Sentences with phrase «employee access to employment»

Not exact matches

Increasing transit access to Canadian airports would shift air passengers and airport employment zone employees to transit networks,» said Iain Black, President and CEO, Greater Vancouver Board of Trade.

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.

Employees need easier access to guidance around what employment expenses they can claim tax relief on, and how.

7.1 Christian Connection employees and contractors may also be members of the site, and their employment may give them access to information not generally available to other members of Christian Connection or the general public.

Participants will gain an understanding of the latest developments in state and federal law on complex issues, such as: Transgender Students: issues related to student dress code, the right to participate in school activities and events, access to school facilities such as locker rooms and restrooms; School Climate: the obligation to proactively address school climate and promote a school climate accepting of all students, regardless of sexual orientation; Religious Issues: the rights of students and staff to express moral and religious views regarding sexual orientation and identity both during school and outside of school; Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and reEmployment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and reemployment discrimination and retaliation.

In accordance with Title VI of the Civil Rights Act of 1964 («Title VI»), Title IX of the Education Amendments of 1972 («Title IX»), Section 504 of the Rehabilitation Act of 1973 («Section 504»), Title II of the Americans with Disabilities Act of 1990 («ADA»), and the Age Discrimination Act of 1975 («The Age Act»), applicants for admission and employment, students, parents, employees, sources of referral of applicants for admission and employment, and all unions or professional organizations holding collective bargaining or professional agreements with Capital City Public Charter School («Capital City») are hereby notified that Capital City Public Charter School does not discriminate on the basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, political affiliation, source of income, or disability in admission or access to, or treatment or employment in, its programs and activities.

(l) The contractor shall immediately notify the contracting officer when an employee terminates employment that has access to DOT information systems or data.

A primary function of the Departmental Office of Civil Rights, in accordance with federal civil rights law, is to ensure all DOT employees and applicants have the equal access to opportunities for employment.

The Contractor shall immediately notify the contracting officer when an employee no longer requires access to DOT computer systems due to transfer, completion of a project retirement or termination of employment.

Employees may or may not have access to a match on deferrals, depending on their employment class.

This form must be completed by someone who has access to the borrower's employment or service records, is authorized by the organization to certify the employment status of a current or former employee or service member, and is able to provide all necessary data requested in Section 3 of the ECF

employment involves access to confidential financial information; the employer is a certain financial institution or credit union; the position is that of law enforcement officer, emergency medical personnel, or firefighter; the position requires a financial fiduciary responsibility; the employer can demonstrate that the information is a valid and reliable predictor of employee performance in the specific position of employment; or the position of employment involves access to an employer's payroll information.

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.

Victims of discrimination will have access to greater remedies and compensation: At a special Law Society conference on employment law that I recently attended, the main theme was the enlargement of damage awards for the dismissed employee.

At the past OBA Institute this week, the Labour & Employment and Privacy & Access to Information sections conducted a joint session on employee privacy, one of the most rapidly expanding and pressing areas of the intersection of both these areas if practice.

The submission claims that the introduction of tribunal fees has harmed access to justice and, in particular, the judges found evidence that the prospect of fees had dissuaded employees from bringing a claim to an employment tribunal.

The Act, addressing concerns about access to and use of genetic information, limits the collection, use and disclosure of genetic test results in the employment context and introduces significant protections for employees.

There is no doubt that employment related matters increasingly involve social media, whether it is unauthorised access to a company's twitter account, bullying between employees over their Facebook wall, the use of social media profiles in recruitment or the posting of offensive remarks on platforms which go «viral» and bring the employer into disrepute as a result.

While this blog, and Seyfarth's Disability Access Team, are focused on disability access issues affecting places of public accommodation that provide goods and services to the general public (not employees, though many of our team members are employment specialists as well), this emerging litigation trend is worthy of our discussion here because it is an extension of the tsunami of website accessibility demand letters and lawsuits pursued under Title III, involving the same technological and other issues, as well as the same plaintiffs and plaintiffs» attoAccess Team, are focused on disability access issues affecting places of public accommodation that provide goods and services to the general public (not employees, though many of our team members are employment specialists as well), this emerging litigation trend is worthy of our discussion here because it is an extension of the tsunami of website accessibility demand letters and lawsuits pursued under Title III, involving the same technological and other issues, as well as the same plaintiffs and plaintiffs» attoaccess issues affecting places of public accommodation that provide goods and services to the general public (not employees, though many of our team members are employment specialists as well), this emerging litigation trend is worthy of our discussion here because it is an extension of the tsunami of website accessibility demand letters and lawsuits pursued under Title III, involving the same technological and other issues, as well as the same plaintiffs and plaintiffs» attorneys.

