Sentences with phrase «legal rights the employee»

The action an employee takes in response to sexual harassment may determine what legal rights the employee ultimately has.

Not exact matches

Anything within their legal rights will be made transparent, only keeping confidential any Amazon information (their more secretive parent company) that is considered proprietary, as well as complying with the appropriate employee data guidelines.

You agree to defend, indemnify and hold harmless NBCUniversal, its affiliates and their respective directors, officers, employees and agents from and against any and all claims, demands, actions, suits or proceedings, as well as any and all losses, liabilities, damages, costs and expenses (including reasonable legal fees and costs) arising out of or accruing from (a) any breach of these terms, including any of the foregoing provisions, representations or warranties, and / or from your placement or transmission of any content onto NBCUniversal's servers, and / or from any and all use of your account; (b) any material posted or otherwise provided by you (including without limitation User Content), or any other subscriber or user of your account that infringes any intellectual property right of any person or entity or defames any person or violates their rights of publicity or privacy; (c) any misrepresentation made by you in connection with your use of the online services; and (d) any breach of any of the representation, warranties or other terms or conditions relating to use of your User Content or the online services.

The landmark ruling also delivered marital legal protections afforded to heterosexual marriages, including rights related to medical decisions, certain tax benefits and access to employee benefits.

Instead, they've created a legal device called stock appreciation rights (SARs), a kind of phantom stock that can be bought through payroll deductions and that pays off, according to a formula, when the employee retires or if the company is sold.

RELEASE AND LIMITATIONS OF LIABILITY: By participating in any Aberdeen Group survey, entrants agree that Aberdeen Group and any other applicable sponsor, and its parents, affiliates, subsidiaries, representatives, consultants, contractors, legal counsel, advertising, public relations, promotional, fulfillment and marketing, web site providers, web masters, Aberdeen Group and their respective officers, directors, employees, representatives, and agents (The «Released Entities»), will have no liability whatsoever for, and shall be held harmless by entrants against any liability for any injuries, losses or damages of any kind to persons, including personal injury or death, or property resulting in whole or in part, directly or indirectly, from acceptance, possession, misuse or use of a prize, entry, or participation in any survey contests or in any survey contest related activity, or any claims based on publicity rights, defamation or invasion of privacy, or merchandise delivery.

Companies like Hobby Lobby and the Catholic - run hospitals and such that are screaming about their religious rights are forgetting the fact that providing employment to people doesn't equate to some moral mandate to play God and give or deny those employees their right to a legal drug or procedure.

For restaurants, hotels and the hospitality industry as a whole, these manuals play a crucial role in defining the legal rights and obligations of both the employer and employee.

By entering the Promotion, each entrant releases and discharges the Sponsor, judging organization (if applicable), and any other party associated with the development or administration of this Promotion, their parent, subsidiary, and affiliated entities, and each of their respective officers, directors, members, shareholders, employees, independent contractors, agents, representatives, successors and assigns (collectively, «Sponsor Entities»), from any and all liability whatsoever in connection with this Promotion, including without limitation legal claims, costs, injuries, losses or damages, demands or actions of any kind (including without limitation personal injuries, death, damage to, loss or destruction or property, rights of publicity or privacy, defamation, or portrayal in a false light)(collectively, «Claims»).

You acknowledge and agree that MomsTeam may disclose your personal information if required to do so by law or in the good faith belief that such preservation or disclosure is reasonably necessary to comply with legal process, to enforce these Terms of Use, or, in its sole discretion, to protect the rights, property, or personal safety of MomsTeam, its employees, users and third parties, and the public.

Despite these clear legal obligations, Palmer said, «Our organizations have received many complaints and questions from parenting employees and students who do not know their lactation rights, have faced difficulties when they need to pump milk on the job or during the school day, and do not know who to turn to within the school community for help.»

In advance of the U.S. Supreme Court's Janus decision, a provision tucked into the state budget gives public - employee unions the right to deny many services, such as free legal help, to covered employees who opt not to join or pay dues.

Why isn't anyone fighting for the legal rights of the civil service employees who should not have been the first to go.

The sheet released today reiterated that the city employees who have met with investigators had a right to taxpayer - financed legal counsel.

Cuomo says employees at two state agencies that work with immigrants will begin an outreach and assistance campaign to ensure the Salvadorans understand their options and legal rights.

