Sentences with phrase «employment practices under»

The 11th Circuit reversed on appeal, arguing that the bulk of her claim reached back to salary decisions made years earlier, well outside of the 180 - day limit for raising claims of discriminatory employment practices under Title VII of the Civil Rights Act.

As you may recall, in a 5 - 4 decision back in 2007, the Supreme Court ruled that Ledbetter's claim against her employer for paying her less than her male counterparts because of her gender was time barred because her present lower pay arose out of salary decisions made years earlier, well outside of the 180 - day statute of limitations for discriminatory employment practices under Title VII of the Civil Rights Act.

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.

It shall not be an unlawful employment practice under this title for any employer to differentiate upon the basis of sex in determining the amount of the wages or compensation paid or to be paid to employees of such employer if such differentiation is authorized by the provisions of section 6 (d) of the Fair Labor Standards Act of 1938, as amended (29 U.S.C. 206 (d)-RRB-.

Not exact matches

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.»

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....

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.

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.

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.»

Employment: The Executive Chamber does not discriminate on the basis of disability in its hiring or employment practices and complies with all regulations promulgated by the U.S. Equal Employment Opportunity Commission under Title I oEmployment: The Executive Chamber does not discriminate on the basis of disability in its hiring or employment practices and complies with all regulations promulgated by the U.S. Equal Employment Opportunity Commission under Title I oemployment practices and complies with all regulations promulgated by the U.S. Equal Employment Opportunity Commission under Title I oEmployment Opportunity Commission under Title I of the ADA.

The Department of Education will pay $ 4 million in damages to minority employees who alleged racial discrimination in the agency's employment practices, under a legal settlement approved by a federal judge last month.

No person shall, on the basis of race, color, religion, gender, age, marital status, disability, political or religious beliefs, national or ethnic origin, or sexual orientation be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity, or in any employment conditions or practices conducted by this School, except as provided by law.

(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.

(D) It shall be unlawful 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 such individual, member or applicant for membership has opposed any practice made unlawful by this section, or because such individual, member or applicant for membership has made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or litigation under this Act.

(a) In connection with any investigation of a charge filed under section 706, the Commission or its designated representative shall at all reasonable times have access to, for the purposes of examination, and the right to copy any evidence of any person being investigated or proceeded against that relates to unlawful employment practices covered by this title and is relevant to the charge under investigation.

(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.

The racially discriminatory potential of employment credit checks is the key reason that civil rights organizations such as the NAACP, the National Council of La Raza, the Leadership Conference on Civil and Human Rights, and the Lawyers Committee for Civil Rights under Law have publicly opposed the use of employment credit checks.13 In general, civil rights law mandates that employers justify the appropriateness of an employment practice if it creates a disparate impact on a group historically subject to workplace discrimination.

I am not a lawyer but if Murry Salby has signed what he believed to be a contract and the other contracting party hasn't fulfilled its obligations under that contract, then Macquarie «University» seems to be in violation of Australian contract law; perhaps deceptive trade practices and given that Murry Salby residency and employment in Australia may have been tied to the contract; immigration law.

As a result, two of the key skills needed to practice employment law are keeping calm under pressure, as there are tight deadlines involved and good communication skills because dealing with stressed clients is a large part of the job.

• 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.»

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.

-- Employers who run afoul of the pregnancy and parental leave protections offered to employees under the Employment Standards Act face having an employment standards officer investigate their practices and then issue an order requiring the reinstatement of a terminatedEmployment Standards Act face having an employment standards officer investigate their practices and then issue an order requiring the reinstatement of a terminatedemployment standards officer investigate their practices and then issue an order requiring the reinstatement of a terminated employee.

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.

In his diverse practice, Jeff represents clients in disputes related to breach of contract, unfair practices under the Federal Trade Commission Act, employment claims, business torts, copyright infringement, trademark infringement, trade secrets misappropriation and other commercial matters.

To inform Canadians about the pay practices of federally regulated employers, the Government plans to publish existing pay information filed by employers under the Employment Equity Act.

In addition to changes to the Income Tax Act and a number of other acts, Bill C - 63 makes a number of changes to scheduling practices and leaves of absence under the Canada Labour Code employment standards section.

Under the new section 91.1 of the ESA, an employment standards officer may, by giving written notice, require an employer to conduct an examination of the employer's records, practices or both to determine whether the employer is in compliance with one or more provisions of the Act or the regulations.

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.

Generally, under Tennessee law, non-compete provisions in physician employment agreements are enforceable if the restriction is for two years or less and the geographical area of the restriction is the greater of either a ten - mile radius from the physician's primary practice site or the county in which the primary practice is located.