At present, the ESA only permits Ministry of Labour Employment Standards Officers («ESOs») to correct a misclassified employee's status and thereby provide the employee with access to the various rights and entitlements of employees under the ESA.

This means an employer can only deduct money an employee's pay for a lost tool if only one employee had access to the tool)(Employment Standards Code s. 12 (3)-RRB-.

Business Development: Brokering various business dealings that further the diversification of Indian economies Developing and accessing commercial financial programs and services for tribal governments, including tax - exempt offerings and federally - guaranteed housing loans Serving as issuer or underwriter's counsel in tribal bond issuances Ensuring tribal compliance with Bank Secrecy Act and other federal financial regulatory requirements Handling federal and state income, excise, B&O, property and other tax matters for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal rights.

Employment Standards say that employers can not deduct for cash shortages or loss of property if an individual other than the employee has access to the cash or property or if a customer failed to pay.

2017 Employment Law Seminar (1:40:59) Presented By Lawrence J. Casey, Gary M. Feldman, Tamsin R. Kaplan, Robert M. Kaitz and David M. Rogers Larry Casey, Gary Feldman, Tamsin Kaplan, Robert Kaitz, and Dave Rogers discuss some of the hot topics surrounding employment laws, including pay equality, workplace investigations and confidentiality, overtime laws, legalization of marijuana, social media and related policies, the new I - 9 Form, Trade Secrets Act of 2016, employee access to confidential company documents, EEOC guidance re: national origin discrimination enforcement under Title VII, and insights from the Massachusetts StEmployment Law Seminar (1:40:59) Presented By Lawrence J. Casey, Gary M. Feldman, Tamsin R. Kaplan, Robert M. Kaitz and David M. Rogers Larry Casey, Gary Feldman, Tamsin Kaplan, Robert Kaitz, and Dave Rogers discuss some of the hot topics surrounding employment laws, including pay equality, workplace investigations and confidentiality, overtime laws, legalization of marijuana, social media and related policies, the new I - 9 Form, Trade Secrets Act of 2016, employee access to confidential company documents, EEOC guidance re: national origin discrimination enforcement under Title VII, and insights from the Massachusetts Stemployment laws, including pay equality, workplace investigations and confidentiality, overtime laws, legalization of marijuana, social media and related policies, the new I - 9 Form, Trade Secrets Act of 2016, employee access to confidential company documents, EEOC guidance re: national origin discrimination enforcement under Title VII, and insights from the Massachusetts State House.

Peninsula clients benefit from access to unlimited 24/7 employment advice, legal insurance, on - site HR audits, a suite of employer document templates, online employee management tools, and legislation updates, all of which are custom - tailored to each and every business.

Employment law and pensions law are related since employers often provide their employees with access to a pension scheme.

Rosenstock's Section 1983 Civil Rights Digest: Quick access to 2,000 civil rights decisions in employment discrimination, police misconduct, public employee conduct, sexual harassment, and more.

Many employees in Ontario have access to long - term disability benefits through their employment.

For instance, in 2000, the average employment income for full - time female employees working year - round was 70.8 % of the income of male workers.25 In addition, gender interacts with other factors, such as race, ethnic origin and disability to compound that economic disadvantage.26 Another persistent barrier to equality for women is gender - based violence in the form of spousal and sexual assaults, for which the majority of victims still do not seek support from the criminal justice system.27 Accessing justice is a major concern for Aboriginal women, who experience high rates of violence ranging from assault to murder.28

7.3 All employees of Thomson Reuters Canada with access to Personal Information shall be required as a condition of employment to respect the confidentiality of Personal Information.

Settlement reached in pension class action involving municipal employees whose employment was transferred to Community Care Access Centres.

In a handbook, these policies and procedures range from how to access your employee personnel file to your open door policy, your promotion policy, and your Americans With Disabilities Act (ADA) and Equal Employment Opportunity Commission (EEOC) policies.

Access our collection of Free Employment Letter Templates, which are free to download, to help guide you in creating employment letters for your Employment Letter Templates, which are free to download, to help guide you in creating employment letters for your employment letters for your employees.

SSM gets the exceptional employees it's looking for, and talented graduates have access to the best employment opportunities.

By Thomas Ahearn, Employment Screening Resources (ESR) News Editor A recent article on the Wall Street Journal (WSJ) website — «Employers Tread a Minefield» — warns employers about «tripping over legal potholes in social media» if they choose to fire people over alleged social media infractions as more employees and job applicants access popular social...

The site also gives users access to experienced HR advisors who can offer as - needed advice on a range of subjects including payroll, employment standards compliance, recruitment and employee support.

Over the past several decades, the standard employment relationship — based on full - time, secure work, where employees have access to good wages and benefits — has ceased being the predominant employment structure.