Sentences with phrase «employment relationship by»

My desire is to be an integral team member and contribute my expertise as an Executive Assistant to a long - term employment relationship by performing valuable support services to enhance the professional's day - to - day operations.

Instead, the employer simply exercises its right to end the employment relationship by providing the employee with reasonable notice of dismissal.

Not exact matches

Factors to consider may include whether a possible employer has the power to direct, control, or supervise the worker (s) or the work performed; whether a possible employer has the power to hire or fire, modify the employment conditions or determine the pay rates or the methods of wage payment for the worker (s); the degree of permanency and duration of the relationship; where the work is performed and whether the tasks performed require special skills; whether the work performed is an integral part of the overall business operation; whether a possible employer undertakes responsibilities in relation to the worker (s) which are commonly performed by employers; whose equipment is used; and who performs payroll and similar functions.

THE FUTURE OF EMPLOYMENT Talent Track hosted by Cornerstone OnDemand How do workers engage with employers as technology is dramatically changing the nature of their relationship?

When you request information from Bain and / or supply information through the Site that personally identifies you and / or allows us to contact you including any and all materials submitted by you in connection with applying to Bain for employment, including but not limited to, when you fill out a subscription form or consulting expertise inquiry, opt in to receive emails from Bain, or agree to participate in surveys, you are agreeing to share such information, including your name, e-mail address, title, occupation, company or university affiliation, industry, region, relationship to Bain, reason for contacting Bain, and any message you submit, with Bain, its agents, representatives and affiliates, and you should know that Bain may disclose such information to its agents, representatives and affiliates for marketing and promotional purposes.

The interview format used by the Oliner team had over 450 items and consisted of six main parts: a) characteristics of the family household in which respondents lived in their early years, including relationships among family members; b) parental education, occupation, politics, and religiosity, as well as parental values, attitudes, and disciplinary approaches; c) respondent's childhood and adolescent years - education, religiosity, and friendship patterns, as well as self - described personality characteristics; d) the five - year period just prior to the war — marital status, occupation, work colleagues, politics, religiosity, sense of community, and psychological closeness to various groups of people; if married, similar questions were asked about the spouse; e) the immediate prewar and war years, including employment, attitudes toward Nazis, whether Jews lived in the neighborhood, and awareness of Nazi intentions toward Jews; all were asked to describe their wartime lives and activities, whom they helped, and organizations they belonged to; f) the years after the war, including the present — relations with children and personal and community — helping activities in the last year; this section included forty - two personality items comprising four psychological scales.

Disclosure of a woman's plan to have children at any time throughout the employment relationship, either during the hiring process or thereafter, could enable the employer to discriminate against her, by either terminating her employment, or treating her differently, both of which could have significantly negative repercussions for the woman.

We also helped develop the Men's Coalition — a partnership launched in November 2007 by a group of agencies (Men's Health Forum, Respect, Fatherhood Institute, Men's Advice Line, Relate, the Research Unit on Men and Masculinities at Bradford University, NCH and the White Ribbon Campaign) to ensure public policies take full account of the specific needs and experiences of men and boys (eg across health, parenting and caring, relationships, education, employment, crime and violence).

A report by the U.S. Chamber of Commerce also indicates a negative relationship between minimum wages and employment, showing secondary impacts, such as a reduction in the amount of training provided to low - income employees, which would result from increasing the minimum pay rate.

Gage repeatedly said that the charges against the senator failed to show a quid pro quo and that the senator's stances on issues dealing with real estate and the environment were «longstanding» and were not skewed by his relationship to the companies or his son's employment.

And deprivation and disadvantage were key in neighbourhood relationships, with racial tensions often driven by struggles for employment and housing.

Another approach which is used in U.S. state and local taxation by virtue of an interstate compact, is to have entities (or consolidated groups of corporations) prepare one tax return for the entire world and then to allocate pro-rata percentages of that global return to different jurisdictions based upon a handful of factors that are relatively hard to manipulate and bear a meaningful relationship to where income is earned such as sales, employment and the location of physical assets.

