Sentences with phrase «equal employment opportunity agencies»

Hospice of Huntington, Inc. is an equal employment opportunity agency.

Not exact matches

In fiscal year 2013, 5,342 pregnancy discrimination charges were filed with the Equal Employment Opportunity Commissions and state and local Fair Employment Practices agencies, up from 3,900 in 1997.

Gelb also has extensive experience litigating equal employment opportunity matters for the past 22 years, having tried several cases to verdict while defending employers before the EEOC and local fair employment agencies across the country.

He said the agency conformed with the International Labour Organisation's (ILO's) set standards on employment to ensure that all beneficiaries worked in a decent and safe environment, had equal employment opportunities and treatment and also received adequate earnings while they engaged in productive work.

We represent our clients in both state and federal courts and before state and federal administrative agencies such as the Texas Education Agency, State Board of Education, Texas Attorney General, Texas State Auditor, Texas Comptroller of Public Accounts, Secretary of State, Texas Department of Agriculture, the Texas Workforce Commission, the Texas Commission on Human Rights, the Department of Education / Office of Civil Rights, Department of Labor, the Equal Employment Opportunity Commission, Health & Human Services, Department of Justice and various other federal agencies.

It is the policy of Seneca Family of Agencies to grant equal employment opportunity to all applicants and employees without regard to race, color, national origin, marital status, disability, Vietnam Era Veteran status, age, religion, political affiliation, gender or sexual orientation.

The U.S. Department of Labor's Office of Disability Employment Policy (ODEP) and the U.S. Department of Defense Office of Diversity Management & Equal Opportunity (ODMEO) manage the program, which continues to be successful with the participation of many other federal agencies and sub-agencies.

The President shall invite the participation in such conference or conferences of (1) the members of the President's Committee on Equal Employment Opportunity, (2) the members of the Commission on Civil Rights, (3) representatives of State and local agencies engaged in furthering equal employment opportunity, (4) representatives of private agencies engaged in furthering equal employment opportunity, and (5) representatives of employers, labor organizations, and employment agencies who will be subject to this tEqual Employment Opportunity, (2) the members of the Commission on Civil Rights, (3) representatives of State and local agencies engaged in furthering equal employment opportunity, (4) representatives of private agencies engaged in furthering equal employment opportunity, and (5) representatives of employers, labor organizations, and employment agencies who will be subject to tEmployment Opportunity, (2) the members of the Commission on Civil Rights, (3) representatives of State and local agencies engaged in furthering equal employment opportunity, (4) representatives of private agencies engaged in furthering equal employment opportunity, and (5) representatives of employers, labor organizations, and employment agencies who will be subject to Opportunity, (2) the members of the Commission on Civil Rights, (3) representatives of State and local agencies engaged in furthering equal employment opportunity, (4) representatives of private agencies engaged in furthering equal employment opportunity, and (5) representatives of employers, labor organizations, and employment agencies who will be subject to this tequal employment opportunity, (4) representatives of private agencies engaged in furthering equal employment opportunity, and (5) representatives of employers, labor organizations, and employment agencies who will be subject to temployment opportunity, (4) representatives of private agencies engaged in furthering equal employment opportunity, and (5) representatives of employers, labor organizations, and employment agencies who will be subject to opportunity, (4) representatives of private agencies engaged in furthering equal employment opportunity, and (5) representatives of employers, labor organizations, and employment agencies who will be subject to this tequal employment opportunity, and (5) representatives of employers, labor organizations, and employment agencies who will be subject to temployment opportunity, and (5) representatives of employers, labor organizations, and employment agencies who will be subject to opportunity, and (5) representatives of employers, labor organizations, and employment agencies who will be subject to temployment agencies who will be subject to this title.

Section 203 of the No FEAR Act specifically requires, not later than 180 days after the end of the fiscal year (FY), each Federal agency to submit an annual report to the Speaker of the House of Representatives, the President pro tempore of the Senate, the Committee on Governmental Affairs of the Senate, the Committee on Government Reform of the House of Representatives, each committee of Congress with jurisdiction relating to the agency, the Equal Employment Opportunity Commission (EEOC), and the Attorney General.

