Sentences with phrase «employment decisions such»

Employers retain the firm to counsel them on daily employment decisions such as hiring, firing, suspensions, discipline and benefits.

These findings highlight the role of performance evaluation for purposes of improving instruction and not solely for purposes related to high - stakes employment decisions such as compensation, retention, and tenure.

The regulations adopted by the New York State Board of Regents based on the 2010 law changing how the evaluations must work includings a line that says the new evaluations must be «a significant factor in employment decisions such as promotion, retention, tenure determinations, termination, and supplemental compensation,» as well as how teacher and principal development is approached.

To make matters worse, the legislature has mandated that teacher ratings be used to make important employment decisions such as pay, promotion, assignment, and retention.»

Not exact matches

We have always believed that the Employment Tribunal's decision from last year October was entirely correct in saying that our GMB member clients were entitled to workers» right such as the minimum wage and holiday pay,» said Nigel Mackay, employment solicitor at Leigh Day, the firm that represented the unioEmployment Tribunal's decision from last year October was entirely correct in saying that our GMB member clients were entitled to workers» right such as the minimum wage and holiday pay,» said Nigel Mackay, employment solicitor at Leigh Day, the firm that represented the unioemployment solicitor at Leigh Day, the firm that represented the union members.

What's become known as the «Group of 46» letter to Stanford Provost John Etchemendy was filed in the Phills suit, and accuses the dean of presiding over «reprimands, censures, curtailing of responsibilities, demotions, retribution for expressing concerns or raising issues, offensive behavior and decisions that have led directly to tangible employment actions such as dismissals, undesirable reassignments, forced resignations, and inequitable access to promotion opportunities.»

Having made the decision to recover from her substance abuse, the woman faces a range of other issues, such as employment, education, housing, memories of abuse and incest, self - esteem, self - confidence, intimacy and friendship.

Some barriers include the negative attitudes of women and their partners and family members, as well as health care professionals, toward breastfeeding, whereas the main reasons that women do not start or give up breastfeeding are reported to be poor family and social support, perceived milk insufficiency, breast problems, maternal or infant illness, and return to outside employment.2 Several strategies have been used to promote breastfeeding, such as setting standards for maternity services3, 4 (eg, the joint World Health Organization — United Nations Children's Fund [WHO - UNICEF] Baby Friendly Initiative), public education through media campaigns, and health professionals and peer - led initiatives to support individual mothers.5 — 9 Support from the infant's father through active participation in the breastfeeding decision, together with a positive attitude and knowledge about the benefits of breastfeeding, has been shown to have a strong influence on the initiation and duration of breastfeeding in observational studies, 2,10 but scientific evidence is not available as to whether training fathers to manage the most common lactation difficulties can enhance breastfeeding rates.

Topics covered include considerations that might affect the decision to adopt, such as support, finances, employment; the different types of adoption, including adoption from foster care, through intercountry adoption, and through private domestic adoption; working with an adoption agency; completing the adoption and making the adjustment in your home life; and bonding with your new child.

Rarely are brain tumors situated in «silent» areas of the brain, and areas often considered «silent» nevertheless can affect complex human functions, such as relationships, employment and decision - making.

One such decision is whether to keep the employment arrangements that existed before the conversion or whether to introduce a new system entirely.

The paper highlights three specific problems with using value - added models to evaluate teacher effectiveness, especially for such important decisions as teacher employment or compensation:

-- Nothing in this title shall be construed to encourage, prohibit, or authorize the conducting of drug testing for the illegal use of drugs by job applicants or employees or making employment decisions based on such test results.

Your decision not to provide such information may affect our ability to consider you for employment.

Instead of basing their approval decisions primarily on applicants» credit scores, they have created a proprietary set of criteria that include factors such as income, employment history, and other relevant current circumstances, and use this as the basis of their determination.

«There are special restrictions on how credit reports can be used in hiring decisions, but there are no special restrictions on how employment reports (such as salary information) is used for non-employment purposes,» she said.

The employer shall provide the employee or applicant, in a private discussion, the opportunity to dispute the relevance of the information upon which the employer based the adverse employment action, and shall consider any such dispute before making a final decision; (3) if the employee or applicant provides oral or written notice to the employer during the 14 day period set forth in subparagraph (2) that he or she has disputed the accuracy of the consumer report with a consumer reporting agency, the employer shall not take an adverse employment action until the resolution of the dispute under section 58 of this chapter or Section 1681i (a) of chapter 15 of the United States Code, and shall consider the results of any such resolution; (4) ensure that none of the costs associated with obtaining a consumer report are paid by or passed on to the employee or applicant.

In respect to his decision to join Seyfarth, Talibart said: «Seyfarth Shaw has the finest international employment law practice in the market and has been regarded as such ever since I started practicing in this area.

