Sentences with phrase «employment affect employees»

Not exact matches

The layoffs take effect April 11, and affected employees received 60 - day advance notice of the move, Yahoo (yhoo) said in a notice filed with the California Employment Development Department.

Koskie Minsky's legal mandate is to represent all Employees» interests in connection with all issues affecting them in the CCAA Proceedings, including the termination of employment and claims for termination pay and related entitlements.

«Given the size of Diageo, it's my expectation that they will do their utmost to assist the affected employees into alternative employment.»

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.

The law says that restrictions on «revolving - door» employment by former public employees affect heads of state departments and their deputies and assistants.

Through this resource; By the end of the session all learners will be able to: a) Understand the employment rights and responsibilities of the employee and employer and their purpose b) Identify the main points of contracts of employment and their purpose c) Outline the main points of legislation affecting employers and employees and their purpose d) Identify where to find information on employment rights and responsibilities both internally and externally e) Explain the purpose and functions of representative bodies that support employees f) Explain employer and employee responsibilities for equality and diversity in a business environment g) Explain the benefits of making sure equality and diversity procedures are followed in a business environment h) Explain employer and employee responsibilities for health, safety and security in a business environment i) Explain the purpose of following health, safety and security procedures in a business environment By the end of this session some learners will be able to: A. Establish a link between understanding responsibilities as the first step towards managing ones own work effectively for career progression.

Since these school boards aren't usually involved in the day - to - day management of employees, and rely on the recommendations and advice of superintendents, supervisors, and human resource employees in making employment decisions, most — if not all — school districts could be severely affected.

The bill prohibits charter employees from voting on employment issues affecting themselves or relatives, and lays out specific rules board members must follow if they extend a loan to or guarantee a lease agreement for property to be occupied by the charter.

to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's age; to limit, segregate, or classify his employees in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's age; or to reduce the wage rate of any employee in order to comply with this Act.

(2) to limit, segregate, or classify its membership, or to classify or fail or refuse to refer for employment any individual, in any way which would deprive or tend to deprive any individual of employment opportunities, or would limit such employment opportunities or otherwise adversely affect his status as an employee or as an applicant for employment, because of such individual's race, color, religion, sex, or national origin; or

to exclude or to expel from its membership, or otherwise to discriminate against, any individual because of his age; to limit, segregate, or classify its membership, or to classify or fail or refuse to refer for employment any individual, in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee or as an applicant for employment, because of such individual's age; to cause or attempt to cause an employer to discriminate against an individual in violation of this section.

(d) The term «labor organization» means a labor organization engaged in an industry affecting commerce, and any agent of such an organization, and includes any organization of any kind, any agency, or employee representation committee, group, association, or plan so engaged in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours, or other terms or conditions of employment, and any conference, general committee, joint or system board, or joint council so engaged which is subordinate to a national or international labor organization.

(D) The term «labor organization» means a labor organization engaged in an industry affecting commerce, and any agent of such an organization, and includes any organization of any kind, any agency, or employee representation committee, group, association, or plan so engaged in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours, or other terms or conditions of employment, and any conference, general committee, joint or system board, or joint council so engaged which subordinate to a national or international labor organization.

«Indeed, under UK employment law when a departing employee decides to go rogue and fire off some form of parting shot there is often little the employer can actually do about it other than apologise to the affected parties and do as Twitter appears to be and «conduct a review» whilst expressing contrition.

In situations where an employee is in a niche industry, or holds an important positon that directly affects the employer's business interests, the restrictions can have an adverse impact on the individual's ability to work elsewhere when their employment comes to an end.

Contact Kelly Chanfrau of Chanfrau & Chanfrau for a Central Florida employment attorney that will handle the complexities involved in protecting employees from the harmful affects of discrimination.

The issue before them was whether the prohibited conduct of any person adversely affected an employee during the course of their employment.

Groundbreaking Federal Court Ruling Could Affect New Jersey Transgender Employees in the Future, New Jersey Employment Lawyer Blog, June 16, 2017

In the employment law context, the Apology Act may affect the admissibility of an employer's apology to an employee, or vice versa, as evidence in employment - related proceedings.

A couple of provinces — NB and BC, if I recall correctly — have excluded from the deemed acceptance of jurisdiction certain kinds of judgments affecting people in the province thought to be less likely to be able to contest the jurisdiction in the court of origin — such as consumers or, in NB, employees of NB businesses in employment - related claims.

Posts cover topics related to labor and employment law in Canada, breaking news and policy changes affecting employees.

If an employee fails to fulfill the duty to mitigate, either by not reasonably searching for new employment or by refusing a comparable employment opportunity, this could negatively affect the amount of notice awarded from the claim.

Despite a promise by RBC to identify positions for affected staff within the organization, employment lawyer Daniel Lublin, who has been approached by a couple of the affected employees, remains doubtful of the prospects.

For employers, TMB helps ensure that employment separation agreements are drafted appropriately and lawfully to obtain an enforceable release of claims from the affected employee.

Simply publishing a Personnel Policy Handbook is not sufficient to define the legal relationship between the parties, since the Courts have found that employees can not be negatively affected by new terms of employment imposed without the employee's consent.

This is an issue that affects employees and workers alike (including interns but excluding true volunteers) and they need certainty as to their rights particularly now that they have to pay fees for the matter to be determined by an Employment Tribunal.

