Sentences with phrase «employment against any employee»

We will not discriminate in employment, recruitment, advertisements for employment, compensation, termination, promotions and other conditions of employment against any employee or job applicant on the basis of race, color, gender, national origin, age, religion, creed, disability, veterans status, sexual orientation, gender identity or gender expression.

Not exact matches

Rep. Steve Cohen, a Tennessee Democrat, introduced a bill last summer that would amend the Fair Credit Reporting Act to prohibit the use of consumer credit checks against employees «for the purposes of making adverse employment decisions.»

-- Review your equal employment opportunity and anti-harassment policies and consider adding a commitment not to discriminate against employees based on sexual orientation, and gender identity or expression.

It is the policy of Ionis Pharmaceuticals, Inc. to provide equal opportunity in employment throughout the corporation for all qualified applicants and employees without discrimination against any person because of a person's race, color, religion (including religious dress and grooming practices), sex / gender (including pregnancy, childbirth or related medical conditions and breast feeding), national origin, ancestry, gender identity, gender expression, legally - protected medical condition, physical or mental disability, age, military or veteran status, marital status, sexual orientation, genetic information or any other basis protected by applicable law.

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.»

Employment practices liability insurance, or EPLI as you may have heard it called, provides protection to companies who have employees against claims by current or former employees for things like discrimination, wrongful termination, or sexual harassment.

Employment practices liability insurance (EPLI) is a specific type of business insurance that protects employers against lawsuits initiated by employees.

In January, Tesla filed a lawsuit against Sterling Anderson, a former director of the company's Autopilot program, saying that he broke his employment contract by trying to recruit Tesla employees to join a new self - driving car company.

The European Employment Directive only allows employers to discriminate against employees on the basis of religion where there is «a genuine, legitimate and justified occupational requirement» (GOR) that the employee shares the faith of the school.

The old text forbade contractors from discriminating «against any employee or applicant for employment because of race, color, religion, sex, or national origin.»

When in doubt, employers should consult an employment attorney to ensure that they are complying with all laws when taking any adverse action against an employee.

From the onset of employment it should be made clear to every employee that sexual harassment is unacceptable in the workplace and that the company does not retaliate against anyone who notifies the company of potential harassment.

Issues arising under the Rainforest Alliance's equal employment opportunity policy, including the policy against harassment, employee benefit policies and issues generally handled by individuals responsible for the Rainforest Alliance's personnel practices and procedures are not covered by this policy.

The U.S. Equal Employment Opportunity Commission in a federal complaint filed in 2010 alleged RJB Properties Inc. discriminated against and fired Hispanic employees, as well as took retaliatory actions against two African - American employees who refused orders to fire them.

Hawaii: specifically prohibits an employer from denying employment, withholding pay, demoting, or in any other way discriminating against a lactating employee.

The European Employment Directive only allows employers to discriminate against employees on the basis of religion where there is «a genuine, legitimate and justified occupational requirement» (GOR) that the employee shares the faith of the school.

Further ordered that employees and applicants who believe they have been discriminated against may exercise their right by contacting the Division of Equal Employment Opportunity; and it is,

A Massapequa - based business repeatedly allowed employees to use epithets against minority co-workers — even condoning employees programming their phones with a racial slur announcing a colleague's call — the U.S. Equal Employment Opportunity Commission said in a suit against the company.

CSEA was founded on Oct. 24, 1910 in the state Capital when a small group of state employees came together to stand up against political patronage and promote merit and fitness in state employment.

As a Republican legislator, Sparaco has voted against tax increases, even as the county's multimillion - dollar deficit swells; he's fought pay raises for county employees; and tried to eliminate the county's Youth Employment program.

The UFT, which represents teachers at three Victory charter schools in New York City, has cited Victory management at the New York State Public Employment Relations Board for firing educators for union activity, coercing employees to withdraw their union support and discriminating against employees who are union supporters.

Since last year, the» Employment Equality (Sexual Orientation) Regulations 2003» have been in place in the U.K. to protect all employees against both direct and indirect discrimination, victimisation, and harassment on grounds of sexual orientation.

The ADA is intended to require employers to provide equal opportunities to employees with disabilities by requiring them to provide reasonable accommodations to such employees, and by prohibiting them from taking any adverse employment action against such employees on the basis of their disability.

Nashville, TN About Blog The Employment & Consumer Law Group represents consumers who have been ripped off and employees with legal claims against an employer.

Many employment law consultants insist that enterprises would better remind their employees of any corporate policies against sexist behavior and harassment frequently.

The high court will also use an employment - discrimination case from the private sector to clarify whether Title VII of the Civil Rights Act of 1964, the main federal job - discrimination law, covers retaliation by employers against former employees as well as job applicants...

However, any attorney's fees paid from public funds for any officer, employee, or agent who is found to be personally liable by virtue of acting outside the scope of his or her employment or acting in bad faith, with malicious purpose, or in a manner exhibiting wanton and willful disregard of human rights, safety, or property may be recovered by the state, county, municipality, or political subdivision in a civil action against such officer, employee, or agent.

