Sentences with phrase «in employment law for»

It is an opportune day for me to publicly congratulate my co-counsel, Tracee Lorens and Michael Rubin, who were both selected by California Lawyer magazine as recipients of 2013 CLAY Awards in Employment Law for their work on behalf of the employees in Brinker.

He has specialised in employment law for nearly 20 years.

He is a practice adviser in employment law for Lexus Nexus Canada, a subscription research website used by law firms.

Following from the previous question - what do you think can be changed in employment law for the legal sector to advance?

Not exact matches

«I've been talking about this issue of off - duty conduct, and especially social media, for years now,» says Stuart Rudner, a founding partner at the law firm Rudner MacDonald LLP that specializes in employment law.

«Six months was the previous high - water mark for a notice requirement for a senior manager,» says Connie Reeve, a partner with Blakes specializing in employment law.

«There» s an emerging consensus that we can't build a recovery on poverty wage jobs, and these are the fastest growing jobs in the economy,» says Paul Sonn, legal co-director for the National Employment Law Project.

«I would say it is absolutely crucial for any size business with employees to have a social media policy,» said Vivienne Storey, general manager of BlandsLaw, a boutique law firm outside of Sydney, Australia, that specializes in employment law.

But if, (keeping in mind that I am not a lawyer, this is not legal advice, and you should always have a labor and employment law attorney on your speed dial) there is no downside to the move for the accuser, then you're good.

«It doesn't spell doom,» Catherine Ruckelshaus, general counsel for the National Employment Law Project, said in a press call Thursday.

«Corporations that exercise sufficient control over their franchisees can not claim ignorance,» said Catherine Ruckelshaus, general counsel and program director for the National Employment Law Project, in a Tuesday conference call held by the organizations supporting the lawsuits.

David Sanford, chairman of Sanford Heisler Sharp, the law firm that argued the largest - ever employment gender discrimination case to go to trial — a class action suit against Novartis Pharmaceuticals that resulted in a $ 253 million jury award for plaintiffs in 2010, reduced post-trial to $ 175 million — noted that in that case, the company had just three investigators for a workforce of thousands.

Justice Anthony Kennedy was the deciding vote in throwing out A) a requirement that police try to determine the immigration status of people they stop under suspicion of even minor crimes; B) a law that made it a crime for an illegal immigrant to seek employment; and C) a law that let police arrest a person without a warrant if they believed the person may have committed a crime that could lead to deportation.

It is the policy of Ionis Pharmaceuticals, Inc. to provide equal opportunity in employment throughout the corporation for all qualified applicants and employees without discrimination against any person because of a person's race, color, religion (including religious dress and grooming practices), sex / gender (including pregnancy, childbirth or related medical conditions and breast feeding), national origin, ancestry, gender identity, gender expression, legally - protected medical condition, physical or mental disability, age, military or veteran status, marital status, sexual orientation, genetic information or any other basis protected by applicable law.

Almost everyone I've seen as an in house labor and employment attorney has done similar work for a law firm but most have not focused on this aspect of law in school or have a theoretical grounding in labor and employment issues.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.

Any Employee regularly employed on a full - time or part - time (20 hours or more per week on a regular schedule) basis, or on any other basis as determined by the Corporation (if required under applicable local law) for purposes of the Non-423 Plan or any separate offering under the Code Section 423 Plan, by the Corporation or by any Designated Affiliate on an Entry Date shall be eligible to participate in the Plan with respect to the Offering Period commencing on such Entry Date, provided that the Committee may establish administrative rules requiring that employment commence some minimum period (e.g., one pay period) prior to an Entry Date to be eligible to participate with respect to the Offering Period beginning on that Entry Date.

Under New York law, which governs the terms of Shkreli's employment, Shkreli was prohibited from acting in any matter inconsistent with his agency or trust, and was bound at all times to exercise the utmost good faith and loyalty in the performance of his duties for Retrophin.

What they do not explain is that Law's initial infusion of money led to a fluorescence of employment and prosperity, for the early effect of providing money is like watering plants that have been living in parched soil.

in employee relations and employment law for role handling HR tasks including new employee onboarding supervision, benefits management, employee retention, and employee relations.

Monitoring employment law requirements in all states where GFI has employees, managing state legal notices in Namely, working with director of operations and general counsel to ensure overall compliance, and ensuring all state filing requirements are met for new employees.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and

They still have to comply with federal and state laws, which means gays are out, but everyone else has to be considered for employment by the company (the only exceptions to the law are where your religion or other protected status are essential for the job... for example, a Muslim couldn't sue an Episcopalian church who wouldn't hire them in an administrative role because their faith clashes with that of the church — things like that don't apply to a fast food chain).

It should be against the law (and in some states it is) for employers to use Credit Checks / Reports to qualify for employment.

It is frustrating to see William Chip's well - documented argument of the economic and political evils of illegal immigration rebutted from Scaperlanda's supposedly moral standpoint, when in fact the victims in this scenario are the laborers working without regulations for workplace safety, without employment benefits, and even without police protection (since contact with law enforcement is associated with deportation).

