Sentences with phrase «laws as a condition of employment»

Brokers may also wish to ensure that agents and employees acknowledge compliance with the new competition laws as a condition of employment or independent contractor agreements.

Not exact matches

Right - to - work laws bar so - called «closed shops,» where workers are required to join a union and pay union dues or pay equivalent fees as a condition of employment.

As such, their salaries, terms of employment, employee benefits, and working conditions are usually determined via collective bargaining with trade unions; moreover, contract holders are protected by German labor law.

Notwithstanding the requirements of this subdivision, participation in professional development outside the regular school day or regularly scheduled working days of the school year shall be volitional for teachers, unless otherwise agreed upon as a term or condition of employment pursuant to collective bargaining under article 14 of the Civil Service Law.

A group of California teachers belonging to a local chapter of the National Education Association, the largest teachers union in the country, are suing to overturn state laws that allow school districts to force public sector workers to join unions as a condition of employment.

The suit claims state «agency shop» laws, which require public employees to pay union dues as a condition of employment, violate well - settled principles of freedom of speech and association.

No person shall, on the basis of race, color, religion, gender, age, marital status, disability, political or religious beliefs, national or ethnic origin, or sexual orientation be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity, or in any employment conditions or practices conducted by this School, except as provided by law.

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.

Discrimination based on several types of personal characteristics, such as age (40 years of age and older), race, religion, national origin, medical condition, disability or gender are illegal under both federal (Title VII of the Civil Rights Act) and state law (Fair Employment and Housing Act).

Supervising solicitors will guide law students in giving advice on a range of topics, such as choosing the right business structure; understanding how to comply with employment law; protecting intellectual property rights; and appropriate terms and conditions to manage customers» expectations and rights.

Via the Legal Skills Prof Blog I see that in the state of Utah, however, «numerous students have reported that practicing attorneys have conditioned initial or continuing employment as a law clerk upon the students» agreeing to use their free Lexis or Westlaw access to perform the firm's work.

Arbitrator holds that the Government can not prevent law clerks from being called to the Bar as a condition of employment.

As Berkeley Law students and alumni, we respectfully request that the Career Development Office extend this prohibition to any employer that requires any employee, including associates, staff, or summer associates, to agree to as a general condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconducAs Berkeley Law students and alumni, we respectfully request that the Career Development Office extend this prohibition to any employer that requires any employee, including associates, staff, or summer associates, to agree to as a general condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconducas a general condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconduct.

On March 24, 2018, news broke that a prominent law firm was forcing its incoming summer associates to sign a mandatory arbitration agreement with a non-disclosure provision as a condition of employment.

As a highly respected Bay Area employment law attorney, Spencer C. Young and his staff fight on behalf of employees who have been wrongfully terminated, sexually harassed, or discriminated against due to age, race, gender, sexual orientation, disability, and medical conditions, e.g. pregnancy.

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 forEmployment 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 foremployment 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.

Under New Hampshire law, employers may not require or even ask employees to undergo «genetic testing» as a condition of employment.

The law does not identify the circumstances in which a partially disabled worker must seek employment as a condition of receiving benefits.

The terms and conditions applicable to the parties in respect of the acquisition were principally consolidated into the main Share Purchase Agreement, which necessitated a thorough review of the provisions thereof in light of Maltese law considerations, such as registration formalities and requirements, procedures and statutory filings, as well as employment related matters.

Labour and employment law: Following the closure of the Wal - Mart store in Jonquière, Que., in April 2005, the United Food and Commercial Workers, Local 503 took legal action against Wal - Mart as a result of changes to the employees» conditions of employment.

As is often the case in law, what constitutes «reasonable notice» will depend on various factors (known as «Bardal Factors»), such as the character of employment, length of service, the age of the employee, and the availability of similar job opportunities (market conditions) for an employee with similar qualificationAs is often the case in law, what constitutes «reasonable notice» will depend on various factors (known as «Bardal Factors»), such as the character of employment, length of service, the age of the employee, and the availability of similar job opportunities (market conditions) for an employee with similar qualificationas «Bardal Factors»), such as the character of employment, length of service, the age of the employee, and the availability of similar job opportunities (market conditions) for an employee with similar qualificationas the character of employment, length of service, the age of the employee, and the availability of similar job opportunities (market conditions) for an employee with similar qualifications.

These central principles inspire us to reach out to those in need and to help heal the whole person - mind, body and spirit.Queen of the Valley Medical Center combines the region's most qualified physicians and staff with the most advanced technology available.Because we have such high standards of care, our programs have been recognized regionally and nationally for their demonstrated success of outcome and care which is par with university hospitals.Queen of the Valley Medical Center provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics.In addition to federal law requirements, Queen of the Valley Medical Center complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.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.Positions specified as «on call / per diem» refers to employment consisting of shifts scheduled on as «as needed basis» to fill in for staff vacancies.

As a condition of their employment, Royal LePage employees are required to follow all applicable laws and regulations, including this Privacy Policy.