Sentences with phrase «employment practices in the state»

Not exact matches

Through fair employment practices acts some states are seeking to outlaw discrimination in employment based on racial or creedal background.

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.

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.

Government Code § 12926 states it is unlawful to engage in specified discriminatory practices in employment or housing accommodations on the basis of sex.

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.»

We at Science Careers see little ethical equivalence between the chattel slavery practiced in the United States before 1865 and employment in an academic institution, but there is a coincidental connection: Seven years (the approximate length of the average biomedical Ph.D.) plus 5 years (the maximum allowable time for a postdoc supported by the National Institutes of Health, and the length of many postdocs these days) equals 12 years.

The Consortium expects to serve as a disability employment think tank, as well as a demonstration, evaluation, and policy advisor hub, housing best practice data uniquely suited to meet the needs of people with disabilities in the midwestern states.

Moving the scale of quality of the United States» teaching force toward this higher level would, he recognizes, require significant changes in school districts» employment practices, basing recruitment, compensation, and retention policies on the identification and compensation of teachers according to their effectiveness.

Questionable hiring practices were prevalent, and it was discovered in 1993, during an external review by a team appointed by the state commissioner of education, that the district was siphoning off «a significant portion of its resources into noninstructional personnel to provide employment to many Newark citizens.»

In order to accomplish this, the state policy interviews were examined, and an additional search of state websites was carried out to look for evidence that policy initiatives related to leadership development, support or changing conditions of employment were translated into persisting practices.

A group of pro-charter teachers filed a formal complaint this week with the state's Public Employment Relations Board contending that the teachers union had engaged in unfair labor practices by failing to support them and waging a «nonstop hate campaign» against the charter advocates.

«As the nation's largest collective employer with over 6.9 million employees, the ruling in Obergefell v. Hodges is a landmark decision that will impact school district employment policies and practices,» stated Thomas J. Gentzel, NSBA Executive Director.

NTACT's purpose is to assist State Education Agencies, Local Education Agencies, State VR agencies, and VR service providers in implementing evidence - based and promising practices ensuring students with disabilities, including those with significant disabilities, graduate prepared for success in postsecondary education and employment.

In fact, teachers» critical role is at the heart of three cases before state courts in the U.S. Students in California have sued the state over employment practices that make it difficult for students in disadvantaged areas to access quality teachers (Vergara v. CaliforniaIn fact, teachers» critical role is at the heart of three cases before state courts in the U.S. Students in California have sued the state over employment practices that make it difficult for students in disadvantaged areas to access quality teachers (Vergara v. Californiain the U.S. Students in California have sued the state over employment practices that make it difficult for students in disadvantaged areas to access quality teachers (Vergara v. Californiain California have sued the state over employment practices that make it difficult for students in disadvantaged areas to access quality teachers (Vergara v. Californiain disadvantaged areas to access quality teachers (Vergara v. California).

Brass City Charter School does not discriminate in any employment practice, education program, or educational activity on the basis of race, color, religious creed, sex, age, national origin, ancestry, marital status, sexual orientation, gender identity or expression, disability, or any other basis prohibited by Connecticut state and / or federal nondiscrimination laws.

(f) As used in this title, the phrase «unlawful employment practice» shall not be deemed to include any action or measure taken by an employer, labor organization, joint labor - management committee, or employment agency with respect to an individual who is a member of the Communist Party of the United States or of any other organization required to register as a Communist - action or Communist - front organization by final order of the Subversive Activities Control Board pursuant to the Subversive Activities Control Act of 1950.

Nothing in this title shall be deemed to exempt or relieve any person from any liability, duty, penalty, or punishment provided by any present or future law of any State or political subdivision of a State, other than any such law which purports to require or permit the doing of any act which would be an unlawful employment practice under this title.

(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.

(b) The Commission may cooperate with State and local agencies charged with the administration of State fair employment practices laws and, with the consent of such agencies, may for the purpose of carrying out its functions and duties under this title and within the limitation of funds appropriated specifically for such purpose, utilize the services of such agencies and their employees and, notwithstanding any other provision of law, may reimburse such agencies and their employees for services rendered to assist the Commission in carrying out this title.

(d) A charge under subsection (a) shall be filed within ninety days after the alleged unlawful employment practice occurred, except that in the case of an unlawful employment practice with respect to which the person aggrieved has followed the procedure set out in subsection (b), such charge shall be filed by the person aggrieved within two hundred and ten days after the alleged unlawful employment practice occurred, or within thirty days after receiving notice that the State or local agency has terminated the proceedings under the State or local, law, whichever is earlier, and a copy of such charge shall be filed by the Commission with the State or local agency.