An employer can not consider your personal attributes in making employment decisions, such as recruiting, hiring, firing, transferring, promoting, testing, training, pay, fringe benefits, retirement benefits, or disability modifications or coverage.

I most frequently advise on carrying out day - to - day management decisions outside the US, such as workforce planning following or in connection with acquisitions, employment terminations, establishing as an employer in a new country, implementing changes to non-US employment policies to make them consistent with one another worldwide, and executive hiring.

In some decisions — such as Roden v Toronto Humane Society (2005), Oudin v Centre Francophone de Toronto (2016) and Cook v Hatch (2017)-- the courts have found that silence might mean an implied intent to comply with the Employment Standards Act (the «ESA») and / or that ambiguities in termination clauses can be resolved by focusing on the overall intention of the parties.

In addition to proffering legal advice on a disparate range of legal issues such as employment, copyright, property and general commercial law, in - house solicitors also have to deal with anything from compliance, advising Human Resources, contributing to business decisions, liaising with external regulatory and investigatory bodies, and dealing with trading agreements and marketing.

David is generally instructed in high profile and heavyweight cases in the High Court, frequently involving conspiracy and economic torts, unlawful competition, team moves, the protection of confidential information, post-termination restraints, wrongful termination / expulsion, carried interest and bonus disputes (where he has acted in most of the landmark decisions such as Horkulak v Cantor Fitzgerald, Keen v Commerzbank and Anar v Dresdner Kleinwort), as well as claims arising in a regulatory context which raise important reputational issues, and whistleblowing and discrimination claims in the Employment Tribunal.

To amend title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967, and to modify the operation of the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973, to clarify that a discriminatory compensation decision or other practice that is unlawful under such Acts occurs each time compensation is paid pursuant to the discriminatory compensation decision or other practice, and for other purposes.

One aspect of this was a series of Board decisions finding that when employers sought to include broad confidentiality provisions in private settlement and separation agreements with employees that restricted the employees» ability to disclose the terms of such settlements to others, including employees, they were impermissibly restricting employees» ability to act together with other employees concerning terms and conditions of employment.

Last October, we reported the Employment Tribunal decision that 7,000 predominantly female in - store Asda employees, who do work such as shelf - stacking and checkout roles, have common terms of employment with predominantly male warehouse - based employees, despite the different places of work and different job descriptions for the roles in qEmployment Tribunal decision that 7,000 predominantly female in - store Asda employees, who do work such as shelf - stacking and checkout roles, have common terms of employment with predominantly male warehouse - based employees, despite the different places of work and different job descriptions for the roles in qemployment with predominantly male warehouse - based employees, despite the different places of work and different job descriptions for the roles in question...

The bill's stated purpose is «to amend Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1990, and the Rehabilitation Act of 1973 to clarify that a discriminatory compensation decision or other practice that is unlawful under such Acts occurs each time compensation is paid pursuant to the discriminatory compensation decision or other practice, and for other purposes.»

As such, the findings in Zochem affirm the fact that an employer's failure to consider the mental - health effects of employment - related decisions may result in additional damages, particularly where the employer is aware of an employee's pre-existing mental health condition.

Such a stretch of the decision in 1997 of Malik and Mahmud v Bank of Credit and Commerce International SA (in compulsory liquidation [1997] 3 All ER 1 (concerning a duty not to run a corrupt and dishonest business so as to damage the employees» future employment prospects) was denied in Johnson v Unisys Ltd [2001] UKHL 13 by the Court of Appeal and then the House of Lords, which considered it unnecessary to develop the common law to overlap this remedy.

One of the main reasons given by Lord Clarke for not always enforcing the black letter terms of written employment contracts was taken from the decision of Elias J in the Employment Appeal Tribunal in Consistent Group: «The concern to which tribunals must be alive is that armies of lawyers will simply place substitution clauses, or clauses denying any obligation to accept or provide work in employment contracts, as a matter of form, even where such terms do not begin to reflect the real relationshemployment contracts was taken from the decision of Elias J in the Employment Appeal Tribunal in Consistent Group: «The concern to which tribunals must be alive is that armies of lawyers will simply place substitution clauses, or clauses denying any obligation to accept or provide work in employment contracts, as a matter of form, even where such terms do not begin to reflect the real relationshEmployment Appeal Tribunal in Consistent Group: «The concern to which tribunals must be alive is that armies of lawyers will simply place substitution clauses, or clauses denying any obligation to accept or provide work in employment contracts, as a matter of form, even where such terms do not begin to reflect the real relationshemployment contracts, as a matter of form, even where such terms do not begin to reflect the real relationship.»

The Employment Tribunal had been incorrect to suggest that Easy Car had an obligation to revisit its decision once it was aware that Miss Thompson was pregnant when the law in fact prescribed no such obligation.

