The Company is an equal opportunity employer committed to complying with all state and federal
fair employment practice laws, as well as maintaining a workforce that reflects the diversity of the community.
(d) The provisions of subsection (c) shall not apply to any employer, employment agency, labor organization, or joint labor - management committee with respect to matters occurring in any State or political subdivisionthereof which has
a fair employment practice law during any period in which such employer, employment agency, labor organization, or jointlabor - management committee is subject to such law, except that the Commissionmay require such notations on records which such employer, employment agency, labor organization, or joint labor - management committee keeps or is requiredto keep as are necessary because of differences in coverage or methods of enforcement between the State or local law and the provisions of this title.
(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.
State and local
fair employment practices laws also typically contain anti-retaliation provisions.
Not exact matches
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.
Areas of expertise include arbitration, construction
law,
employment contracts, government contracts, agency, U.C.C. matters, arbitration issues, corporate formation, franchises, unfair trade
practices, the
Fair Credit Reporting Act, the
Fair Debt Collection
Practices Act, and motion and appellate
practice.
The Korean
law firm's anti-corruption and corporate compliance
practice group has broad expertise across a number of
practice areas including white - collar criminal defence,
fair trade and labour and
employment.
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 d
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 d
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 d
Employment Act (ADEA), Family and Medical Leave Act (FMLA),
employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and d
employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and defamation.
As California Labor and
Employment Lawyers, we boast an extensive knowledge of the
Fair Employment and Housing Act (FEHA), and other state and federal
laws that protect employees who have either suffered or witnessed workplace harassment and discriminatory
practices and have been retaliated against.
Ms. Rudich concentrates her
practice in complex litigation and class action matters, with a particular emphasis in representing employees in all aspects of
employment law, particularly sexual harassment, various issues of discrimination, and cases involving violations of the Family and Medical Leave Act (FMLA), the
Fair Labor Standards Act, and state wage and hour statutes.
Dismissed employees should have their severance package reviewed by a lawyer whose legal
practice is focused on
employment law to ensure that the severance package offered is
fair.
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 Stan
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 Stan
employment laws, including the
Fair Labor Standards Act.
In addition to his labor relations
practice, Brennan also has extensive federal and state
employment litigation experience involving the Equal Employment Opportunity laws, the Family and Medical Leave Act, Fair Labor Standards Act, and other federal and state employ
employment litigation experience involving the Equal
Employment Opportunity laws, the Family and Medical Leave Act, Fair Labor Standards Act, and other federal and state employ
Employment Opportunity
laws, the Family and Medical Leave Act,
Fair Labor Standards Act, and other federal and state
employmentemployment laws.
Kristen's litigation experience includes representing individual and corporate clients in cases involving claims of breach of contract, consumer fraud, unfair trade
practices, violation of federal and state credit reporting
laws, violation of the
Fair Debt Collection
Practices Act, professional negligence, business torts,
employment discrimination, wrongful termination, violation of wage and hour
law, and violation of non-competition and confidentiality 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).
The
Fair Credit Reporting Act, the Equal
Employment Opportunity Commission, and the proliferating number of «Ban the Box»
laws in state and local jurisdictions place very specific restrictions on hiring
practices.
The body of
employment law is designed to promote
fair hiring
practices that do not discriminate against classes of applicants, and to protect their rights in the process.
«NAPBS» mission is to promote ethical business
practices, compliance with the
Fair Credit Reporting Act (FCRA), equal
employment opportunity, and state and international consumer protection
laws -LSB-...]
«NAPBS» mission is to promote ethical business
practices, compliance with the
Fair Credit Reporting Act (FCRA), equal
employment opportunity, and state and international consumer protection
laws relating to the background screening profession,» said Kevin Klimas, president and founder of Clarifacts.