(a) malfunction of mechanical equipment and recreational apparatus under the control of or maintained by the operator, including vehicles, other than that resulting from misuse by a user; (b) unsafe operation of mechanical equipment or recreational apparatus, including vehicles, by the operator or its employees; (c) unsafe aspects of the structure and condition of an indoor recreational facility that directly affect the safety of users when actually engaged in a recreational activity for which the recreational facility is designed or intended; (d) failure by the operator of an outdoor recreational facility to maintain commonly accepted conditions or standards of demarcation, signage, lighting, and monitoring of user activity, for outdoor recreational facilities of comparable size and type; (e) unfitness for normal use, at the time of supply or rental, of equipment or apparatus supplied or rented for use in connection with a recreational activity; (f) conduct of the operator's employees, acting in the course of their employment, that results in personal injury to or death of a user from the sources of risk referred to in paragraphs (a) to (e); (g) breach by the operator, or by an employee of the operator, of a specific statutory duty or regulatory requirement relating to safety in a particular recreational activity.

Economic downturns don't just affect the ability of terminated employees to find new employment.

In a recent decision, the Ontario Court of Appeal clarified that when an individual's employment is terminated without cause, the financial viability of the employer's business is not a factor that affects the period of reasonable notice owed to that employee.

The second case raises that well - known HR horror of having in the redundancy pool an employee off on maternity leave, a complication potentially so difficult that a major law firm was held by a tribunal and the Employment Appeal Tribunal (EAT) to have got it wrong and fallen into the trap of producing an equal and opposite discriminatory result for another affected employee.

If you are an employer and are faced with serious misconduct by an employee, it is important to be mindful of how the misconduct affects the employment relationship when considering termination without notice or severance pay.

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» attorneys.

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.

We advise clients on legislation affecting employment relationships, such as employment standards, human rights and workers compensation, policing and military employment law, and act for clients in connection with preparation of employment contracts and employee manuals.

However, after learning that other employees affected by the transfer were receiving generous severance packages, Johnson wrote to Global arguing that it was never a mandatory requirement to retire and not part of his employment contract.

Employment law files can be won or lost where one side or the other doesn't appreciate how an employee's post-dismissal actions can affect the value of his or her claim.

a. the legal enforceability of restrictive covenants; b. the legal parameters relating to wrongful termination, constructive dismissal or other similar concepts affecting an employee's entitlement to severance on termination of employment; c. any special employment laws that apply in connection with a change in control or other type of corporate transaction (e.g., an executive's entitlement to severance or the mechanism by which an executive's employment may transfer to a corporate acquirer); and d. other labour - related laws (such as laws related to unions or works councils) that may affect the employment relationship in a particular jurisdiction.

Labor and employment laws affect the entire legal relationship between employers and employees, beginning with the initial hiring process and expanding into every facet of daily operations, including job descriptions, wages, promotions, reviews, terminations, benefits, mergers and acquisitions, as well as the successful resolution of disputes pertaining to unfair labor practices and discrimination.

The bottom line is, your status as an «employee», «dependent contractor», or «independent contractor» affects your legal entitlements while you are employed and when your employment ends.

The Court of Appeal for Ontario has succinctly summarized these principles for employers as follows: «[i] n the employment context, an employee may therefore be said to owe a fiduciary duty to his or her employer where the employee has discretionary power to affect adversely the employer's interests and the employer is vulnerable to the exercise of that power».

This is not to say that a partner in a firm can never be an employee under the Code, but in the absence of any genuine control of M in the significant decisions affecting the workplace, there was no employment relationship between him and the partnership under the provisions of the Code.

Second, the employer will want to know if the individual has obtained new employment, as it will affect the employee's entitlement and crystallize the employee's potential damages if litigation is commenced.

Donna Martin, Employment and Immigration Partner at one of London's leading mid-tier law firms Mackrell Turner Garrett, has said that the Supreme Court's ruling that employment fees are «unlawful» is likely to affect the courts, employers, employees and the legal profession aEmployment and Immigration Partner at one of London's leading mid-tier law firms Mackrell Turner Garrett, has said that the Supreme Court's ruling that employment fees are «unlawful» is likely to affect the courts, employers, employees and the legal profession aemployment fees are «unlawful» is likely to affect the courts, employers, employees and the legal profession as a whole.

Employees in the sectors that will be affected immediately might want to dig out their employment contracts this weekend and update themselves with the most relevant paragraphs such as restrictive covenants and redundancy terms.

It's not Germany as a whole that is banning managers contacting employees (and since you are not a manager, this wouldn't affect you anyway), it is the German ministry of Employment banning it for its employees.

He warned employees shouldn't expect any privacy on Facebook, and anything work - related they put on the site for everyone to see could affect their employment.

We were bought on board to provide expert employee support to those individuals affected by this restructure, ensuring employees remained motivated and obtained the requisite skills to secure their future employment either elsewhere in the business or externally.

These risks are far - reaching and may include employment practice liability, safety concerns, worker productivity, employee absence, employee theft, and catastrophic events affecting employees, customers, and the public at large.

In employment screening, adverse action is the denial of employment or any other decision for employment purposes that adversely affects any current or prospective employee.

The CSRA also prohibits employment discrimination in the federal government based on marital status, political affiliation and conduct which does not adversely affect the performance of the employee, none of which are within EEOC's jurisdiction.