The decision, following a similar one made in 2011 by the Court of Appeal in Elsegood v Cambridge Spring Service, serves as an important reminder for employers to ensure that temporary lay - offs are part of the employment agreement prior to taking any such action.

With NLP technology, ROSS can pinpoint answers to substantive legal issues in Labor & Employment Law, across Federal and State courts, agencies and arbitration panels, including published and unpublished decisions covering subjects such as:

Other decisions, such as the Ontario Court of Appeal's decision in Shah v. Xerox Canada Ltd., 13 found that it was not necessary to find a fundamental term of the employment contract had been breached in order to find that a constructive dismissal had occurred.

Employers have to be especially careful when making adverse employment decisions, such as firing or demoting, because such decisions could open the door for potential retaliation claims against the employer if the subject employee is a member of a «protected class.»

In addition, the court applied its own older decision in Tank Lining Corp. v. Dunlop Industrial Ltd. (1982), where it held that in all cases a party's entitlement to enforce a restrictive covenant was based on the protection of a legitimate or proprietary interest, such as the goodwill of a business in a commercial context or the confidential information unique to an employment.

Whether it affirms the decision of the BC Court of Appeal or endorses the analysis originally adopted by the BCHRT will be of interest to employers across the country that employ workers in multi-employer workplaces and other such non-traditional employment relationships.

Coast Capital is inconsistent with the leading Ontario decision, Dowling v. Ontario (Workplace Safety and Insurance Board), 2004 CanLII 43692 (ON CA)(«Dowling»), which mandates that Ontario courts must consider factors such as the employee's length of service and prior employment record when applying the contextual approach mandated by the Supreme Court of Canada in McKinley v. BC Tel, 2001 SCC 38 («McKinley»).

Under GINA, employers may not use genetic information when they make employment decisions, such as hiring, firing, promotion, assignments, and compensation.

The Deliveroo decision comes hard on the heels of the latest decision against Uber which lost its appeal against an Employment Appeal Tribunal (EAT) ruling: that its drivers should be classified as workers with rights, such as holiday pay and a minimum wage, rather than being self - employed.

In Japan, employment law is troublesome burden on companies, which affects their decisions in corporate transactions, such as the legal structure of acquisition or how to function the new company.

This appears to be the first decision since the Employment Standards Act, 2000 was enacted that squarely addresses whether an employer can provide working notice in such a circumstance.

Possible topics about pedagogy include: • Structuring statutory drafting courses • Simulation courses designed using mock legislatures or committees • Course linkages with real - world legislators and special interest organizations • Service learning or clinical opportunities for law students • Courses focused on law reform efforts • How to employ Plain - English principles in statutory and rule drafting • Theoretical perspectives on statutory drafting • Involving political realities in law school drafting courses • Teaching practical aspects of drafting that addresses theories and principles of statutory interpretation and construction Possible topics about practice include: • Unique challenges of drafting laws and / or regulations in specific areas such as criminal law, environmental, health law, etc. • Lawyering for non-profits, federal and state agencies, local governments, and other clients in frequent need of rule - drafting • Practicing in employment law, health law, environmental law, and other heavily regulated fields where private clients require rule and policy drafting • Non-legal drafting opportunities, such as sports league rules, industry trade group policies, and university rules Possible topics about politics include: • Political influences affecting legislative drafting • Direct democracy and the unique challenges of drafting initiatives and referenda • The implications of special interests driving drafting decisions • Polictics and its influence on legislative history • Lobbyists as legislative drafters.

For example, the plan sponsor must certify that any protected health information obtained by its employees through such plan administration activities will not be used for employment - related decisions.

Where a general statement of law applies to every jurisdiction and will be based on common caselaw principles, such as a Supreme Court of Canada decision or a consensus of appellate cases in various provinces, or on a common statutory provision, such as a similar provincial rule of civil procedure, or common employment standards legislation:

Otherwise, provided the basis for the decision to terminate isn't discriminatory or otherwise in violation of legislative restrictions (such as whistleblower legislation), a non-union employer can terminate the employment relationship on a without - cause basis.

The employment selection decision, terms and conditions of employment (such as compensation and benefits) are all determined solely by the independent contractor agent.

Per the Equal Employment Opportunity Commission, «although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoteEmployment Opportunity Commission, «although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoteemployment decision (such as the victim being fired or demoted).»

They provide employers with information to use when making employment decisions, such as promotions, pay raises, and layoffs.

HireRight's clients certify to HireRight that (a) to the extent required by applicable law, they have obtained the consumer's consent to share this information with HireRight for purposes of conducting a background screen on the consumer, (b) they are requesting a background screen for employment or other purposes permitted under the FCRA or other applicable law, and (c) they will use the results of HireRight's background screening only for legally permissible purposes, such as hiring, promotion, and discharge decisions.