dismissal, Employment Contracts, Employment Law Advice, In the Media, Resignation, Wrongful Dismissal No Comments

At the law firm of Breslin & Breslin, our trial attorneys advise and represent local businesses about the best ways to resolve contract disputes, employment or severance issues, real estate issues, and other matters that can come up in the course of any company's business.

He has over 32 years of experience as a litigation attorney in the State of Connecticut, with an established practice for over 27 years in the City of Hartford, handling matters involving personal injury, automobile accidents, medical malpractice, wrongful death, workers» compensation, employment discrimination, wrongful termination, civil rights violations, social security disability, criminal law, contract disputes, divorce and family law.

We regularly advise clients in the areas of general municipal law, land use and development, zoning and condemnation, charter and ordinance drafting, environmental law, contract drafting and interpretation, employment matters, collective bargaining, tax appeals, compliance with open meeting and public record laws, risk management, and litigation.

Employment Law: Mr. Anderson defends employers in civil actions involving various types of employment - related claims including wrongful termination, whistle - blower actions, discrimination, harassment, pay stub claims, wage and hour claims, and contracEmployment Law: Mr. Anderson defends employers in civil actions involving various types of employment - related claims including wrongful termination, whistle - blower actions, discrimination, harassment, pay stub claims, wage and hour claims, and contracemployment - related claims including wrongful termination, whistle - blower actions, discrimination, harassment, pay stub claims, wage and hour claims, and contract actions.

For example, if an employment contract provides for less than the statutory minimum entitlements that result from terminating employment, then the employer will become liable for payment in lieu of reasonable termination notice at common law — often far exceeding the statutory minimums.

Since 1987, Mr. Fudala has devoted his practice exclusively to civil litigation, concentrating in personal injury, contracts and commercial litigation, insurance law, medical malpractice, civil rights, employment law, and complex and general civil litigation, in both the federal and state courts.

She has litigated cases involving Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Employee Retirement Income Security Act, the Fair Labor Standards Act, the National Labor Relations Act, the Family and Medical Leave Act, various state discrimination statutes, and common law and tort claims, such as retaliatory discharge, defamation, and breach of contract claims.

Our attorneys handle contract disputes, construction law disputes, assist business owners in collection work, employment litigation and more.

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.

The modest upfront costs of an Employment Lawyer dwarf the significant common law notice periods employers owe in the absence of an employment contract or in the presence of a poorly drEmployment Lawyer dwarf the significant common law notice periods employers owe in the absence of an employment contract or in the presence of a poorly dremployment contract or in the presence of a poorly drafted one.

He has co-authored numerous specialized works in the field including Wrongful Dismissal in Quebec, Le congédiement en droit québécois en matière de contrat individuel de travail, Le contrat de travail en vertu du Code civil du Québec, The Employment Contract under the Civil Code of Quebec, 14 Questions Frequently Asked in Quebec Labour & Employment Law and More Questions Frequently Asked in Quebec Labour & Employment Law.

The House saw «no reason in law or logic why, leaving aside... the extreme cases of outright dismissal or walk - out, a contract of employment should be on any different footing from any other contract as regards the principle that «an unaccepted repudiation is a thing writ in water...»» The argument that the employee impliedly accepted the repudiation by working on under protest was rejected.

In summary, the job market has left me thinking that going to law school without a written post-graduation employment contract in hand is downright [stupidIn summary, the job market has left me thinking that going to law school without a written post-graduation employment contract in hand is downright [stupidin hand is downright [stupid].

My question regards confidentiality of information in the employer - employee relations, by default (= by law / legal precedent), when this issue is not explicitly addressed in an employment contract.

Although focused exclusively on corporate law, LeapLaw promises to add other topics in the future, including real estate, intellectual property, bankruptcy, litigation, employment and contracts.

Providing there are no limitations to your common law notice entitlement within your contract of employment, those in senior positions may find it well worthwhile to fight for common law notice instead of minimal entitlements under the law.

Susanne Ingold («Susie») practices in all areas of labor and employment law and litigation, including employment discrimination law, risk management, executive employment contracts, personnel policies and manuals, wrongful termination, trade secrets / non-compete agreements, sexual harassment, drug and alcohol testing, and wage and hour law.

It was essential to find a candidate who, in addition to having a background in employment and labor law, would also be willing to jump in and help out with, for instance, a subpoena response, a contract, a cease and desist letter, or whatever else comes up.

Consistently recognized in the industry as a leading and innovative law practice, Littler has been litigating, mediating and negotiating some of the most influential employment law cases and labor contracts on record for 75 years.

As part of her practice in employment and labor, civil rights, and directors and officers (D&O) liability, Tina has successfully represented many clients in claims brought under federal, state, and local laws governing fair - employment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and demployment and labor, civil rights, and directors and officers (D&O) liability, Tina has successfully represented many clients in claims brought under federal, state, and local laws governing fair - employment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and demployment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and dEmployment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and demployment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and defamation.