Such an action may be brought in any judicial district in the State in which the unlawful employment practice is alleged to have been committed, in the judicial district in which the employment records relevant to such practice are maintained and administered, or in the judicial district in which the plaintiff would have worked but for the alleged unlawful employment practice, but if the respondent is not found within any such district, such an action may be brought within the judicial district in which the respondent has his principal office.

Non-Qualifying Employment Graduates employed in private practice either by a law firm or a corporation, self - employed, or as a judicial law clerk at the federal or state level are not eligible to apply.

The potential supply of medical professionals to meet this demand was seen during World War II, when Dr. Eugene Stead realized that an intermediate role might be possible through employment of soldiers who had gone through a 2 - year medical training program to become medics in combat.1 By the end of the Vietnam War, a large number of medical corpsmen had returned to the United States, providing a large pool of medically inclined, highly trained individuals without the ability to practice as physicians.

Certified vet techs can find employment in fields ranging from urban or rural veterinary practices, to employment with federal, state or local wildlife management and research organizations.

Prior to his current places of employment, Dr. Spiegel was the Department Head for the Dermatology and Allergy Service for the largest privately owned veterinary hospital in the United States, with a general medicine and surgery practice, 24 - hour emergency and critical care service, and specialty practice.

In compliance with Title IX of the Education Amendments of 1972, Title VI and VII of the Civil Rights Act of 1964, and Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, as amended, the Age Discrimination Act of 1975 and applicable federal, state, and local laws, and our institutional values, The Cooper Union does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or employment practices, or in the administration of any Cooper Union educational program or activity, including athleticIn compliance with Title IX of the Education Amendments of 1972, Title VI and VII of the Civil Rights Act of 1964, and Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, as amended, the Age Discrimination Act of 1975 and applicable federal, state, and local laws, and our institutional values, The Cooper Union does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or employment practices, or in the administration of any Cooper Union educational program or activity, including athleticin admissions, financial aid, or employment practices, or in the administration of any Cooper Union educational program or activity, including athleticin the administration of any Cooper Union educational program or activity, including athletics.

The practice is a broad one that includes tribes which includes: negotiations with state and federal governments, gaming law, criminal law, employment law, and nearly every other area of law that is found in any court anywhere.

A different approach would in practice discourage family members from looking for employment in the host Member State, which would contradict Art. 23 of the Directive that clearly provides family members with a right to employment and self - employment.

• Applicants who are required to establish rehabilitation under Rule 3 - 13 «so as to ascertain whether they displayed any malice or ill feeling towards those who were compelled to bring about the proceeding leading to the need to establish rehabilitation;» • Applicants with a history of substance abuse / dependence «so as to ascertain whether they discussed or posted photographs of any recent substance abuse;» • Applicants with «significant candor concerns» including not telling the truth on employment applications or resumes; • Applicants with a history of unlicensed practice of law (UPL) allegations; • Applicants who have worked as a certified legal intern, reported self - employment in a legal field, or reported employment as an attorney pending admission «to ensure that these applicants are not holding themselves out as attorneys;» • Applicants who have positively responded to Item 27 of the bar application disclosing «involvement in an organization advocating the overthrow of a government in the United States to find out if they are still involved in any related activities.»

Tulsa's James Potts & Wulfers employment lawyer professionals are part of a diversified law practice of services for sole proprietors and business entity clients seeking representation in Oklahoma's state district and appellate courts and federal district and appellate courts.

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.

We represent individuals and professionals, municipalities and their agencies, business entities, trucking companies, insurers and their insureds from claims and lawsuits for catastrophic losses and personal injuries, civil rights, construction losses and contracts, employment related practices, property damage and wrongful death arising from the transportation function and commercial motor vehicle activity; the ownership, use and control of land (including environmentally related or toxic exposure claims); the design, manufacture, sale or use of industrial and consumer products; and liability claims against licensed professionals, including lawyers, engineers, accountants and architects, in the States of Pennsylvania and New Jersey.

Her fascination with legal technology and its benefits in the delivery of legal services has led her from her own legal technology consulting firm, through employment as IT director of a large law firm, and, finally, to her current position as a practice management thought leader and founder of the South Carolina State Bar's Practice Management Assistance practice management thought leader and founder of the South Carolina State Bar's Practice Management Assistance Practice Management Assistance Program.

Our Labor and Employment attorneys regularly practice in all California State and Federal Courts, providing litigation representation in wage and hour matters, complex class actions, wrongful termination claims, discrimination and harassment disputes, non-solicitation and non-competition actions, enforcement of confidentiality agreements, and in unfair competition actions involving former employees.