WASHINGTON — The U.S. Department of Transportation's Federal Transit Administration (FTA) today published revised guidance to transit agencies on how to comply with federal Equal Employment Opportunity (EEO) guidelines.

about Federal Transit Administration Issues Guidance to Public Transportation Agencies on Implementing Equal Employment Opportunity Requirements

In an effort to resolve Equal Employment Opportunity / Equal Opportunity (EEO / EO) complaints in an informal, less adversarial, and more expeditious manner, the Equal Employment Opportunity Commission (EEOC) requires agencies to make Alternative Dispute Resolution available to employees.

Employees and applicants for employment who believe they have been subjected to unlawful discrimination, subjected to retaliation for opposing discrimination in the Agency, or hindered from participating in the employment discrimination complaint process are encouraged to contact an Equal Employment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or reemployment who believe they have been subjected to unlawful discrimination, subjected to retaliation for opposing discrimination in the Agency, or hindered from participating in the employment discrimination complaint process are encouraged to contact an Equal Employment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or reemployment discrimination complaint process are encouraged to contact an Equal Employment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or reEmployment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or retaliation.

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.

Ugly people could be allowed to seek help from the Equal Employment Opportunity Commission and other agencies in overcoming the effects of discrimination.

We similarly provide a wealth of experienced representation in administrative proceedings before the Department of Fair Employment and Housing, California Labor Commissioner, Equal Employment Opportunity Commission, Department of Labor, Employment Development Department, Division of Labor Standards Enforcement, OSHA and similar administrative agencies.

Our attorneys have excellent track records successfully defending claims in state and federal court, as well as before administrative agencies such as the Massachusetts Commission Against Discrimination and the Equal Employment Opportunity Commission.

Robin has represented employers in all areas of labor relations and employment law in hundreds of cases in federal and state courts and before administrative agencies, including the National Labor Relations Board, the Florida Public Employees Relations Commission, United States Equal Employment Opportunity Commission, Florida Commission on Human Relations and United States Departmentemployment law in hundreds of cases in federal and state courts and before administrative agencies, including the National Labor Relations Board, the Florida Public Employees Relations Commission, United States Equal Employment Opportunity Commission, Florida Commission on Human Relations and United States DepartmentEmployment Opportunity Commission, Florida Commission on Human Relations and United States Department of Labor.

Tina represents clients before the US Equal Employment Opportunity Commission (EEOC), state and local fair - employment agencies, and federal and staEmployment Opportunity Commission (EEOC), state and local fair - employment agencies, and federal and staemployment agencies, and federal and state courts.

The Maine management labor lawyers have depth and experience in all labor law and litigation forums, to include state and federal courts, as well as administrative agencies such as the National Labor Relations Board, the Equal Employment Opportunity Commission, Maine Human Rights Commission, OSHA and the Department of Labor.

Further we regularly represent clients before the U.S. Equal Employment Opportunity Commission, as well as the various state and local fair employment practiceEmployment Opportunity Commission, as well as the various state and local fair employment practiceemployment practice agencies.

He represents clients in proceedings before state and federal courts and administrative agencies, including state human rights commissions, the Equal Employment Opportunity Commission, the Occupational Safety and Health Administration, the Department of Labor, and the National Labor Relations Board.

Our lawyers spend a significant amount of time in labor and employment litigation, which includes the defense of employment discrimination and wrongful discharge cases in federal and state courts, arbitration proceedings, the defense of individual employment contract actions, and proceedings before various state and federal administrative agencies, including the National Labor Relations Board, United States, New Jersey, and Pennsylvania Departments of Labor, Equal Employment Opportunity Commission, New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission,employment litigation, which includes the defense of employment discrimination and wrongful discharge cases in federal and state courts, arbitration proceedings, the defense of individual employment contract actions, and proceedings before various state and federal administrative agencies, including the National Labor Relations Board, United States, New Jersey, and Pennsylvania Departments of Labor, Equal Employment Opportunity Commission, New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission,employment discrimination and wrongful discharge cases in federal and state courts, arbitration proceedings, the defense of individual employment contract actions, and proceedings before various state and federal administrative agencies, including the National Labor Relations Board, United States, New Jersey, and Pennsylvania Departments of Labor, Equal Employment Opportunity Commission, New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission,employment contract actions, and proceedings before various state and federal administrative agencies, including the National Labor Relations Board, United States, New Jersey, and Pennsylvania Departments of Labor, Equal Employment Opportunity Commission, New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission,Employment Opportunity Commission, New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission, and OSHA.

