Sentences with phrase «employment practices for»

Where an employer is required by Executive Order 10925, issued March 6, 1961, or byany other Executive order prescribing fair employment practices for Government contractors and subcontractors, or by rules or regulations issuedthereunder, to file reports relating to his employment practices with any federal agency or committee, and he is substantially in compliance with such requirements, the Commission shall not require him to file additional reports pursuant to subsection (c) of this section.

The company — which ironically publishes newsletters on best employment practices for businesses, including one titled «Keep Up to Date on Payroll» — has until tomorrow to figure out how it will fork over the money.

(d) It shall be an unlawful employment practice for any employer, labor organization, or joint labor - management committee controlling apprenticeship or other training or retraining, including on - the - job training programs to discriminate against any individual because of his race, color, religion, sex, or national origin in admission to, or employment in, any program established to provide apprenticeship or other training.

(a) It shall be an unlawful employment practice for an employer to discriminate against any of his employees or applicants for employment, for an employment agency to discriminate against any individual, or for a labor organization to discriminate against any member thereof or applicant for membership, because he has opposed, any practice made an unlawful employment practice by this title, or because he has made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this title.

(h) Notwithstanding any other provision of this title, it shall not be an unlawful employment practice for an employer to apply different standards of compensation, or different terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system, or a system which measures earnings by quantity or quality of production or to employees who work in different locations, provided that such differences are not the result of an intention to discriminate because of race, color, religion, sex, or national origin, nor shall it be an unlawful employment practice for an employer to give and to act upon the results of any professionally developed ability test provided that such test, its administration or action upon the results is not designed, intended or used to discriminate because of race, color, religion, sex or national origin.

(e) Notwithstanding any other provision of this title, (1) it shall not be an unlawful employment practice for an employer to hire and employ employees, for an employment agency to classify, or refer for employment any individual, for a labor organization to classify its membership or to classify or refer for employment any individual, or for an employer, labor organization, or joint labor - management committee controlling apprenticeship or other training or retraining programs to admit or employ any individual in any such program, on the basis of his religion, sex, or national origin in those certain instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise, and (2) it shall not be an unlawful employment practice for a school, college, university, or other educational institution or institution of learning to hire and employ employees of a particular religion if such school, college, university, or other educational institution or institution of learning is, in whole or in substantial part, owned, supported, controlled, or managed by a particular religion or by a particular religious corporation, association, or society, or if the curriculum of such school, college, university, or other educational institution or institution of learning is directed toward the propagation of a particular religion.

(b) It shall be an unlawful employment practice for an employment agency to fail or refuse to refer for employment, or otherwise to discriminate against, any individual because of his race, color, religion, sex, or national origin, or to classify or refer for employment any individual on the basis of his race, color, religion, sex, or national origin.

(g) Notwithstanding any other provision of this title, it shall not be an unlawful employment practice for an employer to fail or refuse to hire and employ any individual for any position, for an employer to discharge any individual from any position, or for an employment agency to fail or refuse to refer any individual for employment in any position, or for a labor organization to fail or refuse to refer any individual for employment in any position, if --

(b) It shall be an unlawful employment practice for an employer, labor organization, or employment agency to print or publish or cause to be printed or published any notice or advertisement relating to employment by such an employer or membership in or any classification or referral for employment by such a labor organization, or relating to any classification or referral for employment by such an employment agency, indicating any preference, limitation, specification, or discrimination, based on race, color, religion, sex, or national origin, except that such a notice or advertisement may indicate a preference, limitation, specification, or discrimination based on religion, sex, or national origin when religion, sex, or national origin is a bona fide occupational qualification for employment.

It is an unlawful employment practice for an employer to obtain or use for employment purposes information contained in the credit history of an applicant for employment or an employee, or to refuse to hire, discharge, demote, suspend, retaliate or otherwise discriminate against an applicant or an employee with regard to promotion, compensation, or the terms, conditions or privileges of employment based on information in the credit history of the applicant or employee.

Not exact matches

«Used responsibly, age - based targeting for employment purposes is an accepted industry practice and for good reason: It helps employers recruit and people of all ages find work,» said Rob Goldman, a Facebook vice president.

In an economy where more and more companies are laying off employees, employment - practice liability insurance makes sense even for the most employee - friendly company.

«It's critical to isolate and distinguish those companies with the strongest job opportunities, hiring practices, and retention programs for transitioning service members and spouses seeking civilian employment so that candidates are able to conduct an efficient and effective job search,» says Sean Collins, vice president of Victory Media and a nine - year Navy veteran.

«This pattern or practice of discrimination denies job opportunities to individuals who are searching for and interested in jobs, reduces the number of older workers who apply for jobs with the offending employers and employment agencies, and depresses the number of older workers who are hired,» the complaint reads.

«The Company's employment practices liability insurance retention has grown to $ 1 million from $ 350,000, causing an unacceptable level of risk for the Company, and the premiums for this insurance are well outside of industry standards,» the letter said.

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.

During Laszlo Bock's nine years as Google's SVP of People Operations, the company has won more than 100 awards for its employment practices.

Specifically, benefits subject to the HP Severance Policy include: (a) separation payments based on a multiplier of salary plus target bonus, or cash amounts payable for the uncompleted portion of employment agreements; (b) any gross - up payments made in connection with severance, retirement or similar payments, including any gross - up payments with respect to excess parachute payments under Section 280G of the Code; (c) the value of any service period credited to a Section 16 officer in excess of the period of service actually provided by such Section 16 officer for purposes of any employee benefit plan; (d) the value of benefits and perquisites that are inconsistent with HP Co.'s practices applicable to one or more groups of HP Co. employees in addition to, or other than, the Section 16 officers («Company Practices»); and (e) the value of any accelerated vesting of any stock options, stock appreciation rights, restricted stock or long - term cash incentives that is inconsistent with Company Practices.