• Enhanced company's profits by 30 % during the first month of
employment by maximizing occupancy levels and ensuring client satisfaction level with the facility through effective building maintenance • Acted as liaison between tenants and management, ensuring tenant satisfaction by effective property maintenance • Implemented working knowledge of safe building systems, fire codes and HVAC to existing and under construction residential facilities • Ensured complete adherence to
fair housing
practices, lease and tenant - landlord
laws
Given the increasingly complex legal environment, employers in 2014 will be faced with the challenges of ensuring that a background screening provider utilizes best
practices to be in compliance with the
Fair Credit Reporting Act (FCRA), the U.S. Equal
Employment Opportunity Commission (EEOC) guidance for the use of criminal records, and applicable state
laws as well as accuracy.
The NAPBS exists to promote ethical business
practices and compliance with the federal
Fair Credit Reporting Act (FCRA), the U.S. Equal
Employment Opportunity Commission (EEOC) guidance, and state and international
laws related to background screening.
According to the NAPBS website, the organization's mission is to promote ethical business
practices, compliance with the
Fair Credit Reporting Act (FCRA), equal
employment opportunity, and state consumer protection
laws relating to the background screening profession.
Human Resource Manager — Duties & Responsibilities Direct human resource operations and support staff ensuring efficient and effective operations Responsible for benefit administration including employee leave, 401 (k)'s, and insurance Oversee payroll, departmental budgets, accounts payable, and accounts receivable Recruit, interview, and hire new employees with input from senior leadership Conduct staff orientation regarding acceptable attire, company brand, policies, and
employment law Implement professional development program to enhance team skill sets and employee value Oversee employee recognition program to highlight notable achievements and boost team morale Review employee performance and recommend promotion or disciplinary action as appropriate Resolve disputes between staff members in a
fair, professional, and timely manner Ensure company compliance will all applicable
employment law and industry best
practices Negotiate and confirm contracts with vendors, partners, employees, and clients Create and present financial reports and purchasing proposals to senior management Build and strengthen long term relationships with clients, vendors, and community leaders Direct purchasing and licensing of information technology equipment and software Assist students and families with financial aid application process Provide additional administrative support including data entry, phones, and customer service Utilize proficiencies in English and Spanish to effectively serve clients of varied backgrounds Perform all duties in a positive, professional, and courteous manner
Human Resource Manager — Duties & Responsibilities Direct human resource operations and support staff ensuring efficient and effective operations Responsible for benefit administration including employee leave, 401 (k)'s, and insurance Oversee payroll, departmental budget, accounts payable, and accounts receivable Recruit, interview, screen, and hire new employees with input from senior leadership Conduct staff orientation regarding acceptable attire, company brand, policies, and
employment law Implement professional development program to enhance team skill sets and employee value Oversee employee recognition program to highlight notable achievements and boost team morale Review employee performance and recommend promotion or disciplinary action as appropriate Resolve disputes between staff members in a
fair, professional, and timely manner Ensure company compliance will all applicable
employment law and industry best
practices Build and strengthen long term relationships with supervisors, peers, and community leaders Provide additional administrative support including data entry, phones, and customer service Utilize proficiencies in English, Hindi, and Malayalam to effectively serve clients of varied backgrounds Perform all duties in a positive, professional, and courteous manner
Human Resource Manager — Duties & Responsibilities Direct human resource operations and support staff ensuring efficient and effective operations Manage benefit administration including employee leave, 401 (k)'s, and insurance Oversee payroll, departmental budget, accounts payable, and accounts receivable Recruit, interview, screen, and hire new employees with input from senior leadership Conduct staff orientation regarding acceptable attire, company brand, policies, and
employment law Implement professional development program to enhance team skill sets and employee value Oversee employee recognition program to highlight notable achievements and boost team morale Review employee performance and recommend promotion or disciplinary action as appropriate Resolve disputes between staff members in a
fair, professional, and timely manner Ensure company compliance will all applicable
employment law and industry best
practices Build and strengthen long term relationships with supervisors, peers, and community leaders Provide additional administrative support including data entry, phones, and customer service Utilize proficiencies in ACT, HRIS, Microsoft Office Suite, and other computer software Perform all duties in a positive, professional, and courteous manner