(3) With regard to any charge of discrimination under any law, nothing in this Act is intended to preclude or limit an aggrieved person's right to introduce evidence of an unlawful employment practice that has occurred outside the time for filing a charge of discrimination.

To amend title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967, and to modify the operation of the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973, to clarify that a discriminatory compensation decision or other practice that is unlawful under such Acts occurs each time compensation is paid pursuant to the discriminatory compensation decision or other practice, and for other purposes.

Talbots argued, for instance, that if the claim was excluded from the D & O coverage because it was an «employment practice,» how could AIG legitimately deny the claim under the EPL coverage, because it was not an «employment practice»?

In addition to the damages permitted under the NJLAD, the new law allows victims of discrimination to recover triple damages should a jury, or the New Jersey Division of Civil Rights, determine that the employer is guilty of an unlawful employment practice as defined by the law.

Congress also intended to make clear that with regard to any charges of discrimination under any law that nothing in the Act is intended to preclude or limit an aggrieved person's right to introduce evidence of unlawful employment practices that have occurred outside the time for filing a charge of discrimination.

The bill's stated purpose is «to amend Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1990, and the Rehabilitation Act of 1973 to clarify that a discriminatory compensation decision or other practice that is unlawful under such Acts occurs each time compensation is paid pursuant to the discriminatory compensation decision or other practice, and for other purposes.»

Elizabeth Brown, head of the Hicks Morley Hamilton Stewart Storie LLP pension and benefits practice group, says grow - in rights only apply to «employees whose employment is terminated under a wind up, a partial wind up, or a full - plan wind up.»

Pitcock's ex-wife had previously worked as an associate under Eric Wallach, the head of the employment practices group.

One could argue that sure, an attorney can probably list their practice areas under their background or prior employment, but it's not really clear.

Ms. Reathaford focuses her practice on management - side employment litigation, with special emphasis on representative actions under the Private Attorney General Act («PAGA») and other wage and hour collective and class actions.

Vincent Avery focuses his practice on defending employers in state and federal litigation involving all types of employment - related lawsuits, ranging from individual and class - based wage and hour litigation under the FLSA, NYLL, New York Hospitality Wage Order, and NJWHL, to single and multi...

Seth has assisted clients in recovering millions of dollars in insurance proceeds under many kinds of insurance policies, including commercial general liability (CGL), employment practices liability (EPL), directors» & officers» (D&O), cyber-risk, errors & omissions (E&O), stock, cargo, and marine coverages, through negotiation, arbitration, trial, and appeal.

Akerman's Labor & Employment Practice Group defends employers throughout the United States in all types of litigation under federal, state and local employment laws, including the Fair Labor StanEmployment Practice Group defends employers throughout the United States in all types of litigation under federal, state and local employment laws, including the Fair Labor Stanemployment laws, including the Fair Labor Standards Act.

During her career in private practice, she represented employers in a wide range of employment matters, including claims arising under Title VII of the Civil Rights Act of 1964, the Florida Civil Rights Act, and various other federal, state, and local laws.

In the case of an alleged unlawful practice occurring in a State which has a law prohibiting discrimination in employment because of age and establishing or authorizing a State authority to grant or seek relief from such discriminatory practice, no suit may be brought under section 626 of this title [section 7] before the expiration of sixty days after proceedings have been commenced under the State law, unless such proceedings have been earlier terminated: Provided, That such sixty - day period shall be extended to one hundred and twenty days during the first year after the effective date of such State law.

As a result, two of the key skills needed to practice employment law are keeping calm under pressure, as there are tight deadlines involved and good communication skills because dealing with stressed clients is a large part ofthe job.Youwillbespeaking with a range of people from fellow employment lawyers who understand the legal vocabulary to business people who don't have specialist knowledge and just want the job done.

The Supreme Court noted this change in deciding Desert Palace, Inc. v. Costa, where it held that «[i] n order to obtain [a mixed motive instruction under Title VII], a plaintiff need only present sufficient evidence for a reasonable jury to conclude, by a preponderance of the evidence, that «[protected class] was a motivating factor for any employment practice.

This includes charges before the EEOC and state fair employment practice agencies; wrongful termination, discharge, employment discrimination, wage / hour, wrongful discharge and breach of contract claims in federal and state courts; prosecuting and defending claims for enforcement of non-competition agreements and trade secret rights; and arbitrations under employment and collective bargaining agreements.

Under civil rights laws administered by the EEOC, individuals have 180 days of the alleged discriminatory act to file a charge with EEOC (or 300 days if there is a state or local fair employment practices agency involved).