Sentences with phrase «employment rights information»

JobWatch's Not - for - profit Employment Rights Community Legal Centre has introduced a web application; JobWatch Employment Rights Information App which provides automated and tailored employment rights assistance to employees about their rights in the workplace.

Not exact matches

information on a wide range of welfare rights topics including current issues such as universal credit, welfare reform, employment and support allowance, right to reside and tax credits;

Along with information on laws and taxes, English language classes and employment rights, these will include background information on so - called «social norms».

And on the other side, you need market opportunities, information, employment, and human rights.

(v) you do not have the right to transmit under any contractual or other relationship (e.g., inside information, proprietary or confidential information received in the context of an employment or a non-disclosure agreement);

Through this resource; By the end of the session all learners will be able to: a) Understand the employment rights and responsibilities of the employee and employer and their purpose b) Identify the main points of contracts of employment and their purpose c) Outline the main points of legislation affecting employers and employees and their purpose d) Identify where to find information on employment rights and responsibilities both internally and externally e) Explain the purpose and functions of representative bodies that support employees f) Explain employer and employee responsibilities for equality and diversity in a business environment g) Explain the benefits of making sure equality and diversity procedures are followed in a business environment h) Explain employer and employee responsibilities for health, safety and security in a business environment i) Explain the purpose of following health, safety and security procedures in a business environment By the end of this session some learners will be able to: A. Establish a link between understanding responsibilities as the first step towards managing ones own work effectively for career progression.

Joseph «Joe» Hoffer's practice areas include: (1) civil litigation; (2) labor and employment; (3) board governance including due process hearings and grievances, open meetings act and public information act; (4) business transactions including public procurement and contracting, False Claims Act, trademark and copyright, and inter-local and shared services arrangements; (5) student law including special education, discipline, civil rights and grievances; and (6) administrative law, including appeals of state agency action.

The DPMs provide advice and assistance to supervisors, managers, and others on disability employment matters; maintain and submit completed reports in a timely manner; facilitate management training in consultation with the respective OA Office of Civil Rights or DOCR, as appropriate; and ensure that reasonable accommodation request information is entered into the DOT reasonable accommodation request tracking system [See CHAPTER 7 — INFORMATION ANinformation is entered into the DOT reasonable accommodation request tracking system [See CHAPTER 7 — INFORMATION ANINFORMATION AND REPORTS].

For additional information, you may contact Yvette Rivera, Associate Director, Equal Employment Opportunity Division, Departmental Office of Civil Rights at [phone], TTY [phone], or [email protected].

As an intern, you will have the opportunity to work on a wide variety of matters such as: appropriations, fiscal law and financial management; acquisitions, financial assistance and public private partnerships; innovative financing; real property and asset management; information technology investment and capital planning; employee ethical conduct, conflicts of interest and political activities; equal employment opportunity and other civil rights matters; Federal personnel and employment; and alternative dispute resolution.

Based on your industry employee notices can also provide information on job safety and health protection, describe the rights of migrant and seasonal workers, and provide information on equality of employment.

For additional information about the Civil Rights Act of 1964 and the Equal Employment Opportunity Commission with related documents, visit the National Archives» Digital Classroom Teaching With Documents Lesson Plan.

There are a couple of short pages of questions - some basic information about you, then some questions about your employment, and then your banking information — because the funds will be deposited right into your own account.

The employer is not permitted to use information from the consumer report in violation of any applicable Federal or State equal employment opportunity law or regulation; and the consumer reporting agency must include a summary of the consumer's rights with the report.

However, you have the right to ask for things like total debt, employment, past property managers and vehicle information.

The copy of your report must contain all of the information in your file at the time of your request.You have the right to know the name of anyone who received your credit report in the last year for most purposes or in the last two years for employment purposes.Any company that denies your application must supply the name and address of the credit bureau they contacted, provided the denial was based on information given by the credit bureau.You have the right to a free copy of your credit report when your application is denied because of information supplied by the credit bureau.

Anyone who uses information from a CRA to take action against you — such as denying an application for credit, insurance, or employment — must tell you, and give you the name, address, and phone number of the CRA that provided the consumer report, plus disclose your right to a free report after denial.

Creditors, insurers, employers, and other businesses that use the information in your report to evaluate your applications for credit, insurance, employment, or renting a home are among those that have a legal right to access your report.

You have the right to have incorrect or incomplete information corrected or removed from your report and to receive notice when you are denied credit or employment based on the contents of your credit report.

Employers may not (a) directly or indirectly require, request, suggest or cause any employee or prospective employee to submit a consumer credit report or other credit information as a condition of employment; (b) use, accept, refer to or inquire concerning a consumer credit report or credit information; (c) discharge, discipline, or discriminate against any individual who refuses or declines to submit a credit report; or retaliate against any individual who files a complaint or exercises his / her rights under this statute.

