Sentences with phrase «employers at arbitration»

Not exact matches

Carlson is not alone: Susan Fowler, the former Uber engineer who came out publicly against her employer alleging sexual harassment, is also working with members of the California State Assembly to pass legislation to eliminate forced arbitration, which prevented Fowler from coming forward about sexual harassment at Uber until after she quit.

Rejected a proposal to make public employer's financial ability to pay the primary factor that a public arbitration panel uses in arriving at a determination in disputes.

Court of Queen's Bench: The reviewing justice found that the arbitration panel applied stricter requirements on the employer than required at law when balancing safety and privacy concerns.

These Rules afford an employer at least the potential that a judge will limit, or completely bar, testimony that is particularly damaging to the employer's case, which would be admissible in arbitration.

Meanwhile, the team at the Georgia Injury Lawyer Blog strongly objects to employer arbitration agreements, arguing that arbitration clauses inconvenience plaintiffs and deprive them of important rights to have their cases heard in court.

While the fact employers have obligations to take reasonable steps to protect their workers is nothing new, Mendl says that when it comes to social media, he's seen a willingness — at least in the arbitration context — to extend an employer's duty in that area.

Undeterred by the result in Entrop, employers continued to implement random drug and alcohol testing policies in the years following the decision and unions continued to challenge these polices at arbitration.

In an arbitration between the Corporation of Quinte West and CUPE, Local 759, (decision released on October 21, 2011), Arbitrator Paula Knopf considered whether an employer has an obligation to accommodate an employee who suffers from allergies that are caused, at least in part, by scented products in the workplace.

At grievance arbitration, the employer argued that the top up provision simply provided all new parents, including pregnant mothers, with a single 15 - week top up, and that this amounted to fair and equal treatment of all its employees.

He has represented employers in a wide variety of legal forums and, in particular, regularly appears on behalf of employers at the Ontario Labour Relations Board and at labour arbitration.

At arbitration, the employer argued that the grievor's conduct exhibited a pattern of harassing and bullying behaviour, culminating with the conference badge incident.

Prior to joining the firm, Nell was an associate at Brewer, Attorneys & Counselors, where she represented clients in disputes with their employers, including in Delaware bankruptcy court and in arbitration.

He found that, based on any line of analysis, to order the reinstatement of an employee who falsely called in sick in order to play baseball, then repeatedly lied to his employer after the fact, and at arbitration undermined the trust relationship between Telus and the grievor such that it could not be repaired.»