Sentences with phrase «employment matters such»

Mr. Tobias has considerable jury trial experience and has tried to verdict employment matters such as age, sex, national origin, and disability discrimination, as well as harassment, retaliation, and wrongful termination claims.

Employment matters such as best practices in hiring and firing; HR matters; personnel policies / manuals; employment agreements; non-compete agreements; and compliance with federal, state, and local employment laws;

Not exact matches

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

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.

On the matter of Japanese imports, for instance, our question could be posed in terms of what are the best policies to ensure that such imports do not undercut American industry and employment.

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.

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.

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.

-- Notwithstanding any other provision of law, a school participating in any program under this title that is operated by, supervised by, controlled by, or connected to, a religious organization may exercise its right in matters of employment consistent with title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e — 1 et seq.), including the exemptions in such title.

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.

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 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.

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!

Employment law blogs, including Porter Wright's Employer Law Report and Ogletree Deakins» Employment Law Matters, have been discussing an Advice Memorandum recently released by the National Labor Relations Board that addresses when an employee may be fired over negative comments about an employer on social media, and when such messages constitute «protected concerted activity» under the National Labor Relations Act.

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.

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.

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.

In the labor and employment area, our mortgage lending attorneys provide a complete range of support on matters such as:

This guidance is primarily intended for those who may be unfamiliar with the feeing practices of the Scottish Bar, such as English Solicitors instructing Scottish counsel in Employment matters, but is also of general application.

She also represented private sector employees in a wide variety of employment law matters such as wage and hour claims, unemployment compensation, and discrimination cases in state and federal court.

Our health care related experience includes such diverse areas as Stark Act violations, Federal and state False Claims Act claims, Federal healthcare program fraud, Worker's Compensation fraud, RICO claims, whistleblower claims, qui tam actions, medical malpractice, medical records confidentiality and consent to treatment issues, antitrust and unfair competition issues and a wide range of employment matters.

We also counsel board members, executives and managers on matters such as corporate governance, regulatory / compliance, and employment law issues.

Ryan provides advice to both public and private sector clients on matters such as harassment, absenteeism, health and safety, workplace policies and employment contracts.

Clients such as corporations not large enough to have in house counsel, who use a variety of legal services — employment, corporate, leasing — might be particularly well - served: rather than automatically refer all their matters to their existing lawyer out of habit, they would have the option of working with a broker who could assist them in navigating the seas of legal service providers for the most competitive ones.

It can save time by having answers to common questions on routine employment matters and issues and employee concerns in such areas as vacation and sick - leave policies, unpaid leave, holidays, work hours and other such details...

In fact, later you speak of imposing «benefit, residence or employment restrictions on migrants» but that is residence in specific areas one they are in the UK, not residence in the UK overall... This all matters since in the current negotiations we are moving towards such an overall emergency break and we will need to ask whether this could have been legal within a continued membership arrangement.

In addition, Kevin has represented clients in business litigation and contract disputes, various general insurance defense matters such as restaurant and food adulteration, and employment, and professional negligence.

Labour & Employment: The international employment team counsels domestic European companies, as well as US companies, with operations overseas, on matters such as workforce expansions or reductions and on litigation involving everything from hiring and dismissal practices to unions and regulatory or compliancEmployment: The international employment team counsels domestic European companies, as well as US companies, with operations overseas, on matters such as workforce expansions or reductions and on litigation involving everything from hiring and dismissal practices to unions and regulatory or compliancemployment team counsels domestic European companies, as well as US companies, with operations overseas, on matters such as workforce expansions or reductions and on litigation involving everything from hiring and dismissal practices to unions and regulatory or compliance matters.

Chris also litigates and advises employers with respect to labor and employment matters, such as wrongful discharge, discrimination, etc..

But when these claims are filed, our employment attorneys have the experience necessary to defend such claims, as they have handled thousands of matters before judges, juries, arbitrators and government agencies, including numerous cases that have expanded the scope of employer rights.

