Sentences with phrase «employment law by»

PRINCETON, New Jersey, April 1: Morgan Lewis has been named the 2015 Litigation Department of the Year for Employment law by the New Jersey Law Journal, marking the third time the firm has been recognized in the competition.

Walter is recognized as one of the leading practitioners in construction sector labour relations in Canada by the 2011 Canadian Legal Lexpert Directory, and a top lawyer in the area of labour and employment law by Best Lawyers in Canada.

He is board certified in labor and employment law by the Texas Board of Legal Specialization.

Board Certified in Labor and Employment Law by the Florida Bar, the primary focus of her practice is management side defense, representing employers in various aspects of labor and employment litigation.

The Labor and Employment Law Society provides a forum for students to become aware of current issues in the fields of labor and employment law by organizing informative lectures and facilitating student interaction with experienced practitioners.

Further, she is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization.

Jane is recommended as a Leading Junior for Employment Law by Chambers & Partners and Legal 500.

One of our lawyers is Board - Certified in Personal Injury Trial Law by the Texas Board of Legal Specialization, and our of counsel attorney is Board - Certified in Employment Law by the Texas Board of Legal Specialization.

Our attorneys have extensive experience and they confirm their commitment to the practice of employment law by partnering with legal education and business organizations outside the courtroom.

Dawn Knepper is licensed in both California and Texas and she is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization.

Although she began her legal career in Personal Injury, she quickly moved into Employment law by joining Peninsula Business Services Ltd in 2008, where she initially worked as a case worker and then she moved into the New Business Team as a Consultant.

Mr. Miller is Board - Certified in Labor and Employment Law by the Florida Bar, which designates him as an expert in the field.

Board certified in labor and employment law by the Texas Board of Legal Specialization, Gibson is licensed to practice in Texas and New York.

Roper Greyell is proud to once again be recognized as a leading firm in the area of Labour and Employment Law by Legal 500 Canada.

LA Unified violated state employment laws by imposing an evaluation system on members of its teacher union, UTLA, a state agency said in a tentative ruling made public today.

Keep abreast of employment laws by ensuring full HR compliance to all federal and state regulations.

Not exact matches

There are a number of employment policies and procedures that by law must be provided to your employees.

Honestly, this was pretty generous, because US companies aren't required by law to offer any paid time off for new moms, and there is no Employment Insurance (and therefore no maternity benefits).

Engage a consultant with expertise in this field and by all means have the final product reviewed by a competent employment law attorney.

If you are unsure which policies are required by law, you should check with human resources organizations or your employment attorney.

Because Google is a federal contractor, it is required by law to submit employment data to the government as part of routine compliance procedures to prove it is not violating equal employment laws, the DoL says.

This map, created by labor and employment - focused law firm Fisher Phillips, highlights legislative differences between states by showing which ones have gender - specific pay protections, gender - specific protections as well as protections for other categories (such as race, religion or national origin), or no state - specific pay equity laws at all.

That's according to an executive employer survey report published by the employment law firm Littler and Mendelson earlier in July.

Immigrants who avoid ICE face the possibility of exploitation by employers: A 2008 survey from the National Employment Law Project found that 51 % of all undocumented workers in New York City were underpaid by more than $ 1 per hour, and 47 % said they were required to work after sustaining an injury on the job.

«Corporations that exercise sufficient control over their franchisees can not claim ignorance,» said Catherine Ruckelshaus, general counsel and program director for the National Employment Law Project, in a Tuesday conference call held by the organizations supporting the lawsuits.

Under current law, the individual mandate and its associated penalties increase federal deficits by encouraging people to obtain subsidized coverage — through Medicaid, the health insurance marketplaces established under the ACA, or employment - based plans (which receive indirect subsidies to the extent that premiums for that coverage are excluded from taxable compensation).

She knew by her second year at Stanford Law School that she wanted to be an employment lawyer to practice anti-discrimination law in the places people find economic empowermeLaw School that she wanted to be an employment lawyer to practice anti-discrimination law in the places people find economic empowermelaw in the places people find economic empowerment.

The efforts of the New York Taxi Workers Alliance and App - Based Drivers Associations in Washington, New Jersey and California have also been cited by Rebecca Smith, deputy director of the National Employment Law Project, an employment advocEmployment Law Project, an employment advocemployment advocacy group.

By 2001, Bowen had moved from Anchorage to Seattle to work as a labor and employment attorney at a law firm.

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.

The publisher didn't violate law by firing the employee because the postings weren't related to workplace conditions or seeking to engage co-workers to talk about employment, the NLRB's legal advice division said.