But many American practices go against the grain of the more comfortable and communitarian cultural systems of their own societies - the Japanese with life - long employment for their workers, the Germans with their unions having a say in management under co-determination, and the French with their government supporting the right of unions to pressure business from retrenching, by requiring large compensation to be paid to laid - off workers.»

They also provide a forum for showcasing and sharing best practices in implementing employment equity.

Employment practices liability insurance, or EPLI as you may have heard it called, provides protection to companies who have employees against claims by current or former employees for things like discrimination, wrongful termination, or sexual harassment.

Anyone versed in the industry will be able to tell that increased litigation threats arising from portfolio company bankruptcies, dissatisfied investors, regulatory investigations and employment practices suits are now forming new levels of risk for venture Capitalists and venture capital firms, as well as the personal assets of their managers and employees.

For this reason, employment practices insurance is something all tech companies and startups should strongly consider especially as hiring accelerates and the teams begin to grow.

The National Association for Business Resources has over 20 years of experience conducting Best and Brightest Company competitions and has identified numerous best Human Resources practices that provide benchmarking for companies that continue to be leaders in employment standards.

Furthermore, the company believes that inclusiveness is equally important to diversity and strives to exercise these beliefs in its employment practices by maintaining resource and affinity groups, such as Awesome Women in Engineering (AWE), Women at Yelp, Parents of Yelp, Ethnic Diversity Group, Veterans at Yelp, and OUTburst, a group for LGBTQQIA individuals.

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 same effect could have been achieved by temporary employment, as the Bible itself stipulates for Israelites (Lev 25:39)» @Chad «LOL you have ZERO understanding of the practice at the time, over 30 % of the Roman population was slaves.

The products were created in partnership with Imagine Goods whose work, particularly in Cambodia, focuses on ethical, just, and sustainable production practices to support employment for vulnerable and marginalized people.You can read more about them here.

Can we in conscience ignore their plight, given the church's long history of advocacy for fair - employment practices?

In light of actual employment practices, the black conservative rhetoric about race - free hiring criteria (usually coupled with a call for dismantling affirmative action mechanisms) does no more than justify actual practices of racial discrimination.

Yet when we are confronted with the need to apply the social teachings of the prophets to a particular measure before Congress in our time — for example, to expenditures for military defense, or a farm bill, or fair employment practices — the directives are less clear.

One day the evangelical charity announced that it was changing its employment practices, to permit persons in same - sex relationships to work for it as long as they were «married» under some legal jurisdiction, and with all the....

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....

He, too, lost his government employment, and for years sought, wandering from state to state, some ruler who would allow him to test out his theory of government in actual practice, but found no one willing to give him the chance.

Issues arising under the Rainforest Alliance's equal employment opportunity policy, including the policy against harassment, employee benefit policies and issues generally handled by individuals responsible for the Rainforest Alliance's personnel practices and procedures are not covered by this policy.

Players that have served two seasons on a practice squad are eligible for a third season only if the team has at least 53 players on its active / inactive list for the duration of that player's employment.

Under this policy members are covered while acting in their capacity as administrators in youth sports activities if they become legally obligated to pay for claims arising out of wrongful acts in the running of the league or team, employment practices, person injury or publishers liability.

The Practice Advancement Committee is responsible for educating and updating the membership on the issues pertaining to third - party reimbursement, employment, and other revenue issues for athletic trainers in the state of Wisconsin.

§ 378 - 2 provides that it is unlawful discriminatory practice for any employer or labor organization to refuse to hire or employ, bar or discharge from employment, withhold pay from, demote or penalize a lactating employee because an employee breastfeeds or expresses milk at the workplace.

However, practices that have been taken for granted for many years are still awaiting change, such as the willingness of politicians to accept corporate and media hospitality and «revolving door» employment between

Further, the Nkrumah led government introduced equal pay for equal work concept which abolished employment sex discriminatory practices.

New York's Public Officers Law bans former government officials from appearing before the state agencies where they worked for two years in a paid capacity, and also says state employees can not ever practice, appear before or ever even «communicate» with those agencies on matters over which they were «directly concerned» during their state employment, or which were under their «active consideration.»

As EEO / Human Rights Officer, Ms. Miller will be responsible for ensuring the County's recruitment and employment policies and practices and ensuring are in compliance with all equal employment opportunity legislation.

The «Ban the Box» practice will not, however, eliminate post offer background checks that would provide information about an applicant's criminal history or employment dismissals that would be relevant to the position applied for.

Previously practiced labor and employment law for 15 years.

So there should be some offices established to safeguard the opportunities we all have to work and to lead life styles that may be offensive to some enough for bigotry and discriminatory practices to deny some individuals and groups the employment opportunities others enjoy.

Eighty - four percent would back term limits for lawmakers and 79 percent back term limits for state elected officials; 77 percent support ending the practice of limited liability companies giving unlimited funds to campaigns; 74 percent back allowing initiative and referendum on the ballot; 65 percent support banning full - time employment for the Legislature.

And as the time it takes to complete a degree and get a first job increase and the complaints about perceived subjectivity and dismal employment practices grow louder, Butz says that the rewards and satisfactions of a career in science become increasingly unattractive relative to the costs to prepare for it.

«As such, faculty in these... three schools are afforded many opportunities to engage in external consulting and in other forms of affiliation with the practice side of their health care, legal, or business professions [and therefore] have opportunities for gainful employment following retirement.»

There are three other kinds of sources for facts and data that should help you to become an educated employment consumer: former and current employees, decisions management has made, and third - party assessments about a company?s human resources management practices.