Not only do these situations have the ability to negatively impact an employee's reputation but they can also result in serious disciplinary measures up to and
including termination of employment.
We take action when we find violations —
including termination of employment.»
Employees who violate this policy will be subject to disciplinary action, up to and
including termination of employment.
As with any policy governing conduct, the policy should make clear that breaches of the policy may result in discipline, up to and
including termination of employment.
The Cooper Union requires Personnel to report to The Cooper Union good - faith concerns about behavior that appears to violate this Code, and under this Code a «Whistleblower» is the individual reporting such activity.The Cooper Union strictly prohibits any harassment, retaliation, or adverse employment consequences against any Whistleblower who, in good faith, reports a violation or suspected violation of this Code, and any person who retaliates against a Whistleblower is subject to appropriate disciplinary and corrective action, up to and
including termination of employment in the case of an employee.
The Cooper Union requires Personnel to report to The Cooper Union good - faith concerns about behavior that appears to violate this Code, and under this Code a «Whistleblower» is the individual reporting such activity.The Cooper Union strictly prohibits any harassment, retaliation, or adverse employment consequences against any Whistleblower who, in good faith, reports a violation or suspected violation of this Code, and any person who retaliates against a Whistleblower is subject to appropriate disciplinary and corrective action, up to and
including termination of employment in the case of an employee.
However, any director, officer, employee or volunteer who deliberately or maliciously provides false information may be subject to disciplinary action, up to and
including termination of employment.
Koskie Minsky's legal mandate is to represent all Employees» interests in connection with all issues affecting them in the CCAA Proceedings,
including the termination of employment and claims for termination pay and related entitlements.
If suspicious trading is traced to individual flight attendants, management warned, investigations could follow and lead to «suspension of individual trip trade capabilities and, in egregious cases, corrective action up to and
including termination of employment.»
Not exact matches
Ontario's
Employment Standards Act provides a lengthy code for what employers can and can not do in the context of an employment relationship, including rules relating to the termination of
Employment Standards Act provides a lengthy code for what employers can and can not do in the context
of an
employment relationship, including rules relating to the termination of
employment relationship,
including rules relating to the
termination of employees.
Helps cover defense and damages costs resulting from a variety
of employment - related claims
including allegations
of wrongful
termination, discrimination, workplace harassment and retaliation.
«The vesting
of each executive's awards will accelerate upon
termination of his
employment for any reason (
including a resignation for good reason) other than cause, death or disability (as such terms are defined in such executive's
employment agreement) if such
termination takes place upon or within two years following a change in control (as defined in such executive's
employment agreement) that occurs during the term
of his
employment agreement and such executive signs a general waiver and release that has become effective.»
This policy applies to all terms and conditions
of employment,
including recruitment, hiring, placement, compensation, benefits, promotion, demotion, layoff,
termination, and all other terms and conditions
of employment.
I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC
of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement
of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration
of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course
of its business operations, Baby Safe Homes provides its customers products and services which, by nature
of the business,
include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason
of his / her interest in Baby Safe Homes and in the course
of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information,
including procedures, customer lists, and particular desires or needs
of such customers to which Applicant has access in the course
of his / her duties as an Applicant.nNow, therefore, in consideration
of the premises contained herein, the parties agree as follows Applicant shall not, either during the time
of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit
of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue
of his / her
employment with Baby Safe Homes, in any manner whatsoever, any such information
of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business
of any
of its customers or prospective customers, except as required in the course
of his / her
employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period
of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following
termination of employment, call upon or solicit, or attempt to call upon or solicit, any
of the customers or patrons Baby Safe Homes
including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process
of a Baby Safe Homes franchise business.
Consistent with the severity
of the violation, discipline can
include verbal or written warning, suspension with or without pay, loss or reduction
of bonus or stock options, demotion or, for the most serious offenses or repeated misconduct,
employment termination.
All aspects
of employment including recruitment, selection, hiring, training, transfer, promotion,
termination, compensation, and benefits conform to this policy in order to further the principles
of equal
employment opportunity and the spirit
of affirmative action.
This policy applies to all terms and conditions
of employment,
including recruiting, hiring, placement, promotion,
termination, layoff, recall, transfer, leaves
of absence, compensation and training.
This policy applies to all terms and conditions
of employment,
including recruiting, hiring, placement, promotion,
termination, layoff, recall, transfer, leaves
of absence, compensation and
His expertise is labor, education, and
employment law with 40 years
of experience representing, «over 100 school administrator associations, in addition to individual employees, school superintendents, and other public sector unions,
including teacher, police, fire, secretarial, paraprofessional, nurse, and town hall employee units in collective bargaining, grievance arbitration,
termination matters, and unfair labor practice complaints.
State law requires that appraisal results be considered by districts when making
employment decisions,
including termination of contracts.