Often family matters may overlap into the areas of law, such as real estate, criminal, wills & estates, corporate / business, or employment.

During such time, he served as outside General Counsel and M&A counsel for domestic and international business entities and private investment and capital groups, which included negotiating and documenting purchase, sale and merger agreements and dissolutions, corporate contracts related to licensing, executive employment agreements, corporate governance, acquisition, vendor contracting, leasing and real estate property matters, and advising on loss mitigation and compliance issues.

Her areas of employment law experience includes acting for clients on Employment Tribunal matters involving claims for unfair dismissal and discrimination and providing advice to a variety of clients on day - to - day employment issues such as disciplinary and performance management, sickness, redundancy, contracts of employment, HR policies, recruitment and managing stemployment law experience includes acting for clients on Employment Tribunal matters involving claims for unfair dismissal and discrimination and providing advice to a variety of clients on day - to - day employment issues such as disciplinary and performance management, sickness, redundancy, contracts of employment, HR policies, recruitment and managing stEmployment Tribunal matters involving claims for unfair dismissal and discrimination and providing advice to a variety of clients on day - to - day employment issues such as disciplinary and performance management, sickness, redundancy, contracts of employment, HR policies, recruitment and managing stemployment issues such as disciplinary and performance management, sickness, redundancy, contracts of employment, HR policies, recruitment and managing stemployment, HR policies, recruitment and managing staff exits.

Examples of such matters are provider contracts and internal labor and employment issues in the health care setting.

In addition, I can advise on more non-contentious issues such as drafting employment contracts, policies and procedures, recruitment, redundancies and disciplinary and grievance matters.

Recently, John has been involved in a substantial number of cases concerning employment law and pensions, concerning matters such as the closure of Defined Benefit schemes, and age discrimination issues.

A new service formally launches today that provides fixed - fee legal help to businesses for common matters such as business formations, employment agreements, confidentiality agreements and trademark registrations.

So if you have a litigator who does mostly PI work, but some general litigation as well, he needs to know other possibilities, such as a one year limitation period for defamation or, as I just mentioned, three months for things like employment matters.

Barrister Benjamin is highly experienced in the areas of yachting and luxury asset law, specialising in finance, construction and purchase, in addition to operational matters such as taxation, insurance and employment.

TMB routinely represents CEOs, executive officers, directors, account executives, sales managers, and a variety of professionals (such as accountants, engineers, architects, bankers, attorneys, and doctors) in their employment matters.

Our lawyers provide comprehensive advice on a myriad of legal matters, including corporate transactions (such as M&A, partnerships and fundraisings), commercial agreements, data protection, intellectual property (such as brands and trademarks, domain name disputes and international infringement work), litigation and employment matters.

Your typical mid-sized company should have between 10 to 20 outside firms on retainer to handle specialty, high - risk matters, such as IP, employment law, securities or litigation.

We provide full support to our corporate commercial team on employment matters that may arise in transactions, such as the sale of businesses and properties.

They collaborate with colleagues across our other practice areas, such as corporate, government and administrative law, labor and employment, tax, insurance, intellectual property, and others, to offer clients a comprehensive approach to their matters.

With such a broad spectrum of potentially bad faith behaviour, most employment lawsuits allege these damages as a matter of course.

We have 2 criminal defence lawyers who handle the court circuits in all of our communities, a family lawyer who gives advice and handles family law matters, and a poverty / civil lawyer who handles files such as landlord / tenant issues, employment law problems and human rights complaints among other things.

He practises in all areas of labour and employment law, where he provides advice and representation to employers in the public and private sectors on a wide range of issues such as labour disputes, grievance arbitration, human rights and accommodation matters, and wrongful dismissal claims.

Chrystina also advises employers on preventative matters, such as drafting employment handbooks, drafting employment and non-competition agreements, advising on hiring and terminations, training, and developing best management practices.

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.»