He has appeared before various administrative agencies, such as the United States Equal Employment Opportunity Commission, the Illinois Department of Human Rights, the Illinois Human Rights Commission, the Chicago Commission on Human Relations and the Illinois Department of Labor, concerning employment, fair housing, and public accommodatiEmployment Opportunity Commission, the Illinois Department of Human Rights, the Illinois Human Rights Commission, the Chicago Commission on Human Relations and the Illinois Department of Labor, concerning employment, fair housing, and public accommodatiemployment, fair housing, and public accommodation issues.

She represents employers in federal and state court and before administrative agencies and regulatory agencies, including the Equal Employment Opportunity Commission, the Texas Workforce Commission, and the Office of Federal Contract Compliance Programs.

She practices in state and federal courts across the country, and before state and federal agencies, including the Equal Employment Opportunity Commission, the United States Department of Labor, the Department of Fair Employment & Housing, and the Division of Labor Standards Enforcement.

Our lawyers provide aggressive representation in state and federal courts and before administrative agencies, such as the Texas Workforce Commission (TWC) and the Equal Employment Opportunity Commission (EEOC).

Although the Directive states that agency workers must be informed of vacancies so that they have «the same opportunity as other workers in that undertaking to find permanent employment», this did not mean that they must be able to apply for the vacancies on an equal footing.

She has represented clients in investigations brought by governmental agencies, including the Equal Employment Opportunity Commission, State Attorney Generals» Offices, and the National Labor Relations Board.

Before you can bring a harassment lawsuit, you must file an administrative charge either with the California Department of Fair Employment and Housing (DFEH) or the federal administrative agency, the Equal Employment Opportunity Commission (EEOC).

Additionally, she defends employers before administrative agencies such as the Equal Employment Opportunity Commission, the Department of Fair Employment and Housing and the Workers» Compensation Appeals Board, and in arbitration proceedings.

Our attorneys have successfully handled these matters before the Equal Employment Opportunity Commission, Fair Employment and Housing Commission, Office of Federal Contract Compliance Programs and other regulatory agencies.

While Title VII does not apply to every workplace, it does provide equal employment opportunities with regard to private employers that have 15 or more employees, as well as all levels of the government and employment agencies.

Our attorneys counsel clients in these areas and defend discrimination claims before state and local fair employment practice agencies, the Equal Employment Opportunity Commission and other federalemployment practice agencies, the Equal Employment Opportunity Commission and other federalEmployment Opportunity Commission and other federal agencies.

Furthermore, our employment litigators represent firm clients before administrative agencies such as the Federal Equal Employment Opportunity Commission, the Ohio Civil Rights Commission and the Occupational Safety and Health Review Commission, the National Labor Relations Board and the Ohio State Employment Relatiemployment litigators represent firm clients before administrative agencies such as the Federal Equal Employment Opportunity Commission, the Ohio Civil Rights Commission and the Occupational Safety and Health Review Commission, the National Labor Relations Board and the Ohio State Employment RelatiEmployment Opportunity Commission, the Ohio Civil Rights Commission and the Occupational Safety and Health Review Commission, the National Labor Relations Board and the Ohio State Employment RelatiEmployment Relations Board.

She handles employment matters at the state and federal level, as well as before administrative agencies such as the Merit Systems Protection Board and the Equal Employment Opportunity Cemployment matters at the state and federal level, as well as before administrative agencies such as the Merit Systems Protection Board and the Equal Employment Opportunity CEmployment Opportunity Commission.