A new book on the Canadian workplace — Work on Trial: Canadian Labour Law Struggles, edited by Judy Fudge and Eric Tucker — provides an engaging and accessible account of various labour battles in the courts over the past 85 years involving human rights, employment fairness and union recognition.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.

Any Employee regularly employed on a full - time or part - time (20 hours or more per week on a regular schedule) basis, or on any other basis as determined by the Corporation (if required under applicable local law) for purposes of the Non-423 Plan or any separate offering under the Code Section 423 Plan, by the Corporation or by any Designated Affiliate on an Entry Date shall be eligible to participate in the Plan with respect to the Offering Period commencing on such Entry Date, provided that the Committee may establish administrative rules requiring that employment commence some minimum period (e.g., one pay period) prior to an Entry Date to be eligible to participate with respect to the Offering Period beginning on that Entry Date.

We are committed to equal employment opportunity for all applicants and existing employees and we evaluate qualified applicants without regard to ancestry, age, color, disability, genetic information, gender, gender identity, or gender expression, marital status, medical condition, military or veteran status, national origin, race, religion, sex, sexual orientation, and any other basis protected by federal, state, or local law, ordinance, or regulation.

Why this list matters: As companies grow, they must abide by new federal and state employment laws, and California has very strict regulations.

Pure Barre is fully committed to Equal Employment Opportunity and to attracting, retaining, developing and promoting the most qualified employees without regard to their race, gender, color, religion, sexual orientation, national origin, age, physical or mental disability, citizenship status, veteran status, genetic information, or any other characteristic prohibited by state or local law.

Christine Owens, the National Employment Law Project's executive director, described the new benefits as a «low - ball announcement by Walmart.»

The Congressional Budget Office recently said the healthcare reform law would cause some people to work less, reducing employment by the equivalent of 2 million full - time jobs over the next decade.

They also examine how the rights and privileges of farm workers, including seasonal and temporary foreign workers, conflict with those of their employers, and reveal the barriers many face by being excluded from most statutory employment laws, sometimes in violation of the Canadian Charter of Rights and Freedoms.

He is a contributing writer on immigration issues for Canadian HR Reporter and Canadian Employment Law Today, and is editor of the Global Business Immigration Handbook, published by Thomson Reuters.

NELP is working with allies to ensure accountability by lead companies that structure their businesses without responsibility for their workers, by drafting legislation, enforcing broadly scoped labor and employment laws, and promoting employer best practices.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and

They still have to comply with federal and state laws, which means gays are out, but everyone else has to be considered for employment by the company (the only exceptions to the law are where your religion or other protected status are essential for the job... for example, a Muslim couldn't sue an Episcopalian church who wouldn't hire them in an administrative role because their faith clashes with that of the church — things like that don't apply to a fast food chain).

Four years after the BHA complained to the European Commission (EC) alleging that UK law breaks European law in allowing widespread discrimination in employment by faith schools, and two years after the EC took the matter up as the subject of a formal investigation, the Commission has decided that there is no breach of current legislation.

I am a Catholic but you need to be aware that when churches become employers, then the churches must abide by employment standards and laws just like every employer.

If they employ people, they will have to abide by employment laws.

Then there is wisdom, human wisdom, man's intelligent ordering of his life, the serious employment of right reason, the attempt to find the proper way of life, the whole enterprise that takes form in political action and personal morality, in social work and poetry, in economic management and the building of temples, in the constant improvement of justice by changing laws, in philosophy and technology, the manifold wisdom of man which is also inscribed in the wisdom of God and which may be an expression of this wisdom, the first of all God's works that rejoiced before him when he laid the foundations of the world (Proverbs 8:22 ff.).

Many hundred large Volumes have been published upon this Controversy: But the books of the Big - Endians have been long forbidden, and the whole Party rendered incapable by Law of holding Employments.»

I am going to weigh in, being a catholic and the whole shabang... First of all this is not infringing on anyone's right to practice their religion... Requiring insurance companies to provide contraception for women does not mean the woman has to use it or purchase it... Catholic hospitals take federal funds for their patients, therefore they are not exempt from employment laws... If the Catholic Diocese doesn't want to provide the insurance claiming religious beliefs, then they can no longer accept federal funded patients... They also know that they will be subjected to discrimination lawsuits based hiring and religious discrimination — non-catholics work there, and therefore are being denied healthcare due to catholic beliefs... Majority if not all Catholic women do, have, or had used contraception in their lifetime... God does not nor does the bible say anything about contraception, since it had not been invented yet — so this is a man - made law, made by a bunch of men, who have never had a menstrual cycle — and the pain that comes with it....