Pervasive, stigmatizing views of people with mental illness can create barriers for their employment, housing, medical treatment and social relationships, wrote Stuber in the study published online in January by Psychiatric Services.

This relationship however, is partially mediated by changes in family income, savings, and an individual's status in health insurance and employment, with the latter two factors resulting from likely job loss.

(2) participating in a contractual or other arrangement or relationship that has the effect of subjecting a covered entity's qualified applicant or employee with a disability to the discrimination prohibited by this title (such relationship includes a relationship with an employment or referral agency, labor union, an organization providing fringe benefits to an employee of the covered entity, or an organization providing training and apprenticeship programs);

An individual, who has an employment relationship, acknowledged by both the individual and the mortgage broker or mortgage banker and is treated as an employee for purposes of compliance with the federal income tax laws.

The personal information collected by CCDS includes information on clients» debts, income, assets, living expenses, employment situation, general financial status and their relationships with various creditors.

Highly commended by those involved, the discussion created direct dialogue between the games industry and academia on the transition from education to employment and improving the relationship between studios and universities.

Superior Court Judge Julian T. Houston ruled that» [a] ny time a restrictive covenant is signed by an employee, the employer must provide some clear additional benefit» and that» [e] ach time an employee's employment relationship with the employer changes materially such that they have entered into a new employment relationship, a new restrictive covenant must be signed.»

Accordingly, the sale of a company's shares will not in itself give rise to a new employment relationship, given that the corporation, a legal entity, is not changed by the transfer of its share capital to a new owner.

Employment law embodies all areas of the employer and employee relationship, with exception of the negotiation process, which is covered by Labor Law, Collective Bargaining and Arbitration.

The presence of an employment relationship limits the employer's vicarious liability by confining it to the duration of the employment relationship.

In determining the nature and degree of misconduct the courts consider whether there has been a total breakdown in the employment relationship, by either a violation of an essential condition of the employment contract, or destruction of the employer's inherent faith in the employee.

The type of contract that the employment relationship falls under is not determined solely by the terminology used in the contract itself.

However, termination for cause has been described by the Ontario courts as the «capital punishment» of the employment relationship.

We work in partnership with clients to carry out management objectives and reduce legal risk by providing counsel and training on all aspects of the employment relationship.

The notion that there can be an objective, or accidental, dismissal where an end to the employment relationship was not intended by the employer and where the employee does not consider himself constructively dismissed is a deeply unattractive proposition.

[d] eciding who is in an employment relationship for purposes of the Code means in essence, examining how two synergetic aspects function in an employment relationship: control exercised by an employer over working conditions and remuneration, and corresponding dependency on the part of the worker.

The spouse that is the main child - care provider has the right, if they have not remarried, to a percentage of the indemnity of severance collected by the other spouse to the act of cessation of the employment relationship, even if brought about and after the ruling.

An employee who has been terminated may be required to return to the very same company by an offer of re-employment [2], absent any conduct which shows a substantial change in the terms of employment, provided that the work is not demeaning, the personal relationships are not acrimonious, and that there is no atmosphere of hostility, embarrassment or humiliation.

By way of a refresher, following the implementation of the new data breach sections of PIPEDA, organizations that experience a data breach (referred to in PIPEDA as a «breach of security safeguards») must determine whether the breach poses a «real risk of significant harm» (which may include bodily harm, humiliation, damage to reputation or relationships, loss of employment, business or professional opportunities, financial loss, identity theft, negative effects on the credit record and damage to or loss of property) to any individual whose information was involved in the breach by conducting a risk assessmenBy way of a refresher, following the implementation of the new data breach sections of PIPEDA, organizations that experience a data breach (referred to in PIPEDA as a «breach of security safeguards») must determine whether the breach poses a «real risk of significant harm» (which may include bodily harm, humiliation, damage to reputation or relationships, loss of employment, business or professional opportunities, financial loss, identity theft, negative effects on the credit record and damage to or loss of property) to any individual whose information was involved in the breach by conducting a risk assessmenby conducting a risk assessment.