The regulations adopted by the New York State Board
of Regents based on the 2010 law changing how the evaluations must work
includings a line that says the new evaluations must be «a significant factor in
employment decisions such as promotion, retention, tenure determinations,
termination, and supplemental compensation,» as well as how teacher and principal development is approached.
Once the new evaluation system is fully implemented, the First to The Top Act requires it to serve as a factor in
employment decisions in our state's education system
including, but not limited to: promotion, retention,
termination, compensation and the attainment
of tenure status.
Having worked both sides
of the union issue in public
employment, I can tell you that no union contract fails to
include termination or discipline for cause.
This policy applies to applicants and employees and to all aspects
of employment including hiring, promotion, demotion, treatment during
employment, compensation, and
termination of employment.
Lenders can use a variety
of documents for this purpose,
including: Verification
of Employment (VOE) documents,
termination notices, business closure notices, tax returns, and W - 2 forms.
• Loss
of income,
employment or both that totaled at least 20 percent
of previous earnings for at least six months —
including copies
of applicable
termination notices or changes in
employment status
Meet one or more
of the eligibility requirements for a hardship withdrawal which
include: disability, debt for medical expenses that exceed 7.5 percent
of your adjusted gross income, alimony and child support obligations or separation from
employment through
termination, retirement or quitting.
Equal
employment opportunity applies to all terms and conditions
of employment,
including hiring, placement, assignments, promotion,
termination, layoff, recall, transfer, leave
of absence, compensation, and training.
Those who do not comply with this policy will be subject to disciplinary action up to and
including fines and / or expulsion from the college, or
termination of employment.
Employment law appeals, including the terms of employment contracts, discrimination and wrongful termination cases, defamation and l
Employment law appeals,
including the terms
of employment contracts, discrimination and wrongful termination cases, defamation and l
employment contracts, discrimination and wrongful
termination cases, defamation and libel cases
Topics
include: Employees Rights; Hours
Of Work; Overtime; Deductions; Holiday And Vacation Pay; Sickness; Maternity; Payment
Of Wages; Unsafe Workplaces; Under 18;
Termination, Transfer, And Demotion;
Employment Insurance; Training Allowances And Wage Subsidies; Discrimination; Worker's Compensation;
Employment Standards.
Employment Law: Mr. Anderson defends employers in civil actions involving various types of employment - related claims including wrongful termination, whistle - blower actions, discrimination, harassment, pay stub claims, wage and hour claims, and contrac
Employment Law: Mr. Anderson defends employers in civil actions involving various types
of employment - related claims including wrongful termination, whistle - blower actions, discrimination, harassment, pay stub claims, wage and hour claims, and contrac
employment - related claims
including wrongful
termination, whistle - blower actions, discrimination, harassment, pay stub claims, wage and hour claims, and contract actions.
This policy applies to all aspects
of employment,
including recruitment, placement, promotion, transfer, demotion, compensation, benefits, social and recreational activities and
termination.
At McNeil Leddy & Sheahan, we handle all facets
of employment - related matters,
including cases involving employee
termination and discipline,
employment discrimination, sexual harassment, medical leaves, the Fair Labor Standards Act, and the Americans with Disabilities Act.
Employment Standards staff administer and enforce the Employment Standards Code, which establishes minimum standards of employment for employers and employees in the workplace.This site contains information on the minimum standards of employment for employers and employees, including payment of earnings, minimum wage, hours of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and termination of e
Employment Standards staff administer and enforce the
Employment Standards Code, which establishes minimum standards of employment for employers and employees in the workplace.This site contains information on the minimum standards of employment for employers and employees, including payment of earnings, minimum wage, hours of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and termination of e
Employment Standards Code, which establishes minimum standards
of employment for employers and employees in the workplace.This site contains information on the minimum standards of employment for employers and employees, including payment of earnings, minimum wage, hours of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and termination of e
employment for employers and employees in the workplace.This site contains information on the minimum standards
of employment for employers and employees, including payment of earnings, minimum wage, hours of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and termination of e
employment for employers and employees,
including payment
of earnings, minimum wage, hours
of work and rest periods, overtime and overtime pay, vacations and vacation pay, general holidays and holiday pay, maternity and parental leave and
termination of employmentemployment.
Serving as outside
employment counsel for a national company, advising in - house counsel and human resources professionals on all aspects
of employment law
including due diligence, hiring and
termination issues, wage and hour compliance, risk management, and other
employment - related matters.
Most
of the cases he handles deal with aspects
of individual
employment contracts,
including hiring,
termination of employment, restrictive covenants (e.g. non-competition clauses), fringe benefits, as well as pension plans and incentive programs.
Employment Claims — We handle all types of employment claims including, wrongful termination, sexual harassment, discrimination, failure to pay wages and other types of employme
Employment Claims — We handle all types
of employment claims including, wrongful termination, sexual harassment, discrimination, failure to pay wages and other types of employme
employment claims
including, wrongful
termination, sexual harassment, discrimination, failure to pay wages and other types
of employmentemployment claims.
