Sentences with phrase «employment matters as»

Employment Law, Employee Benefits & Executive Compensation We can help you and your HR department address everyday employment matters as well as any issue that may crop up in the course of doing business.

Keith will continue to serve his clients in labour and employment matters as he leads our move to True North Square in 2018.

René has over 24 years of experience representing domestic and international businesses on labor and employment matters as well as international commercial disputes.

She also has experience in commercial, labor and employment matters as well as resolving business disputes.

Ms. Ecker is also a court - certified, trained mediator who helps resolve employment matters as both a party advocate and a neutral mediator.

Wayne Beglan Versatile junior handling a broad range of local government work, including planning, housing, regeneration and employment matters as well as major challenges to administrative decisions.

Not exact matches

«The successful candidate will have prior experience as GC or deputy GC of a multi-billion dollar public company responsible for all legal matters (including corporate & other regulatory matters, board governance, legal aspects of M&A, legal aspects of commercial contracts, litigation & dispute resolution, privacy, employment contracts, global public policy, etc.).»

It's just a matter of degree: It may be as simple as cross-comparing your employment history with your LinkedIn profile to verify data or look for red flags.

My guess is that as the problems of the real estate sector kick in, with lower prices causing a drop in real estate development, which matters for employment, we are likely to see additional stimulus spending aimed at managing the threat of unemployment and, perhaps more importantly, at managing the possibility of rising anger among provincial elites as the glorious prospect of easy money continues to retreat.

Ideas around the non-monetary aspects of employment in providing a self - image for people, giving them standing in the community, a sense of personal worth, a role as family provider, a network of peers, and way of life are not part of the economics curriculum, so can be assumed not to matter.

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

As Port Metro Vancouver handles 20 % of Canada's exports with an employment impact of over 100,000, his increased focus on matters non-Translink is welcome news.

Other traits matter, too, such as your status as a U.S. citizen and your employment history, but these three matter most.

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.

So, as governments oversee matters of security, we will care for the hurting, calling Christians to embrace refugees through their denomination, congregation or other non-profits by providing for immediate and long - term needs, such as housing, food, clothing, employment, English language classes, and schooling for children.

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.

Four years after the British Humanist Association (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 Commission took the matter up as the subject of a formal investigation, the Commission has decided that there is in fact no breach of the relevant legislation.

Announcements relating to central taxation (income tax, national insurance, corporation tax etc) as well as matters of employment law (not Northern Ireland) and financial services regulation apply to all parts of the UK.

An investment programme to deal with the energy crisis must be put in place as a matter of urgency in order to propel growth, employment, competitiveness, and macroeconomic stability.

Note that as a practical matter, all Justices have been required to give up other employment.

Richard Azzopardi, the governor's spokesman, said the executive branch seeks information from JCOPE routinely about matters such as completing financial disclosure filings, conflicts of interest, pre-government employment, ethics training and how to comply with JCOPE's opinions.

About Blog Global Workplace Insider a cutting - edge blog led by the global employment and labor team of Norton Rose Fulbright, designed to deliver diverse insight on legal and business developments as well as trends impacting employment and labor matters in various regions around the world.

As observation, intuition, empirical research, and a quick examination of the Department of Labor's occupational employment statistics [vi] will demonstrate, success in life depends on hard skills: the individual's capabilities in subject matter and tasks that are valued in society and are passed on through formal and informal instruction, e.g., being able to write computer code, or service heating and air conditioning equipment, or cook gourmet meals, or understand market derivatives.

«Subject to the details regarding provision of employment as enunciated elsewhere in the Policy the project authorities shall give preference in the matter of employment, both direct and indirect as well as through contractors employed by them, for execution, operation and maintenance of the project...».

To establish that the school was a «state actor,» he made five arguments: that Arizona law defines a charter school as a public school; that a charter school is a state actor for all purposes, including employment; that a charter school provides a public education, a function that is traditionally and exclusively the prerogative of the state; that a charter school is a state actor in Arizona because the state regulates the personnel matters of such schools; and that it is a state actor because charter schools, unlike traditional private schools, are permitted to participate in the state's retirement system.