In view of the variety of occupations which may be covered by employment agreements and the infinite number of different arrangements that the parties may develop to govern their employment relationships, it is impossible to create an exhaustive list of items which must be incorporated in any employment agreement; however, the foregoing should provide a starting point in the consideration of the drafting of any such agreement.

Simply publishing a Personnel Policy Handbook is not sufficient to define the legal relationship between the parties, since the Courts have found that employees can not be negatively affected by new terms of employment imposed without the employee's consent.

These drivers were not in an employment relationship with UIOL and had been found to be independent contractors by the WSIB, Revenue Canada and the Ministry of Labour, Employment Standaremployment relationship with UIOL and had been found to be independent contractors by the WSIB, Revenue Canada and the Ministry of Labour, Employment StandarEmployment Standards Branch.

Reviewed by Rocket Lawyer On Call Attorney Anjie Flowers, Esq New employer - employee relationships start off best with a good Employment Contract.

Under the common law in theUnited States, the employer - employee relationship is governed by the doctrine of «employment at will.»

If you are an employer and are faced with serious misconduct by an employee, it is important to be mindful of how the misconduct affects the employment relationship when considering termination without notice or severance pay.

Importantly, there was no evidence that the relationship between the employee and the bank was acrimonious or that he would suffer any humiliation or loss of dignity by returning to work while he looked for new employment.

These include the extent to which natural justice and procedural fairness must be respected in a multi-stage disciplinary process, and whether employment law principles apply to relationships between health authorities and physicians — the right of a physician to seek reinstatement by court order when privileges are improperly terminated.

By agreeing to an employee's entitlements in the event of termination without cause at the beginning of the employment relationship, there will be little to fight about in the event that the relationship does end in a termination without cause.

In addition, employers should ensure that there are stringent privacy policies in place as this case can extend into the realm of employer review of employer - issued technology and other private information an employer may hold by virtue of the employment relationship.

While some of these rights and obligations may be detailed in employment contracts, others are implied simply by virtue of an existing employment relationship.

(2) Where an assignment employee has been assigned by a temporary help agency to perform work on a temporary basis for a client and the employee has begun to perform the work, the agency may charge a fee to the client in the event that the client enters into an employment relationship with the employee, but only during the six - month period beginning on the day on which the employee first began to perform work for the client of the agency.

The appeal court ruled while a firm's management may exercise aspects of control over the partners, similar to a corporation, «that does not change the relationship from one of partners running a business to one of employment by one group of partners over an individual partner.»

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.»

a. the legal enforceability of restrictive covenants; b. the legal parameters relating to wrongful termination, constructive dismissal or other similar concepts affecting an employee's entitlement to severance on termination of employment; c. any special employment laws that apply in connection with a change in control or other type of corporate transaction (e.g., an executive's entitlement to severance or the mechanism by which an executive's employment may transfer to a corporate acquirer); and d. other labour - related laws (such as laws related to unions or works councils) that may affect the employment relationship in a particular jurisdiction.

The SCC has stated that, by entering into an employment relationship, employees implicitly accept that they are part of a whole, employers must make necessary decisions in the business's best interest, and an individual employee's work must be performed in a manner consistent with those decisions.

The relationship is also defined by the terms of the employment contract.

If your condominium corporation is considering terminating its employment relationship with a superintendent, the board of directors should obtain professional advice on the proper methods for doing so, including best practices for conducting a termination meeting, the law regarding termination pay and notice requirements, and how to best protect the condominium corporation from a wrongful dismissal or human rights claim by the terminated employee.

(1) An employer who severs an employment relationship with an employee shall pay severance pay to the employee if the employee was employed by the employer for five years or