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.
Not exact matches
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.
Much
as the NCA recognises the key role the radio stations play in the socio - economic life
of the country, dissemination
of information,
employment and investment opportunities it creates, it is important that players within that space adhere to the regulatory requirements and
conditions of their Authorisations.
Provides that it shall be an unlawful discriminatory practice for an employer to require,
as a
condition of employment, an employee or prospective employee to consent to the creation
of a credit report that contains
information about the employee's or prospective employee's credit score, credit account balances, payment history, savings or checking account balances or savings or checking account numbers unless exceptions are met.
Even if the prohibition does not apply, an employer may not use the
information as the sole factor in decisions regarding
employment, compensation, or a term,
condition, or privilege
of employment.
An employer shall not require an employee or prospective employee to consent to a request for a credit report that contains
information about the employee's or prospective employee's credit score, credit account balances, payment history, savings or checking account balances, or savings or checking account numbers
as a
condition of employment.
No employer,
employment agency, licensing agency or agent shall use
information in a consumer credit report
of a job applicant or employee in connection with or
as a criterion for
employment decisions related to hiring, termination, promotion, demotion, discipline, compensation, or the terms,
conditions or privileges
of employment.
No employer may (1) request or require that an employee or prospective employee consent to or provide the results
of a credit check
as a
condition of employment; (2) obtain a credit check or cause a credit check to be obtained that pertains to an employee or prospective employee; or (3) fail or refuse to hire, bar, discharge from
employment, or otherwise discriminate against an employee or prospective employee because
of information contained in a credit check unless the
information contained in such credit check is a bona fide occupational qualification or such credit check is otherwise required by law.
Tourism Australia's employees are bound by confidentiality obligations
as a
condition of their
employment, and this extends to ensuring that personal
information collected by Tourism Australia is kept confidential.
Like all Company employees, you will be required,
as a
condition of your
employment with the Company, to sign the Company's standard Confidential
Information and Invention Assignment Agreement -LSB-, a copy
of which is attached hereto
as Exhibit A].
Some
of the most common are wrongful termination, discrimination, retaliation, violations
of the Family Medical Leave Act, violations
of the Fair
Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for
Employment and Housing Act, Violations
of the California Family Rights Act, privacy breaches (e.g. disclosure
of a medical
condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours
of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce
employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for
employment records upon request, failure to provide wage and pay
information upon hiring, misclassification
of an hourly employee
as an exempt employee, misclassification
of an hourly employee
as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.
Although the Genetic Non-Discrimination Act now makes it illegal for an organization to require individuals to undergo genetic testing or provide their results in order to obtain a product or service, or
as a
condition of a federally regulated business»
employment, individuals may still provide this
information voluntarily.
7.3 All employees
of Thomson Reuters Canada with access to Personal
Information shall be required
as a
condition of employment to respect the confidentiality
of Personal
Information.
Other Legally Required Disclosures CareerBuilder
Employment Screening preserves the right to disclose without your prior permission any Personal
Information about you or your use
of this Site if CareerBuilder
Employment Screening has a good faith belief that such action is necessary to: (a) protect and defend the rights, property or safety
of CareerBuilder
Employment Screening, employees, other users
of this Site, or the public; (b) enforce the terms and
conditions that apply to use
of this Site; (c)
as required by a legally valid request from a competent governmental authority; or (d) respond to claims that any content violates the rights
of third - parties.
New Directions for Youth (North Hollywood, CA) 2009 — 2011 Marriage and Family Therapy Intern • Conducted initial interviews and assessments to develop treatment and recovery plans for program participants
as well
as involved family members • Obtained family, social, and
employment data along with medical and mental health treatment
information for use in process • Served
as member
of multi-disciplinary team to review client cases, treatment approaches, clinical issues, participant progress and treatment recommendations • Integrate training and various applicable techniques into treatment plans designed to address mental, emotional and family disorders or
conditions • Prepared and maintained clinical case files for use in diagnostic evaluations and the monitoring
of progress • Coordinated all continuity
of care and other treatment - related services with probation officers, community service professionals and healthcare personnel