Sentences with phrase «federal employment practices»

This includes the prevention of discrimination in the operation of federally assisted activities and within federal employment practices.

Not exact matches

Several experts questioned whether the practice is in keeping with the federal Age Discrimination in Employment Act of 1967, which prohibits bias against people 40 or older in hiring or eEmployment Act of 1967, which prohibits bias against people 40 or older in hiring or employmentemployment.

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.

The Federal Reserve has what is commonly referred to as a «dual mandate»: to achieve maximum employment (in practice, around 5 % unemployment) and stable prices (2 - 3 % inflation).

I am going to weigh in, being a catholic and the whole shabang... First of all this is not infringing on anyone's right to practice their religion... Requiring insurance companies to provide contraception for women does not mean the woman has to use it or purchase it... Catholic hospitals take federal funds for their patients, therefore they are not exempt from employment laws... If the Catholic Diocese doesn't want to provide the insurance claiming religious beliefs, then they can no longer accept federal funded patients... They also know that they will be subjected to discrimination lawsuits based hiring and religious discrimination — non-catholics work there, and therefore are being denied healthcare due to catholic beliefs... Majority if not all Catholic women do, have, or had used contraception in their lifetime... God does not nor does the bible say anything about contraception, since it had not been invented yet — so this is a man - made law, made by a bunch of men, who have never had a menstrual cycle — and the pain that comes with it....

The change would have affected not only the federal government's employment practices, but also those...

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.

Characterizing its practice as a «general practice for a specialized clientele,» the firm provides legal advice and expertise to handle any and all needs of a school district, 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.

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.

We comply with all federal, state, and local (City of Dallas and Dallas County) laws and policies regarding employment practices and discrimination.

Brass City Charter School does not discriminate in any employment practice, education program, or educational activity on the basis of race, color, religious creed, sex, age, national origin, ancestry, marital status, sexual orientation, gender identity or expression, disability, or any other basis prohibited by Connecticut state and / or federal nondiscrimination laws.

Where an employer is required by Executive Order 10925, issued March 6, 1961, or byany other Executive order prescribing fair employment practices for Government contractors and subcontractors, or by rules or regulations issuedthereunder, to file reports relating to his employment practices with any federal agency or committee, and he is substantially in compliance with such requirements, the Commission shall not require him to file additional reports pursuant to subsection (c) of this section.

Prohibited personnel practices, commonly called PPPs, are employment - related activities that are banned in the federal workforce because they violate the merit system through some form of employment discrimination; retaliation; improper hiring practices; or failure to adhere to laws, rules, and regulations that concern the merit system principles.

I had a successful career as a practicing attorney, but since I worked for the federal government, once my writing became more than a hobby, I became subject to certain restrictions on outside employment.

Non-Qualifying Employment Graduates employed in private practice either by a law firm or a corporation, self - employed, or as a judicial law clerk at the federal or state level are not eligible to apply.

The Federal Reserve has what is commonly referred to as a «dual mandate»: to achieve maximum employment (in practice, around 5 % unemployment) and stable prices (2 - 3 % inflation).

Certified vet techs can find employment in fields ranging from urban or rural veterinary practices, to employment with federal, state or local wildlife management and research organizations.

In compliance with Title IX of the Education Amendments of 1972, Title VI and VII of the Civil Rights Act of 1964, and Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, as amended, the Age Discrimination Act of 1975 and applicable federal, state, and local laws, and our institutional values, The Cooper Union does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or employment practices, or in the administration of any Cooper Union educational program or activity, including athletics.

The practice is a broad one that includes tribes which includes: negotiations with state and federal governments, gaming law, criminal law, employment law, and nearly every other area of law that is found in any court anywhere.

Tulsa's James Potts & Wulfers employment lawyer professionals are part of a diversified law practice of services for sole proprietors and business entity clients seeking representation in Oklahoma's state district and appellate courts and federal district and appellate courts.

This works for the practice areas currently covered by Lex Machina: patent, copyright, trademark, antitrust, securities, employment, commercial, product liability and federal bankruptcy appeals.

Our Labor and Employment attorneys regularly practice in all California State and Federal Courts, providing litigation representation in wage and hour matters, complex class actions, wrongful termination claims, discrimination and harassment disputes, non-solicitation and non-competition actions, enforcement of confidentiality agreements, and in unfair competition actions involving former employees.

Dunlevey focuses his practice on assisting business owners with employment related issues, including wage - hour compliance, wrongful discharge defense and regulatory compliance, collective bargaining, OSHA, workers» compensation, EEOC and NLRB proceedings and federal and state court litigation.

She is active in all aspects of the firm's transactional practice, including entity selection, formation and conversion, employment matters, mergers and acquisitions, general corporate and commercial transactions, bank loans and private financings, federal, state, and international trademark matters, real estate acquisitions and sales, and commercial leasing.

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.

Since 1987, Mr. Fudala has devoted his practice exclusively to civil litigation, concentrating in personal injury, contracts and commercial litigation, insurance law, medical malpractice, civil rights, employment law, and complex and general civil litigation, in both the federal and state courts.