Students Matter's policy recommendations were developed using the overwhelming evidence presented at trial, through conversations with policy experts, superintendents, teachers and parents on the ground, as well as by surveying the successful teacher employment laws already implemented in other states.

Human Resources works with employees in all matters related to employment, serves as the primary contact for all individuals considering employment with Springfield Public Schools.

Characterizing its practice as a «general practice for a specialized clientele,» the firm provides legal advice and expertise to handle any and all needs of a school district, including fair dismissal personnel issues, allegations of employment discrimination and EEOC complaints, other personnel disputes, student discipline issues, student tribunal hearings, civil rights claims, personal injury actions, federal and state constitutional claims and other litigation, special education and other legal issues involving disabled students, contracts, leases and other business needs, policy and rule development, construction disputes, bond and SPLOST issues and other financial matters.

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.»

(e) The board shall establish the information needed in an application for the approval of a charter school; provided that the application shall include, but not be limited to, a description of: (i) the mission, purpose, innovation and specialized focus of the proposed charter school; (ii) the innovative methods to be used in the charter school and how they differ from the district or districts from which the charter school is expected to enroll students; (iii) the organization of the school by ages of students or grades to be taught, an estimate of the total enrollment of the school and the district or districts from which the school will enroll students; (iv) the method for admission to the charter school; (v) the educational program, instructional methodology and services to be offered to students, including research on how the proposed program may improve the academic performance of the subgroups listed in the recruitment and retention plan; (vi) the school's capacity to address the particular needs of limited English - proficient students, if applicable, to learn English and learn content matter, including the employment of staff that meets the criteria established by the department; (vii) how the school shall involve parents as partners in the education of their children; (viii) the school governance and bylaws; (ix) a proposed arrangement or contract with an organization that shall manage or operate the school, including any proposed or agreed upon payments to such organization; (x) the financial plan for the operation of the school; (xi) the provision of school facilities and pupil transportation; (xii) the number and qualifications of teachers and administrators to be employed; (xiii) procedures for evaluation and professional development for teachers and administrators; (xiv) a statement of equal educational opportunity which shall state that charter schools shall be open to all students, on a space available basis, and shall not discriminate on the basis of race, color, national origin, creed, sex, gender identity, ethnicity, sexual orientation, mental or physical disability, age, ancestry, athletic performance, special need, proficiency in the English language or academic achievement; (xv) a student recruitment and retention plan, including deliberate, specific strategies the school will use to ensure the provision of equal educational opportunity as stated in clause (xiv) and to attract, enroll and retain a student population that, when compared to students in similar grades in schools from which the charter school is expected to enroll students, contains a comparable academic and demographic profile; and (xvi) plans for disseminating successes and innovations of the charter school to other non-charter public schools.

Prior to jOST - Civil Rights Sheryl Williams Photo.jpgoining DOCR, Ms. Williams was a supervisory attorney in the Federal Highway Administration's Office of the Chief Counsel where she was selected to serve as the first Special Counsel Employment Law where she oversaw the processing of all FHWA employment law matters and was instrumental in establishing the FHWA EmploymentEmployment Law where she oversaw the processing of all FHWA employment law matters and was instrumental in establishing the FHWA Employmentemployment law matters and was instrumental in establishing the FHWA EmploymentEmployment Law Team.

The DPMs provide advice and assistance to supervisors, managers, and others on disability employment matters; maintain and submit completed reports in a timely manner; facilitate management training in consultation with the respective OA Office of Civil Rights or DOCR, as appropriate; and ensure that reasonable accommodation request information is entered into the DOT reasonable accommodation request tracking system [See CHAPTER 7 — INFORMATION AND REPORTS].

As an intern, you will have the opportunity to work on a wide variety of matters such as: appropriations, fiscal law and financial management; acquisitions, financial assistance and public private partnerships; innovative financing; real property and asset management; information technology investment and capital planning; employee ethical conduct, conflicts of interest and political activities; equal employment opportunity and other civil rights matters; Federal personnel and employment; and alternative dispute resolutioAs an intern, you will have the opportunity to work on a wide variety of matters such as: appropriations, fiscal law and financial management; acquisitions, financial assistance and public private partnerships; innovative financing; real property and asset management; information technology investment and capital planning; employee ethical conduct, conflicts of interest and political activities; equal employment opportunity and other civil rights matters; Federal personnel and employment; and alternative dispute resolutioas: appropriations, fiscal law and financial management; acquisitions, financial assistance and public private partnerships; innovative financing; real property and asset management; information technology investment and capital planning; employee ethical conduct, conflicts of interest and political activities; equal employment opportunity and other civil rights matters; Federal personnel and employment; and alternative dispute resolution.