If an employer obtains, uses, or seeks to obtain a consumer report pursuant to federal or state law, the employer shall (1) obtain the employee's or applicant's written consent in a document consisting solely of the consent, each time the employer seeks to obtain the employee's or applicant's consumer report; (2) disclose in writing to the employee or applicant the employer's reasons for accessing the consumer report, and if the employer intends to take an adverse employment action in whole or in part based on the report, disclose the reasons for the action, including which information in the report the employer is basing the decision on, in writing at least 14 days prior to taking the action, along with a copy of the report and the notice of consumer rights required by section 1681G (c)(1) of chapter 15 of the United States Code.

Now an endless supply of information about employment rights is available online, with a smart phone and a few spare minutes, an individual can quickly and easily clarify their employment rights.

A former Commissioner with the Nova Scotia Human Rights Commission, Ms. McNeill has also served on the boards for the Mi «kmaq Justice Institute, the Premier's Task Force on Employment Equity, and the Public Legal Education Society (now known as the Legal Information Society of Nova Scotia).

Information is provided on employment standards, workplace health and safety, human rights and workers» compensation.

Employment Law Human Rights Information, Data Security & Privacy Labour Relations Litigation Pension, Benefits & Executive Compensation

The site provides articles, laws and other information on racial, gender and disability discrimination as well as sections focused on employment and housing discrimination and enforcement of civil rights.

If you or your organization would like more information on the dismissal procedure and Workers» Statute of Rights, the Sicilian Court's decision, or any other employment issue, please contact an attorney in our Labor and Employment practemployment issue, please contact an attorney in our Labor and Employment practEmployment practice group.

Callers may remain anonymous, if they wish, and still receive information about crime victim's rights, housing, employment, immigration, education and safety planning.

Obtaining and evaluating governing plan documents and other information (such as employment and earnings records) necessary to calculate or claim benefits or exercise pension rights;

For more information about your rights as a worker or your obligations as an employer beyond the summary provided above or by the Ministry, it may be appropriate to seek the advice of an experienced Ontario employment lawyer.

Employment Law Human Rights Information, Data Security & Privacy Labour Relations Litigation Occupational Health Workplace Safety & Insurance

There will also be expanded obligations on the Director of Employment Standards to publish, and on employers to make available, information pertaining to the rights of a foreign temporary worker.

Since the inception of Title VII of the Civil Rights Act of 1964, and several additional anti-discriminatory laws such as the Equal Pay Act (EPA), Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA) and the more recent Genetic Information Non-Discrimination Act (GINA)-- diversity should be embraced by all organizations who employ workers.

Business Development: Brokering various business dealings that further the diversification of Indian economies Developing and accessing commercial financial programs and services for tribal governments, including tax - exempt offerings and federally - guaranteed housing loans Serving as issuer or underwriter's counsel in tribal bond issuances Ensuring tribal compliance with Bank Secrecy Act and other federal financial regulatory requirements Handling federal and state income, excise, B&O, property and other tax matters for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal rights.

Alberta Employment Standards - Information about basic workplace rights for non-unionized workers from the government of Alberta.

He works with a variety of employers in both the public and private sectors in a broad range of areas including employment standards, privacy and information management, labour relations, human rights and accessibility - related issues.

One area of law that applies to employment is Human Rights law and you can visit our Human Rights section for more information.

When it comes to employment law, it is always good idea to contact an expert who will be able to provide more detailed advice and information about your legal rights.

For more information concerning Silvera, or to ask questions with respect to human rights awards and ways to mitigate risk, you can contact any member of the BLG Labour & Employment Group, who would be pleased to assist you.

creating an extremely valuable legal employment resource for all workers who require information and guidance on their rights in a very complex area of the law.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrEmployment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discInformation Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discinformation about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination.

If you have concerns regarding fair wages and benefits, meet with a PA employment attorney who can provide clarification on employee rights or look through the Related Resources for general information.

Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees forEmployment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees foremployment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.

Served as court - appointed discovery referee and special master in cases involving electronically stored information (ESI), corporate dissolutions, partnership dissolutions and division of assets, contract disputes, employment discrimination, civil rights, and professional liability

The firm offers top - quality legal services in the following practice areas: clinical negligence and personal injury, community care and health services, criminal law, discrimination and equality law, employment law and professional discipline, family and matrimonial law, housing, human rights, public law and judicial review, immigration, inquests and inquiries, international law, media and information law, reputation and crisis management, mental health, police misconduct, prison law, professional negligence, public procurement and commercial reputation, serious fraud and regulatory investigations and Brexit.

For more information, or to speak with a Orange County labor lawyer or employment lawyer to find out your legal rights, please contact the firm today for a free consultation.

Employment, Housing, Know - Your - Rights, and other information for migrant and seasonal farmworkers.

Employment Insurance Regular Benefits (PDF) Full breakdown of Employment Insurance applications, eligibility criteria, duration of benefits, amounts paid, specific situations, mistakes and misrepresentations, rights and responsibilities, the appeal process, contacts and other useful information.

Rights and Responsibilities - Employment Insurance & You: A Shared Responsibility (PDF) Discusses what to expect from government, what is expected of you and other important information regarding Employment Insurance such as the waiting period, reporting, absences from the country, etc..

For example, under the Employment Rights Act 1996, s 43F (1) the worker must reasonably believe «that the information disclosed, and any allegation contained in it, are substantially true».