Sentences with phrase «individual employment rights»

This could include working conditions in factories, the use of child labour, and individual employment rights.

In Orange County and throughout Southern California, our team of experienced labor and employment lawyers will help by discussing your harassment issue, clarifying your legal concerns, and advising you on how to proceed down the road to a rightful recovery, with the positive goal of protecting your individual employment rights in the future.

Self - employed people have no employment rights whereas employed or worker status gives individuals employment rights such as the national minimum wage and holiday pay and if employed for two years or more, unfair dismissal rights.

Not exact matches

However, these individuals would be wise to keep their options open (employment search, start a business, or buy an existing business) in case the right deal doesn't materialize.

Nonstatutory Stock Options, or NSOs, will provide for the right to purchase shares of our common stock at a specified price, which may not be less than fair market value on the date of grant, and usually will become exercisable (at the discretion of the administrator) in one or more installments after the grant date, subject to the participant's continued employment or service with us and / or subject to the satisfaction of corporate performance targets and individual performance targets established by the administrator.

Transgender and work - your rights in employment and training is among the latest publications produced by the Commission: «This leaflet provides advice to individuals who are undergoing gender reassignment.

Giving it to the Tories or UKIP is unimaginable; shifting support to the Liberal Democrats is highly unlikely given the enthusiasm with which Vince Cable has embraced the recommendations of the Beecroft Report and the further whittling away of individual and collective employment rights.

In October, New York Governor Andrew Cuomo enacted an executive order to include gender identity under the definition of sex in the 1945 Human Rights Act which will start providing employment and housing protections to transgender individuals.

On Aug. 24, the women, all of whom work in nonacademic positions, filed individual charges with the Pennsylvania Human Relations Commission; the same charges were also filed by the union with the U.S. Equal Employment Opportunity Commission under Title VII of the Civil Rights Act of 1964, which bars job discrimination on...

«The NUT is also highlighting the complete break - up of our education system into individual academies, which is resulting in a breakdown of teachers» employment rights.

This law provides employees and their families the right to remain temporarily covered under an employer's health insurance plan at the group rate after termination of employment, provided the individual takes over payment of premiums.

Employers may not (a) directly or indirectly require, request, suggest or cause any employee or prospective employee to submit a consumer credit report or other credit information as a condition of employment; (b) use, accept, refer to or inquire concerning a consumer credit report or credit information; (c) discharge, discipline, or discriminate against any individual who refuses or declines to submit a credit report; or retaliate against any individual who files a complaint or exercises his / her rights under this statute.

Now an endless supply of information about employment rights is available online, with a smart phone and a few spare minutes, an individual can quickly and easily clarify their employment rights.

There is no police body for employment rights, the system relies on individuals to use the tribunal system to get remedy and this is by no means straight forward.

Failure to do so can lead to fines and ultimately criminal sanctions against the business and also the individual, not to mention the risk of bad publicity should the business fail to compile to any minimum legal employment rights.

The Supreme Court of Canada will be hearing an appeal of Schrenk v. British Columbia (Human Rights Tribunal) and determining whether the B.C Human Rights Tribunal had jurisdiction to hear a complaint about discrimination in employment involving individuals from different workplaces / separate employers.

We represent individuals and professionals, municipalities and their agencies, business entities, trucking companies, insurers and their insureds from claims and lawsuits for catastrophic losses and personal injuries, civil rights, construction losses and contracts, employment related practices, property damage and wrongful death arising from the transportation function and commercial motor vehicle activity; the ownership, use and control of land (including environmentally related or toxic exposure claims); the design, manufacture, sale or use of industrial and consumer products; and liability claims against licensed professionals, including lawyers, engineers, accountants and architects, in the States of Pennsylvania and New Jersey.

It also re-defines the role of «worker» so that the obligation to provide personal service no longer prevents an individual from being eligible for basic employment rights.

The New York State Human Rights Law prohibits discrimination in employment based upon an individual's record of conviction or arrest.

The report recognises the importance of retaining a dynamic and flexible labour market but makes certain recommendations aimed at clarifying an individual's employment status and rights.

Through individual training and group seminars, Tina advises her clients in preventing employment law and civil rights violations, minimizing damages once violations occur.

Joe has also represented numerous individuals with disabilities in asserting their rights regarding housing, employment, and access to public accommodations.

The firm also received Tier 1 rankings in Utah for ten practice areas including Bankruptcy and Creditor Debtor Rights / Insolvency and Reorganization Law, Commercial Litigation, Corporate Compliance Law, Corporate Law, Employment Law — Individuals, Family law, Litigation — Bankruptcy, Mergers & Acquisitions Law, Securities / Capital Markets Law and Trusts & Estate Planning.

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.

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.

The United Nations Declaration on the Rights of Indigenous Peoples sets out the individual and collective rights of Indigenous peoples, as well as their rights to culture, identity, language, employment, health, education and other iRights of Indigenous Peoples sets out the individual and collective rights of Indigenous peoples, as well as their rights to culture, identity, language, employment, health, education and other irights of Indigenous peoples, as well as their rights to culture, identity, language, employment, health, education and other irights to culture, identity, language, employment, health, education and other issues.

Obviously, the ITAR are direct and intentional challenges to Canadian citizenship, employment, multiculturalism and civil rights laws since almost all individuals affected are members of visible minorities as defined by Canada's federal Employment Equity employment, multiculturalism and civil rights laws since almost all individuals affected are members of visible minorities as defined by Canada's federal Employment Equity Employment Equity Act (EEA).