Scarinci Hollenbeck employment litigation practice is comprised of New Jersey's top litigation attorneys with extensive state and federal trial and appellate experience in employment litigation.

Our practice areas encompass healthcare (including medical malpractice and nursing home defense, corporate, transactional, regulatory, and compliance matters), mergers and acquisitions, general corporate and business, employment, workers» compensation, mediation, products liability, transportation, and a general civil trial practice in both federal and state courts.

With over ten years of litigation experience, Daniela Pavuk has in recent years focused her practice on employment - related matters, including wage and hour disputes, discrimination charges, and wrongful termination matters in administrative proceedings (the Human Rights Bureau, Equal Employment Opportunity Commission, and Unemployment Insurance Division) and in courts on the state and federal level in Montana and Noremployment - related matters, including wage and hour disputes, discrimination charges, and wrongful termination matters in administrative proceedings (the Human Rights Bureau, Equal Employment Opportunity Commission, and Unemployment Insurance Division) and in courts on the state and federal level in Montana and NorEmployment Opportunity Commission, and Unemployment Insurance Division) and in courts on the state and federal level in Montana and North Dakota.

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.

Gerry regularly practices before the National Labor Relations Board and has tried jury and non-jury employment claims in federal and state courts as well as before U.S. Courts of Appeal.

His practice primarily focuses on business, real estate, and labor and employment issues in both state and federal court.

Chris provides business and corporate advice, including advice related to sales and acquisitions, commercial leasing, contracts, real estate conveyance and financing; broad commercial litigation representation including contracts and other business disputes, commercial and residential construction defect claims, religious entity law, advice regarding employment disputes and compliance, including ADA, ADEA, Title VII, Colorado Wage Act, FLSA compliance, and administrative proceedings before EEOC and DORA - Colorado Civil Rights Division; representation in administrative proceedings, C.R.C.P. 106 (a)(4) appeals and interlocutory appeals regarding governmental immunity, defense and pursuit of 42 USC § 1983 actions in federal and state court; representation of public pension funds in litigation and administrative matters; and appellate practice before the Colorado Court of Appeals, Colorado Supreme Court, and the 10th Circuit.

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.

«Daniel and Vicky bring complimentary civil litigation and criminal defense practices that align with Todd & Weld's longstanding reputation as a leader in successful, results - oriented commercial, business, and employment litigation in federal and state court.»

We can provide clients with litigation avoidance strategies, instruction on practicing preventative law, corporate and employment compliance and federal and state employment law compliance advice.

It has been cited as good evidence of market hourly rates for attorneys practicing in the federal employment arbitration or gender discrimination areas of law.

He focuses his practice on construction, business, commercial, product liability, employment discrimination and premises liability litigation in state and federal courts and before state administrative bodies.

He did say that the next areas of coverage will be common federal practices, including securities, commercial, employment and bankruptcy.

Our employment practice has provided counsel to individuals and businesses in areas ranging from the Americans with Disabilities Act, the Federal Civil Rights Act and the Family Medical Leave Act, as well as a variety of training, contract and employment policy issues.

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.

A large portion of Steve's practice involves advising employers on issues involving the Fair Labor Standards Act, the Family and Medical Leave Act, the Americans With Disabilities Act, and other state and federal employment statutes that affect the employment relationship on a daily basis.

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.

Jessica Klotz's practice concentrates in the defense of individuals, corporations, professionals and municipalities in areas of civil litigation, including premises liability, personal injury, property damage, employment law and sexual harassment, intentional torts, and civil rights violations in both state and federal courts.

Our firm's extensive knowledge of litigation, employment, general business, labor, finance & tax, real estate, utility & regulatory law, natural and cultural resources, environmental law and land use complements our practice team's understanding of federal Indian, treaty rights and tribal law and makes us well - qualified to meet the sophisticated legal needs of tribes, tribal businesses and Indian people and families, as well as non-tribal companies transacting in Indian Country.

She has significant experience in other areas including various high profile and confidential business disputes, contract review, labor and employment law, constitutional law and imminent domain; duties include managing clients and full time trial case load, state and federal jury trial and bench trial practice.

Maralyn English's practice focuses on intellectual property litigation, complex commercial litigation, in both state and federal courts, and employment law.

Ms. Roten practiced in the Labor & Employment Group defending clients in employment - related claims in federal and California state courts, the EEOC, DFEHEmployment Group defending clients in employment - related claims in federal and California state courts, the EEOC, DFEHemployment - related claims in federal and California state courts, the EEOC, DFEH and DLSE.

You need an attorney who practices specifically in employment law because staying up to date state on federal employment laws is challenging for lawyers who practice a broad range of law.

Practice Areas: Federal Grants Law, Government Investigations Law, Governmental Defense Law, Local Government Defense Law, Defense Contract Fraud Law, Defense Contracts Law, False Claims Act Law, Federal Contracts Law, White Collar Crime Law, Whistleblower Litigation Law, Qui Tam Litigation Law, Corporate Law, Litigation, Commercial Litigation Law, Commercial Law, Labor and Employment Law, Appellate Practice Law