Sentences with phrase «employment practices policies»

Not exact matches

«The [U.S. Equal Employment Opportunity Commission] enforces the ADEA and considers the ADEA to prohibit an employer from using neutral employment policies and practices that have a disproportionately negative impact on applicants or employees age 40 or older, if the policies or practices at issue are not based on a reasonable factor other than age,» writes Elliot at VirginiaWorkplaEmployment Opportunity Commission] enforces the ADEA and considers the ADEA to prohibit an employer from using neutral employment policies and practices that have a disproportionately negative impact on applicants or employees age 40 or older, if the policies or practices at issue are not based on a reasonable factor other than age,» writes Elliot at VirginiaWorkplaemployment policies and practices that have a disproportionately negative impact on applicants or employees age 40 or older, if the policies or practices at issue are not based on a reasonable factor other than age,» writes Elliot at VirginiaWorkplaceLaw.com.

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.

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.

Additionally, technology errors and omissions insurance, cyber liability insurance, employment practices liability insurance, and directors and officers insurance are also excluded by an umbrella policy.

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.

Mr. Kemper practices in the area of labor and employment law where he regularly counsels employers on a variety of workplace issues including, but not limited to, interviewing, hiring, employee discipline and discharge, workplace discrimination, harassment, retaliation, wage and hour (including tipping practices), whistleblower, unemployment, restrictive covenants, non-compete agreements, non-solicitation agreements, non-disclosure agreements, separation agreements, workplace policies and employee handbooks.

The Waldorf School of Baltimore does not discriminate on the basis of sex, race, color, religion, sexual orientation, or national or ethnic origin in the administration of its educational program, admission policies, financial aid policies, employment practices and other school - administered programs.

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.

Students, parents, employees and the general public are hereby notified that it is the policy of the Cherokee County Board of Education to ensure non-discriminatory practices in educational programs or activities and in employment.

It established worthy goals, undertook lots of «best practice» comparisons of employment policies across the member states, but had no teeth and little impact.

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 issue is whether «current campus policies and practices sufficiently protect postdocs in their employment or economic role.

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.

Through its dedicated disability employment portfolio, the Center conducts research and performs evaluation activities that seeks to generate new knowledge about the impact of public policies and programs on the inclusion of people with disabilities into the workforce, and identify, through rigorous research and evaluation, promising «to work» strategies and practices in the field that are showing success in helping people with disabilities to seek and retain competitive employment.

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.

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.

During these intensive sessions they study school governance, roles and responsibilities, employment policies and practices, and financial management.

«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.

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.

Add in certification rules that keep mid-career professionals with strong math and science skills out of teaching, near - lifetime employment policies and discipline processes that keep laggard and criminally - abusive teachers in the profession, and practices that all but ensure that low - quality teachers are teaching the poorest children, and shoddy teacher training perpetuates the nation's educational caste system.

Providing a general law practice for a specialized clientele, Harben, Hartley & Hawkins meets all of the legal needs of school districts 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.

We comply with all federal, state, and local (City of Dallas and Dallas County) laws and policies regarding employment practices and discrimination.

(a) Provides employment and / or practicum experiences with adolescents in urban public school settings; (b) Provides ongoing support in the development of skills necessary to be an effective group facilitator, utilizing a science - based affective curriculum; (c) Heightens facilitators» understanding of the cultural and contextual factors that impact the psychosocial development of urban adolescents and their ability to achieve academically; (d) Exposes facilitators to the process of designing, implementing and evaluating large scale preventive interventions; (e) Examines educational policy and its implications for practice and research for urban education and school reform; and (f) Encourages facilitators» interest and pursuit of careers in education, psychology social work, counseling and / or other related fields.

3) Redesign policies and practices to support flexibility and performance: The goal of this strategy is to make teacher employment decisions more quickly.

Practice Policies Employment Helpful Links Mailing List Mewsletter Archive Educational Resources © 2018 Cats Exclusive Veterinary Center.

We are committed to a policy of non-discrimination in all of our employment practices.

An Anti-Discrimination Policy or Equal Employment Opportunity («EEO») policy is a document that defines how a business will take measures to eliminate and prevent discrimination based on race, color, religion, sex, national origin, disability, or age, in all of its employment pracPolicy or Equal Employment Opportunity («EEO») policy is a document that defines how a business will take measures to eliminate and prevent discrimination based on race, color, religion, sex, national origin, disability, or age, in all of its employment Employment Opportunity («EEO») policy is a document that defines how a business will take measures to eliminate and prevent discrimination based on race, color, religion, sex, national origin, disability, or age, in all of its employment pracpolicy is a document that defines how a business will take measures to eliminate and prevent discrimination based on race, color, religion, sex, national origin, disability, or age, in all of its employment employment practices.

The team of people appointed was chaired by a former policy adviser to Tony Blair (Mr Taylor) and consisted of an employment lawyer from a City practice, a successful entrepreneur (and former investor in Deliveroo) and an ex-policeman who is the current chief executive of the Gangmasters Licensing Authority.