Mr. Bressan practices before federal and state courts and the National Labor Relations Board, and represents clients in proceedings before various agencies, such as the Equal Employment Opportunity Commission and state employment agencies throughout the UnitEmployment Opportunity Commission and state employment agencies throughout the Unitemployment agencies throughout the United States.

Our lawyers represent private and public employers in employment litigation, traditional labor law, wage / hour issues, competition - related litigation, immigration matters, workers» compensation proceedings, and administrative proceedings before the U.S. Department of Labor, Department of Homeland Security, Occupational Safety and Health Administration (OSHA), Equal Employment Opportunity Commission (EEOC), National Labor Relations Board (NLRB), Office of Federal Contract Compliance Programs (OFCCP), and various stateemployment litigation, traditional labor law, wage / hour issues, competition - related litigation, immigration matters, workers» compensation proceedings, and administrative proceedings before the U.S. Department of Labor, Department of Homeland Security, Occupational Safety and Health Administration (OSHA), Equal Employment Opportunity Commission (EEOC), National Labor Relations Board (NLRB), Office of Federal Contract Compliance Programs (OFCCP), and various stateEmployment Opportunity Commission (EEOC), National Labor Relations Board (NLRB), Office of Federal Contract Compliance Programs (OFCCP), and various state agencies.

Mr. Taylor has tried cases in numerous counties throughout the State of Illinois and has handled cases in front of a variety of administrative agencies including the Illinois Commerce Commission, Illinois Department of Human Rights and Equal Employment Opportunity Commission.

In addition to representing clients in state and federal court, we routinely appear before administrative agencies, including the Equal Employment Opportunity Commission, Illinois Department of Human Rights, Illinois Department of Labor, and OSHA.

Depending on their areas of focus, labor and employment lawyers may advise clients on how best to comply with federal laws administered by the Department of Labor, the National Labor Relations Board, the Equal Employment Opportunity Commission (EEOC) and various stateemployment lawyers may advise clients on how best to comply with federal laws administered by the Department of Labor, the National Labor Relations Board, the Equal Employment Opportunity Commission (EEOC) and various stateEmployment Opportunity Commission (EEOC) and various state agencies.

He also represents employers in cases pending before the Equal Employment Opportunity Commission (EEOC) and state employment agencies, including the Texas Workforce CEmployment Opportunity Commission (EEOC) and state employment agencies, including the Texas Workforce Cemployment agencies, including the Texas Workforce Commission.

Kristen regularly represents clients in state and federal court and before various administrative agencies including: the United States Equal Employment Opportunity Commission, the United States Department of Labor, the Connecticut Commission on Human Rights & Opportunities, and the Connecticut Department of Labor.

We have represented clients in federal trial and appellate courts; state courts; the Equal Employment Opportunity Commission (EEOC); and related federal, state, and local governmental agencies.

Keenan Healthcare Limited is an equal opportunity employer, acting as an Employment Business on behalf of our Clients for temporary work and an Employment Agency for providing permanent employment with ouEmployment Business on behalf of our Clients for temporary work and an Employment Agency for providing permanent employment with ouEmployment Agency for providing permanent employment with ouemployment with our Clients.

The Equal Employment Opportunity Commission, among other agencies and jurisdictions, has targeted hiring discrimination to combat the impact of criminal history.

Information from these candidate interviews is compiled in a searchable database that is available through this website to federal Human Resources Specialists, Equal Employment Opportunity Specialists, and other hiring officials in federal agencies.

However, hiring managers need to know that agencies like the Equal Employment Opportunity Commission, and even some of the Ban the Box laws, may view such policies as discriminatory.

Equal Employment Opportunity Commission (EEOC): Based on Title VII of the Civil Rights Act, this agency defines, monitors and enforces anti-discrimination in hiring.

Equal Employment Opportunity Commission (EEOC), the Government agency that enforces federal laws prohibiting employment discrimination, and how criminal background checks could be a discriminatory hirinEmployment Opportunity Commission (EEOC), the Government agency that enforces federal laws prohibiting employment discrimination, and how criminal background checks could be a discriminatory hirinemployment discrimination, and how criminal background checks could be a discriminatory hiring barrier.