(d) The provisions of subsection (c) shall not apply to any employer, employment agency, labor organization, or joint labor - management committee with respect to matters occurring in any State or political subdivisionthereof which has a fair employment practice law during any period in which such employer, employment agency, labor organization, or jointlabor - management committee is subject to such law, except that the Commissionmay require such notations on records which such employer, employment agency, labor organization, or joint labor - management committee keeps or is requiredto keep as are necessary because of differences in coverage or methods of enforcement between the State or local law and the provisions of this title.

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

Of course, in the real world, compensation / employment practices are such that traders / bankers will always be well compensated no matter the out - turn... while you as an investor will never be adequately compensated for this risk — so again, no bank investments, EVER!

She frequently speaks to business and professional groups on various employment matters, and serves as the lead writer of the firm's employment law blog.

About Blog Global Workplace Insider a cutting - edge blog led by the global employment and labor team of Norton Rose Fulbright, designed to deliver diverse insight on legal and business developments as well as trends impacting employment and labor matters in various regions around the world.

Moreover, as an in - house member of an insurance company, this woman's future employment opportunities are unlimited: Depending on the types of matters she's handling, she can move to a law firm that handles insurance defense or personal injury or tort work — and get the job on her own terms.

Personal injury cases, termination and employment law issues, and criminal law matters are examples of emergency situations where one should at least have a basic understanding of the first points of contact — whether a lawyer, government institutions, or other public authorities such as the police.

He has over 32 years of experience as a litigation attorney in the State of Connecticut, with an established practice for over 27 years in the City of Hartford, handling matters involving personal injury, automobile accidents, medical malpractice, wrongful death, workers» compensation, employment discrimination, wrongful termination, civil rights violations, social security disability, criminal law, contract disputes, divorce and family law.

In addition to our advocacy services, we advise employers in matters such as collective bargaining, creating compliant human resources policies and avoiding the adverse labour relations and employment law consequences associated with the purchase, sale or restructuring of a business.

Esther has experience of mediation, as well as litigation relating to employment law matters in the Employment Tribunal and Employment Appeal Tribunal and partnership related litigation in the High Court and the Supremployment law matters in the Employment Tribunal and Employment Appeal Tribunal and partnership related litigation in the High Court and the SuprEmployment Tribunal and Employment Appeal Tribunal and partnership related litigation in the High Court and the SuprEmployment Appeal Tribunal and partnership related litigation in the High Court and the Supreme Court.

In addition to his insurance practice, Mr. Schluederberg worked for more than a decade as a commercial litigator handling all aspects of complex business litigation ranging from disputes concerning real estate, contracts, and intellectual property rights, to corporate and partnership dissolutions, unfair competition and employment matters.

Only one jurisdiction in Canada, Saskatchewan, clearly sets out an obligation to ensure, as far as is reasonably practicable, that workers are not exposed to harassment respecting any matter or circumstance arising out of the worker's employment.

As detailed below, she has handled appeals before a variety of courts and on a wide range of subjects, including land use, real estate disputes, probate matters, sports law, commercial law, products liability and employment law.

Síobhra has expertise in a wide range of employment law matters, both contentious and non-contentious, as well as employment issues arising in commercial transactions.

As a result, in - house counsel, particularly those handling more common and volume matters (employment, torts, insurance, etc.), require tools to be more efficient so they can devote their time to higher level tasks.

Acting as de facto in - house counsel, Dan is able to leverage Outside GC's expertise in areas such as employment and intellectual property matters by bringing in his colleagues from Outside GC and its sister firm, Patent GC, as required to provide this specialized guidance to Prelert.

Badoux's practice spans a national and international scale as he handles a variety of labor and employment litigation matters, including labor relations, harassment claims, wage and hour audits, breach of fiduciary duties and more.