If you would like additional guidance on your drug - testing policies, whether for safety - sensitive positions or otherwise, contact a member of the Taft's Employment practice group.

If you or your organization would like more information on the compliance of your existing policies, forms, or training programs, please contact an attorney in the Labor and Employment practice group.

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.

He advises, trains and counsels clients on employment policies and practices and diversity issues.

Whether dealing with discipline and discharge, attendance management, accessibility, return to work obligations, layoffs, or preparing and implementing employment contracts and workplace policies, Dan helps clients look forward with a view to assisting them progress from minimum compliance to establishing and maintaining best practices.

Susanne Ingold («Susie») practices in all areas of labor and employment law and litigation, including employment discrimination law, risk management, executive employment contracts, personnel policies and manuals, wrongful termination, trade secrets / non-compete agreements, sexual harassment, drug and alcohol testing, and wage and hour law.

Working on its own and in tandem with our other practice groups, our clients routinely rely on our Labor and Employment Practices Group for a broad range of labor and employment needs, including drafting and negotiating employment contracts, employee handbooks, employee policies and the labor aspects of corporate traEmployment Practices Group for a broad range of labor and employment needs, including drafting and negotiating employment contracts, employee handbooks, employee policies and the labor aspects of corporate traemployment needs, including drafting and negotiating employment contracts, employee handbooks, employee policies and the labor aspects of corporate traemployment contracts, employee handbooks, employee policies and the labor aspects of corporate transactions.

We often work with clients on their employment agreements, policies and handbooks, and conduct audits of personnel policies and practices ranging from specific issues to comprehensive audits of all the company's employment law practices.

She counsels employers on developing and implementing employment policies and practices.

Clemencia's employment law practice includes preventative counseling and training and drafting employment handbooks, policies and executive employment agreements.

For help with implementations of new or changed Employment Standards Code and Labour Relations Code rules in relation to HR policies and practices, consider consulting First Reference products.

Employers have six months to consider these new Employment Standards Code and Labour Relations Code rules and implement any necessary changes or new requirements to their HR practices, policies and procedures, collective agreement and payroll system to ensure compliance.

Our employment practice has provided counsel to individuals and businesses in areas ranging from the Americans with Disabilities Act, the Federal Civil Rights Act and the Family Medical Leave Act, as well as a variety of training, contract and employment policy issues.

Paper addresses the legislative history of Bill 187 with its original stated intent (to eliminate deeming); expansion of deeming in the subsequent draft policies by introducing the concept of «under - employment»; recommendations for a policy that complies with past practice, founding principles and current wording of the Act; call for Board research on employment outcomes after retraining.

Practice areas include antitrust and unfair competition, product liability, directors and officers liability, Bermuda Form, business litigation, intellectual property, healthcare, life sciences, real estate, property and casualty coverage, reinsurance, employment, insurance policy drafting / advice, international arbitration, and maritime.

Steve has reviewed and drafted countless employment and workplace policies since beginning his practice in 1992.

This could involve reviewing existing employment agreements and policies, as well as workplace practices, to reflect the new changes.

Her core areas of practice include pre-termination advice and strategy, labour relations, workplace safety and insurance, wrongful dismissal litigation, workplace investigations, human rights, disability management, workplace violence and harassment compliance, privacy compliance, employment standards, workplace policies, employment contracts, restrictive covenants and workplace culture recovery.

Melinda Arbuckle's practice with Baron & Budd's Employment Law Group centers on litigating cases that make a difference not only in the lives of specific individuals, but also in shaping policy for the better protection of workers at large.

This case is useful as it demonstrates there is a difference between the application of a one off act or decision and a finding that a practice or policy would be adopted, as found by the employment tribunal on the evidence of this case.

Christian & Small's labor and employment lawyers represent employers and management in litigation and administrative proceedings, preventive counseling, compliance services, employment policy, practice audits and training, contract drafting, review and implementation and alternative dispute resolution.

Mr. Gatto's practice is national and international, and it encompasses a full range of IP and technology issues, including: patent, trademark, copyright and trade secret litigation; counseling and technology transactions; developing and implementing IP strategies to protect and to monetize IP assets; creating and implementing corporate IP programs; conducting IP audits; conducting complex patent prosecution, including patent appeals, interferences, Inter Partes Review (IPRs), reissues and protests; handling patent enforcement issues, including licensing and litigation; negotiating and drafting technology agreements; conducting IP due diligence in and negotiating IP aspects of mergers, acquisitions and financings; rendering opinions concerning the infringement, validity and enforceability of patents; handling trademark prosecution, domain name, copyright and trade secret matters; handling IP aspects of employment issues; advising clients on legal issues associated with open source software including open source patent issues, licensing, open source compatibility issues, indemnity issues and developing and implementing corporate policies on use of open source software; advising clients on the legality of cutting edge Internet business methods and technology; and advising clients on computer law issues such as computer fraud and abuse and SPAM - related issues.