We work towards a more just society and as such we are an equal opportunity employer and do not discriminate against any employee or applicant for employment because of race, color, ethnicity, religion, gender, sexual orientation, national origin, disability, age, marital status, military status, pregnancy, or parenthood.

The original passage of the Age Discrimination in Employment Act of 1967 (ADEA) protected employees against age discrimination but limited protection to workers between the ages of 40 and 65 and allowed employer benefit plans to include mandatory age limits.

Today, employment and civil rights laws protect employees against discrimination — including age.

The Reach Institute for School Leadership will not discriminate against any employee or applicant for employment because of disability in regard to any position for which the employee or applicant for employment is qualified.

The Reach Institute for School Leadership will neither retaliate nor discriminate against any employee or applicant because s / he has opposed any unlawful employment practice, filed a charge of employment discrimination, or testified, assisted, or participated in any manner in an investigation, proceeding, or hearing related to employment practices.

Under Ms. Wright's leadership, the Division is responsible for processing formal equal employment opportunity complaints of discrimination filed against the Department by employees, former employees, and applicants for employment.

In addition, DOCR is responsible for ensuring that DOT does not discriminate against its employees or applicants for employment, and that DOT conducts its programs and activities free of discrimination.

The DOT will initiate appropriate actions against responsible persons who take, threaten to take, or fail to take a personnel action with respect to any employee, former employee, or applicant for employment because of any protected disclosure of information.

(a) It shall be an unlawful employment practice for an employer to discriminate against any of his employees or applicants for employment, for an employment agency to discriminate against any individual, or for a labor organization to discriminate against any member thereof or applicant for membership, because he has opposed, any practice made an unlawful employment practice by this title, or because he has made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this title.

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.

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) It shall be unlawful for an employer to discriminate against any of his employees or applicants for employment, for an employment agency to discriminate against any individual, or for a labor organization to discriminate against any member thereof or applicant for membership, because such individual, member or applicant for membership has opposed any practice made unlawful by this section, or because such individual, member or applicant for membership has made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or litigation under this Act.

No employees, former employees, or applicants for employment can be discriminated against due to their protected class such as: race, color, national origin, sex, (gender, pregnancy, sexual harassment, sexual orientation, gender identity or transgender status), religion, age (40 and over), disability (mental / physical), equal pay compensation, genetic information and retaliation (see the NO FEAR ACT).

...» Secondly, Title VII itself, especially through Section 704 (a)-- as the circuit court's opinion in Emporium Capwell noted — specifically protects the right to protest against racial discrimination in employment by protecting employee protests from employer retaliation.

Increases tax rates on self - employment income equal to the combined employee - employer rates and provides credits against tax liability to offset part of the increase.

Compared to a self - employed individual, an employee is extremely limited with respect to the deductions that can be claimed against employment income.

as an employment benefit but again, you can not discriminate against other employees (if any) of the Schedule C business in this matter.

Employers may not (a) directly or indirectly require, request, suggest or cause any employee or prospective employee to submit a consumer credit report or other credit information as a condition of employment; (b) use, accept, refer to or inquire concerning a consumer credit report or credit information; (c) discharge, discipline, or discriminate against any individual who refuses or declines to submit a credit report; or retaliate against any individual who files a complaint or exercises his / her rights under this statute.

An employer shall not: fail or refuse to hire or recruit, discharge, or otherwise discriminate against an individual with respect to employment, compensation, or a term, condition, or privilege of employment because of the individual's credit history or credit report; inquire about an applicant's or employee's credit history; or order or obtain an applicant's or employee's credit report from a consumer reporting agency.

It is an unlawful employment practice for an employer to obtain or use for employment purposes information contained in the credit history of an applicant for employment or an employee, or to refuse to hire, discharge, demote, suspend, retaliate or otherwise discriminate against an applicant or an employee with regard to promotion, compensation, or the terms, conditions or privileges of employment based on information in the credit history of the applicant or employee.

An employer shall not: fail or refuse to hire or recurit discharge, or otherwise discriminate against an individual with respect to employment, compensation, or a term, condition, or privilege of employment because of the individual's credit report or credit history; or inquire about an applicant or employee's credit report or credit history.

An employer shall not: fail or refuse to hire or recruit discharge, or otherwise discriminate against an individual with respect to employment, compensation, or a term, condition, or privilege of employment because of the individual's credit report or credit history; or inquire about an applicant or employee's credit report or credit history.

No employer may (1) request or require that an employee or prospective employee consent to or provide the results of a credit check as a condition of employment; (2) obtain a credit check or cause a credit check to be obtained that pertains to an employee or prospective employee; or (3) fail or refuse to hire, bar, discharge from employment, or otherwise discriminate against an employee or prospective employee because of information contained in a credit check unless the information contained in such credit check is a bona fide occupational qualification or such credit check is otherwise required by law.