Sentences with phrase «employee rights employers»

Not exact matches

«In terms of rights, the employee doesn't have the right to express political beliefs on employer time.

If the employer has the right to control how the work results are achieved, or the employee must be trained to perform services in a particular manner, he or she is likely a W - 2; in contrast, independent contractors generally use their own methods and set their own schedule.

I think employers can be flexible, I think they can allow employees the right to demonstrate, but at the same time acknowledge that the work does need to get done at some point.»

Current labor legislation outlines the rights and benefits employers must provide to full - time employees, but there is little to no legislation covering contract workers, despite the notable growth in this area.

In a non-union environment, employers can dump employees any time, for virtually any reason as long as it doesn't violate human rights laws.

Right now, it's only available through a sponsoring organization such as an Employee Assistance Program (EAP), a health plan or employer.

But employers willing to creatively engage with their employees when it comes to mental health can start shifting culture in the right direction.

Also hot right now: wellness platforms that doctors, insurers and employers can offer their patients and employees to help them stay healthy or recover from a medical setback.

But some employers have employees sign agreements giving over the rights to their inventions when they are hired.

As a rule, departing employees have every right to use their knowledge and skills to compete directly with their former employer.

Third, if the bad behaviour in question suggests such poor judgment that the employee simply could no longer be trusted, then an employer might well be right to let him or her go.

The overriding economic theme right now is a generational shift in capital from employers to employees, and data out Friday showed this shift as clearly as anything we've seen.

And, considering that nearly half of employers (44 percent) studied (in a 2015 Careerbuilder survey of more than 2,000 U.S. hiring and HR managers) said they would think twice before moving an employee who gossips up the ranks, such office chitchat does more harm than good, right?

He may also want to consider using workplace tools to help deliver his message — many organizations have developed hands - on, interactive training for employers and employees to help educate them about their rights and responsibilities.

Hiring the right person for the right job, whether a contractor or an employee, is a task that all employers will find themselves doing again and again.

To retain ownership rights over IP generated by their employees, Canadian employers must indicate with an explicit clause in the employment contract that IP developed while working at the company is the company's property.

This time, the focus is more narrowly on ensuring that people not be forced to agree to potential arbitration as a condition of their employment and that employers be prohibited from «threatening, retaliating or discriminating against, or terminating any applicant for employment or prospective employment or any employee because of the refusal to consent to the waiver of any right, forum, or procedure for a violation of specific statutes governing employment.»

This law passed the responsibility of retirement savings from the employer to the employee, meaning you have the right to use your retirement savings as you see fit — within reason.

Employers and employees have a «master / servant» relationship — the employer has the right to direct and control the type, manner and timing of the employee's work.

«CEOs should remember that their employees look up to them, and if they feel like their employer is not going to speak up and represent their interests — whether it's transgender issues, women's rights issues, the environment, immigration — I think it's a missed opportunity,» venture capitalist Bijan Sabet told Swisher.

It helps employers ensure that the right people are on the clock at the right time while allowing employees the flexibility they need to manage work - life priorities.

Employers have the right to impose certain mandates on employees when it is important to the job they were hired to do; they should not be expected to bend the rules for some who don't want to be bound by those expectations and requirements.

vbscript2 — no employer has the right to pick and choose what medical care their employees are allowed to have.

Employers (Catholic or otherwise) should have the right to offer whatever insurance they want for their employees, or even none at all if that is their wish.

but the government has every right and ability to treat the church the same as every other employer and require tehm to provide to their employees teh same benefits as all other employers.

I for one do NOT believe any employer has the right to force their (or their owner's) religous or cultural beliefs on an employee.

Do their employees not have a right to their own beliefs which may include a belief that life does not start at conception as well as have the right to not have their employers» personal beliefs dictate what health decisions they can make.

No employer has the right to impose their religious belief on employees who do not agree that certain types of BC are immoral based on science.

From this flows the necessity to create a social right that binds employers and employees on an equal basis in management and in responsibility.

This Hobby Lobby issue is essentially giving those parental rights to an employer allowing them to be a moral arbiter over their employees.

As an employer, you can have the right to have an opinion on if a «good catholic» should use birth control or not but you sure as hell don't have the right to prevent your employee from obtaining a reasonable preventative medication!

So if the employees have all these rights and choices, how come the employer doesn't?

The principle that the right wing is relying on is: An employer, in his capacity as an employer, can never be forced to do ANYTHING with respect to how he conducts his business, how he treats his employees, etc., IF it conflicts with his religious convictions.

This is not about employer rights, This is about EMPLOYEE rights.

Becky, every employer has the right to let go employees who aren't operating in line with their missions, and the church is no exception as an employer.

Where the Religious Beliefs of and Employer Supersede the Civil Rights of their Employees.

It is not the employers right or place to tell an employee how to get treated for ANY medical issue.

For restaurants, hotels and the hospitality industry as a whole, these manuals play a crucial role in defining the legal rights and obligations of both the employer and employee.

There is, however, a narrow «special circumstances» exception to employees» rights that employers in the hospitality industry may seek to utilize to prohibit certain discussions in front of customers.

Just as the — head chef, front desk manager, bell hop or director of room service is free to resign at any time — the employer reserves the right to terminate the employee at any time, as well.

In a restaurant, at the front desk of a hotel, at the concierge desk of a cruise ship or behind a computer screen, employees enjoy Section 7 rights to discuss the terms and conditions of their employment, even when, to employers» dismay, these discussions occur in front of guests.

Employers and their HR departments should be cognizant of the possibility that employees» conversations on these polarizing topics, which are also closely intertwined with protected classes under civil rights laws, can elicit emotional reactions from employees and customers alike.

Hiring managers need to ensure each hire counts as having the right food servers in place will increase restaurant revenue and employee tips, which leads to equal employer - employee satisfaction.

the employees placenter is not tied to any company for life he can decide to resign and look for a better job especially when he knows the value of what he can offer.the employer has no right to cry or insult his employee especially wen he knows that he is not utilizing his resources to full capacity.

When one employee returned from maternity leave, her employer criticized her for needing to express breast milk (or «pump») as frequently as she did because she thought her baby should be eating more solid food, told her she had to stop pumping when her baby turned a year old, and fired her when she asserted her rights.

This law also bars an employer from discriminating against an employee exercising this right.

Employers may not suspend, fire, or discriminate against an employee for using these rights.

Women who go back to work right after giving birth might not have the time to establish breastfeeding — and even if they do, they might have trouble finding a place to pump, as only employers with more than 50 workers are required to provide employees with a clean lactation room.

Also requires employers to make a reasonable accommodation to provide appropriate private space that is not a bathroom stall, and prohibits discrimination against an employee who exercises or attempts to exercise the rights provided under this act.

All workers should have the right to claim a deduction for the expenses incurred while fulfilling their work obligations, particularly where the employer chooses to pay a taxable cash allowance to cover employee expenses or where reimbursement is otherwise limited for cost control reasons.»