In the federal employment anti-discrimination laws, a specific exception exists for religious bodies that discriminate on the basis of religion, and a couple of years ago, in the Hosanna - Tabor case, the Supreme Court held that the Constitution allows religious bodies to discriminate with respect to the employment of ministerIn the federal employment anti-discrimination laws, a specific exception exists for religious bodies that discriminate on the basis of religion, and a couple of years ago, in the Hosanna - Tabor case, the Supreme Court held that the Constitution allows religious bodies to discriminate with respect to the employment of ministerin the Hosanna - Tabor case, the Supreme Court held that the Constitution allows religious bodies to discriminate with respect to the employment of ministers.

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....

Blake assures WKS stays in compliance with all labor and employment laws — especially important for a company based in California, which has complex state and local employment regulations which are often more stringent than the federal rules.

The employment laws in the uk would allow an employee to be sick for 6 months on full pay.

In it, we recommend a radical shake - up of employment law to make it easier for fathers, as well as mothers, to care and earn for their families.

Read Cash or Carry, the Fatherhood Institute's Nuffield Foundation - funded review of research into the roles of fathers in UK families — and our recommendations for an overhaul of UK employment law — here: http://www.fatherhoodinstitute.org/2017/why-the-uk-needs-fair-jobs-for-dads/.

We all have to be painfully aware that as much as we have laws protecting rightful employment and decency in workplace, in any «though» economic times the simple fact that there are 100s if not 1000s vying for your job does lead to predatory behaviour by companies.

It is the policy of Linden Waldorf School to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, sex, age, religion, national origin, disability, marital status, status as a covered veteran, sexual orientation, or any other legally protected status, in accordance with federal and state law, and not to discriminate on the basis thereof.

However, each individual is solely responsible for selecting an appropriate care provider or care seeker for themselves or their families and for complying with all applicable laws in connection with any employment relationship they establish.

However, this verbiage has made it possible for my place of employment to say that the law doesn't apply in my situation because I don't have a nursing baby, therefore am not considered a «nursing mother».

This book covers the following: - The effect of employment on mothers and babies - Current laws on breastfeeding in the workforce - The benefits to the employer of supporting breastfeeding mothers in the workforce - Current programs encouraging breastfeeding in the workplace - Making the case to employers to support breastfeeding mothers - Breastfeeding management for employed moms Resources for employers, childcare providers, and mothers are listed in the back of the book

«For the avoidance of doubt, we need to state it again that Dr. Ayeni is a law abiding and patriotic entrepreneur who continues to contribute to the growth of this economy and who, through business acumen and initiatives, continues to create employment opportunities to hundreds of Nigerians in the finance, telecommunications, oil and gas, maritime and real estate sectors, among others, of our economy.

The manifesto includes plans to enhance the definition of «worker» in employment law, to outlaw bogus self - employment, strengthen rights in companies and address agency labour issues and guarantee rights for workers from day one.

Commentators talk about «plan A +» (i.e. bringing forward infrastructure programmes, deregulating the economy, supply - side measures in employment law, etc) or «plan B» (i.e. Labour's plans for a temporary reduction in VAT, a N. I. holiday and a deceleration of the public expenditure reductions).

Other proposals include: measures to support families; a change in employment law; reform to public pensions; break - up of the banks; and a proposal to remove the UK from any liability for future EU bailouts.

Prosecutors and Board of Election officials agree that state election law prohibits the offering of public employment in exchange for running, or not running, for office.

It's pretty clear that however distasteful the religious exemption in the proposed Employment Non-Discrimination Act may be for its supporters, it is, unfortunately, necessary for the legislation to avoid a First Amendment freedom - of - religion legal challenge in court — a legal challenge religious groups opposed to LGBT rights would almost certainly win if ENDA became law without the exemption.

One was actively opposing the selling of the nursing home through his legislation and votes when his wife and sister - in - law worked there, and another had gone to work for the union after leaving county employment and had the ability to provide inside information to the detriment of county management and the taxpayers.

As part of a proposed Equality Bill, Harman announced a consultation on changing the existing discrimination laws, including options for reverse discrimination in employment.

While not commenting directly on the interview, Mohr agreed with Sedita that offering employment in exchange for not running is prohibited by law.

The coalition has already announced measures to limit tax credits, scrap the Child Trust Fund, for the part - privatisation of Royal Mail, to scrap National Insurance increases for employers but maintain them for employees, cut by 10,000 the planned extra university places, provide for a greater role for the private sector in «free schools» and a «review» of all employment law to «maximise flexibility» amongst other measures.

Former Cuomo counsel Seth Agata, now executive director of the Joint Commission on Public Ethics, later testified he sanctioned Percoco's post-government employment in a July 2014 memo only because Percoco told him it was for a law firm dealing with labor issues and localities — not anyone with business before the state.

«It's utterly unprecedented in the United States,» said Paul Sonn, legal co-director of the National Employment Law Project in Washington, D.C. «We're not aware of any state that has adopted a tax credit remotely resembling this one, which will have the taxpayer pick up the tab for the cost of the minimum wage increase for a certain category of worker.»

Both APC guidelines and electoral law made it compulsory for any individual in a public service employment to resign or withdraw before contesting for an elective office.

Prosecutors and Board of Election officials agree that the state election law prohibits the offer of public employment in exchange for running, or not running, for office.