Our Labor &
Employment attorneys provide advice and representation on a wide range of employment related matters affecting technology and emerging growth companies, including wage / hour compliance (including classification audits), handbooks, policy manuals and drug testing plans, employment and independent contractor agreements, terminations, severance plans and releases, sexual harassment training, protection of trade secrets and confidential business information, leaves of absence and return to work issues, and IP ownership and assignme
Employment attorneys provide advice and representation on a wide range
of employment related matters affecting technology and emerging growth companies, including wage / hour compliance (including classification audits), handbooks, policy manuals and drug testing plans, employment and independent contractor agreements, terminations, severance plans and releases, sexual harassment training, protection of trade secrets and confidential business information, leaves of absence and return to work issues, and IP ownership and assignme
employment related matters affecting technology and emerging growth companies,
including wage / hour compliance (
including classification audits), handbooks, policy manuals and drug testing plans,
employment and independent contractor agreements, terminations, severance plans and releases, sexual harassment training, protection of trade secrets and confidential business information, leaves of absence and return to work issues, and IP ownership and assignme
employment and independent contractor agreements,
terminations, severance plans and releases, sexual harassment training, protection
of trade secrets and confidential business information, leaves
of absence and return to work issues, and IP ownership and assignment issues.
Mr. De La Cruz handles various types
of employment litigation,
including wage and hour class actions; discrimination, wrongful
termination, retaliation, and harassment lawsuits; and administrative litigation, collective bargaining, and general labor relations matters.
Susanne Ingold («Susie») practices in all areas
of labor and
employment law and litigation,
including employment discrimination law, risk management, executive
employment contracts, personnel policies and manuals, wrongful
termination, trade secrets / non-compete agreements, sexual harassment, drug and alcohol testing, and wage and hour law.
Non-Compete: The Employee shall not, either during his or her
employment or for a period
of twelve (12) months following the
termination of his or her
employment for any reason
including resignation, without the prior written consent
of the Company, carry on, or be engaged in, or be concerned with, or interested in, or employed by, any person engaged in or concerned with or interested in a business which is the same as, or substantially similar to, or in competition with, the Company's business at the time
of any such
termination within a radius
of seventy - five (75) kilometres from any Company or Affiliated Corporation office where the Employee was employed during the last twelve (12) months
of his or her
employment.
Advising and representing companies and executives in the
termination of executive
employment contracts
including directors» and officers» liability.
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 Nor
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 Nor
Employment Opportunity Commission, and Unemployment Insurance Division) and in courts on the state and federal level in Montana and North Dakota.
Ms. Alexander - Krom advises employers, employees, and business executives in all aspects
of employment - related issues and policies
including hiring, FMLA leave and ADA compliance, discrimination, wage and hour, employee
terminations, and severance agreements.
Advising a leading online retailer on TUPE implications
of the early
termination of an outsourcing arrangement
including drafting and negotiating the
employment aspects
of the
termination agreement and new supply agreement with the replacement supplier.
Amy advises on both contentious and non-contentious matters
including recruitment and
termination of staff, day - to - day HR advice, reorganisations and individual and collective redundancies, changing terms and conditions, post-
termination restrictions,
employment issues on corporate transactions and outsourcing and
employment litigation.
We provide counsel on a variety
of employee relations matters,
including employment contracts, state and federal compliance, employee
terminations and employee claims
of every kind.
Some
of the changes being proposed with respect to the
Employment Standards Code include: the introduction of new unpaid, job - protected leaves, decreased eligibility thresholds for existing unpaid, job - protected leaves, increasing the rate at which overtime may be banked, changes to the eligibility and calculation of overtime in the context of compressed work weeks, the introduction of additional employee rest periods, changes to the eligibility and calculation of general holiday pay, amendments to youth employment, the introduction of additional notice requirements in the context of group termination notices, and new enforcement tools to deal with non-compliant employers, including introduction of an administrative penal
Employment Standards Code
include: the introduction
of new unpaid, job - protected leaves, decreased eligibility thresholds for existing unpaid, job - protected leaves, increasing the rate at which overtime may be banked, changes to the eligibility and calculation
of overtime in the context
of compressed work weeks, the introduction
of additional employee rest periods, changes to the eligibility and calculation
of general holiday pay, amendments to youth
employment, the introduction of additional notice requirements in the context of group termination notices, and new enforcement tools to deal with non-compliant employers, including introduction of an administrative penal
employment, the introduction
of additional notice requirements in the context
of group
termination notices, and new enforcement tools to deal with non-compliant employers,
including introduction
of an administrative penalty system.
She regularly advises clients on all aspects
of employment law
including complex dismissals, discrimination, performance management, disciplinary and grievances, large scale restructures and redundancies and senior executive
terminations.