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.

Business Development: Brokering various business dealings that further the diversification of Indian economies Developing and accessing commercial financial programs and services for tribal governments, including tax - exempt offerings and federally - guaranteed housing loans Serving as issuer or underwriter's counsel in tribal bond issuances Ensuring tribal compliance with Bank Secrecy Act and other federal financial regulatory requirements Handling federal and state income, excise, B&O, property and other tax matters for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and federal law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor & employment, and workers» compensation laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian law litigation, including commercial, labor & employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal rights.

Mr. Momita prosecutes individual and class actions in state and federal court, primarily in the areas of consumer rights, wage and hour, discrimination, and employment.

While employers, shop owners and landlords are obligated to adapt or adjust facilities, services or employment requirements to meet the needs of an individual or a group protected by human rights laws, the this accommodation is limited if it would cause undue hardship.

In addition, where there are questions surrounding employee status, it is proposed that an individual would have the right to bring a claim to the ET to determine employment status as a preliminary issue.

The statutory right does not extend to investigatory hearings but individual contracts of employment may provide this further facility.

Employers, shop owners and landlords are obligated to adapt or adjust facilities, services or employment requirements to meet the needs of an individual or a group protected by human rights laws (known as the duty to accommodate).

Exclusion from her chosen employment would come within the scope of the individual's Art 8 rights, as it would affect her ability to form relationships with others and would subject her to a considerable stigma.

The issue arose as a result of the fact that, despite being informed of the right to enrol in benefits and the application process at the point of employment, and despite being sent a follow - up e-mail with an invitation to contact the individual at the College who was responsible for enrolment of academic staff into benefits, some partial load employees simply did not follow - up and contact the College to fill out the application forms.

Christine A. Rodriguez is of counsel to the firm Balestriere Fariello and successfully represents individuals and small businesses in all manner of employment discrimination, civil rights, criminal defense, civil litigation and commercial litigation matters.

Minnesota Employment Lawyers representing individuals subjected to violations of their civil rights and discrimination in the workplace.

Individuals are often shocked to learn that their entitlements when terminated are minimal because they signed employment contracts years earlier that removed many of the rights that they thought, incorrectly, they enjoyed.

Ms. Hope - Selkin has also honed her litigation acumen to counsel individuals and corporate clients alike in employment law matters relating to wrongful dismissal, constructive dismissal and human rights disputes.

Ms. Rodriguez represents individuals and small businesses in all manner of employment litigation, business and commercial litigation, civil rights violations and state and federal criminal defense matters.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrEmployment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discremployment discrimination.

As a litigator, Craig represents businesses and individuals in employment, commercial litigation, minority shareholder rights, breach of fiduciary duty, breach of contract, unpaid wages and commissions, trade secrets, non-competition, deceptive trade practices, sales representatives, and unfair competition matters.

With respect to labour law, she focuses on advising her clients on all individual labour law questions, relating to the establishment, existence and termination of employment relationships, in particular structuring of contracts and rights of termination.

Whereas employment law focuses on the rights of individual employees, labor law is primarily concerned with issues arising among unions, union members, and employers.

Matthew has represented hundreds of individuals in employment discrimination, civil rights, education and personal injury cases.

Since becoming an attorney in 1988, Gary has represented both individuals and companies in general commercial and civil lawsuits, including employment discrimination disputes, probate and estate disputes, bad faith insurance claims, contract disputes, civil rights, products liability, and selected brain injury cases.

Bill 164 proposes amending the Ontario Human Rights Code (the «Code») to include the following four new protected grounds of discrimination for individuals seeking employment, a place to live, or services:

While each case will turn on its facts, there appears to be a growing trend whereby businesses operating in the «gig economy» may find that individuals they have purported to engage on a self - employed basis are in fact workers for the purposes of employment rights.

Administrative Law Alternative Dispute Resolution Social Program Business Law Alternative Dispute Resolution Incorporations Independent Legal Advice Sports Law Civil Law Alternative Dispute Resolution Co-op Housing Estate Litigation Motor Vehicle Accidents Personal Injury Property Damage Residential Landlord and Tenant (Landlord) Residential Landlord and Tenant (Tenant) Slander / Libel Small Claims Court Wrongful Dismissal Estate Law Alternative Dispute Resolution Elder Law Estate Administration and Distribution Estate Litigation Estate Planning Independent Legal Advice Living Wills Power of Attorney Representation Agreements Trusts Wills Family Law Adoption Alternative Dispute Resolution Annulments Bankruptcy and Insolvency Child / Spousal Support Child Custody / Access Child Protection Proceedings Collaborative Family Law Committeeship (Mental Incompetency) Division of Property / Assets Domestic Contract Family Court of Appeal Independent Legal Advice International Divorce Paternity Restraining Orders Separation / Divorce Uncontested Divorce Variation Orders Labour and Employment Law Alternative Dispute Resolution Arbitration — Interests and Rights Employment Contracts Employment Equity Employment Insurance (EI) Employment Standards Human Rights / Discrimination Individual Employee Representations Management Representation Occupational Health and Safety Pensions Professional Discipline Hearings Sexual Harassment / Discrimination Sports Law Union Certification / Decertification Unionized Personnel Work Permits / Visas Wrongful Dismissal WSIB / WCB / WSB Real Estate Law Condominium Contract Independent Legal Advice Mortgage Agreements Residential Real Estate Rural Real Estate