Sentences with phrase «employment law disputes not»

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She explains that in employment disputes where there is no signed agreement, case law tends to lean in favour of employees, not employers.

The Committee then listed six different situations where lawyers might consider a more secure communication method than email, including when: 1) communicating highly sensitive or confidential information via email or unencrypted email connections, 2) sending an email to or from an account that the email sender or recipient shares with others, 3) sending an email to a client when it is possible that a third person (such as a spouse in a divorce case) knows the password to the email account, or to an individual client at that client's work email account, especially if the email relates to a client's employment dispute with his employer 4) sending an email from a public computer or a borrowed computer or where the lawyer knows that the emails may be read on a public or borrowed computer or on an unsecure network, 5) sending an email if the lawyer knows that the recipient may access it on devices that are potentially accessible to third persons or are not protected by a password, or 6) sending an email if the lawyer is concerned that the NSA or other law enforcement agency may read the email, with or without a warrant.

The hiring of a Florida Employment lawyer, no matter for State or Federal law violation or simply an employment contract dispute, is an important decision that should not be based solely upon adverEmployment lawyer, no matter for State or Federal law violation or simply an employment contract dispute, is an important decision that should not be based solely upon adveremployment contract dispute, is an important decision that should not be based solely upon advertisements.

With the slow civil justice systems creating an appetite for arbitration in both countries, especially for foreign companies, both have domestic arbitration laws: Angola's 2003 Voluntary Arbitration Law and Mozambique's 1999 Law on Arbitration, Conciliation and Mediation are based on the UNCITRAL model, although in Angola, some matters, including insolvency, land, employment and some non-commercial disputes, are not arbitrable.

Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees forEmployment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees foremployment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.

Stephen joined Whitten & Lublin Employment & Labour Lawyers in 2016 to continue his litigation practice, with a focus on the more complex employment law disputes, including sophisticated dismissal claims and human rights matters, particularly those that are not «slam dunEmployment & Labour Lawyers in 2016 to continue his litigation practice, with a focus on the more complex employment law disputes, including sophisticated dismissal claims and human rights matters, particularly those that are not «slam dunemployment law disputes, including sophisticated dismissal claims and human rights matters, particularly those that are not «slam dunks».

If you have a dispute with your employer you don't want to hire an attorney who takes everything that walks in the door — you want to hire an employment lawyer who dedicates all their efforts to employment law.

The firm's practice covers, but is not limited to, general business law including investment law, corporate law (incorporation, company secretariat, due diligence in mergers and acquisition deals, liquidation etc), general commercial law, debt recovery, securities, intellectual property law, mining and energy law, telecommunication law, banking law, insurance law, aviation law, maritime law, employment contracts and labour disputes, as well as civil law (adoption, divorce, real estate transactions and probate law etc...) and immigration law.