She is active in all aspects of the firm's transactional practice, including entity selection, formation and conversion, employment matters, mergers and acquisitions, general corporate and commercial transactions, bank loans and private financings, federal, state, and international trademark matters, real estate acquisitions and sales, and commercial leasing.

Streff Legal, PLLC retains a licensed practice in the State of Minnesota for employment and related matters.

For over thirty years, Mr. Miklave has represented employers and management in all areas of employment, civil rights, and traditional labor law, including issues arising under federal and state anti-discrimination and anti-retaliation statutes; non-compete agreements and other post-employment restrictions; wage and hour investigations and litigation; multi-employer pension plan withdrawal liability and administration; collective - bargaining negotiations, administration and enforcement proceedings; corporate restructurings, reorganizations and plant closings; and employment practices and policies.

Since 1987, Mr. Fudala has devoted his practice exclusively to civil litigation, concentrating in personal injury, contracts and commercial litigation, insurance law, medical malpractice, civil rights, employment law, and complex and general civil litigation, in both the federal and state courts.

Scarinci Hollenbeck employment litigation practice is comprised of New Jersey's top litigation attorneys with extensive state and federal trial and appellate experience in employment litigation.

Our practice areas encompass healthcare (including medical malpractice and nursing home defense, corporate, transactional, regulatory, and compliance matters), mergers and acquisitions, general corporate and business, employment, workers» compensation, mediation, products liability, transportation, and a general civil trial practice in both federal and state courts.

A law firm located in Birmingham, Alabama, King Simmons, PC is dedicated to helping people and their family members all over Alabama and the Southeastern United States who have been the victims of wrongful death, personal injury, fraudulent practices, wrongful employment termination, discrimination, and harassment.

With over ten years of litigation experience, Daniela Pavuk has in recent years focused her practice on employment - related matters, including wage and hour disputes, discrimination charges, and wrongful termination matters in administrative proceedings (the Human Rights Bureau, Equal Employment Opportunity Commission, and Unemployment Insurance Division) and in courts on the state and federal level in Montana and Noremployment - related matters, including wage and hour disputes, discrimination charges, and wrongful termination matters in administrative proceedings (the Human Rights Bureau, Equal Employment Opportunity Commission, and Unemployment Insurance Division) and in courts on the state and federal level in Montana and NorEmployment Opportunity Commission, and Unemployment Insurance Division) and in courts on the state and federal level in Montana and North Dakota.

As part of her practice in employment and labor, civil rights, and directors and officers (D&O) liability, Tina has successfully represented many clients in claims brought under federal, state, and local laws governing fair - employment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and demployment and labor, civil rights, and directors and officers (D&O) liability, Tina has successfully represented many clients in claims brought under federal, state, and local laws governing fair - employment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and demployment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and dEmployment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and demployment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and defamation.

Gerry regularly practices before the National Labor Relations Board and has tried jury and non-jury employment claims in federal and state courts as well as before U.S. Courts of Appeal.

His practice primarily focuses on business, real estate, and labor and employment issues in both state and federal court.

Chris provides business and corporate advice, including advice related to sales and acquisitions, commercial leasing, contracts, real estate conveyance and financing; broad commercial litigation representation including contracts and other business disputes, commercial and residential construction defect claims, religious entity law, advice regarding employment disputes and compliance, including ADA, ADEA, Title VII, Colorado Wage Act, FLSA compliance, and administrative proceedings before EEOC and DORA - Colorado Civil Rights Division; representation in administrative proceedings, C.R.C.P. 106 (a)(4) appeals and interlocutory appeals regarding governmental immunity, defense and pursuit of 42 USC § 1983 actions in federal and state court; representation of public pension funds in litigation and administrative matters; and appellate practice before the Colorado Court of Appeals, Colorado Supreme Court, and the 10th Circuit.

«Daniel and Vicky bring complimentary civil litigation and criminal defense practices that align with Todd & Weld's longstanding reputation as a leader in successful, results - oriented commercial, business, and employment litigation in federal and state court.»

«There is too much ambiguity and therefore too much discretion about what our right to justice means in practice, as the supreme court judgment on employment tribunal fees recently acknowledged,» the commission states in the report.

He focuses his practice on construction, business, commercial, product liability, employment discrimination and premises liability litigation in state and federal courts and before state administrative bodies.

After considering, inter alia, R v Secretary of State for Employment, ex p Seymour - Smith (No 2)[2000] 1 All ER 857, his lordship held that the law was accurately spelt out in both leading text books, Lester, Pannick and Herberg, Human Rights Law and Practice (3rd Edition 2009) and Clayton and Tomlinson, The Law of Human Rights (2nd Edition 2009).