A provision tucked into the state budget gives public - employee unions the right to deny many services, such as free legal help, to covered...

George Osborne revived controversial plans to dilute employees» rights by announcing that workers will be offered shares in their companies in return for giving up their legal rights at work.

«If all the authors of a paper are NASA employees, then he's probably right that the work would be public domain,» says David Schulz, a lawyer with Levine Sullivan Koch & Schulz, LLP in Washington, D.C. (who also advises ScienceInsider on legal issues).

Entrants agree to release and hold harmless the Bloggin» Mamas, Heather Lopez Enterprises, LLC, Florida Prepaid, Moore Communications, Twitter, and any other organizations responsible for sponsoring, fulfilling, administering, advertising or promoting this giveaway, and their respective parent, subsidiaries, and affiliates and each of their respective officers, directors, members, employees, agents and subcontractors (collectively the «Released Parties») from and against any and all claims, expenses, and liability, including but not limited to negligence and damages of any kind to persons and property, including but not limited to invasion of privacy (under appropriation, intrusion, public disclosure of private facts, false light in the public eye or other legal theory), defamation, slander, libel, violation of right of publicity, infringement of trademark, copyright or other intellectual property rights, property damage, or death or personal injury arising out of or relating to a participant's entry, creation of an entry or submission of an entry, participation in this giveaway, acceptance or use or misuse of prize.

It covers court rulings and legal developments related to collective bargaining rights, wage and hour law, employment discrimination and employee civil rights.

There may be instances when we may disclose your information without providing you with a choice in order to protect the legal rights of Tubi or its affiliates, and each of their respective investors, directors, officers, employees, agents, and suppliers; to protect the safety and security of users of the Tubi Services or to enforce our Terms of Use; to protect against fraud or for risk management purposes; or to comply with or respond to the law or legal process or a request for cooperation by a government entity, whether or not legally required.

You further understand and acknowledge that you may be exposed to User material that is inaccurate, offensive, indecent, or objectionable, and you agree to waive, and hereby do waive, any legal or equitable rights or remedies you have or may have against Hollywood.com with respect thereto, and agree to defend, indemnify and hold harmless Hollywood.com, its parent corporation, its subsidiaries, its licensors, and their respective officers, directors, employees and agents to the fullest extent allowed by law regarding all matters related to your use of the Hollywood Site.

Full - time teacher salaries declined by an average of about $ 2,000 after Gov. Scott Walker signed Act 10, restricting collective bargaining rights for most public employees, according to a study from a conservative legal group.

«Every Teacher employed by School District as described in this Agreement shall be a full - time employee of School District with all of the rights, responsibilities and legal protections attendant to that status and not an employee of Teach for America.

• School Expansion, Growth & Strategic Planning • State and Federal Employment Law • School Board and Nonprofit Governance • Administrative Law & Appeals of State and Federal Agency Decisions and Actions • Special Investigations & Legal / Compliance Audits • Policy Guidance and Development • Constitutional Challenges and Claims • School Employee and School Board Training • Litigation in Federal and State Courts • Administrative Hearings and Appeals Before State and Federal Agencies • Public Entity Purchasing and Procurement; Business Transactions; & Contract Negotiation, Review and Drafting • Construction Law, AIA Construction Contracts, Review and Drafting • Real Estate Transactions and Condemnation • Special Education under IDEA and Section 504 • Student Rights & Discipline Issues and Hearings • State and Federal Claims of Discrimination • State and Federal Civil Rights • Administrative Grievances and Hearings • False Claims Act / Qui Tam Defense for Local Government Entities

NEFW was co-created by AAE and the Nevada Policy Research Institute (NPRI) because labor unions like the NEA don't inform their members of their legal rights to opt - out of membership, leaving millions of teachers and other employees completely unaware that they have options.

Although the memo fails to cite the sources used to back up their definitive statement, it appears the CEA's legal team is relying on the foundational 2006 case of Garcetti v. Ceballos in which the United States Supreme Court voted by a 5 to 4 margin to limit the First Amendment rights of all public employees.

Risks and uncertainties include without limitation the effect of competitive and economic factors, and the Company's reaction to those factors, on consumer and business buying decisions with respect to the Company's products; continued competitive pressures in the marketplace; the ability of the Company to deliver to the marketplace and stimulate customer demand for new programs, products, and technological innovations on a timely basis; the effect that product introductions and transitions, changes in product pricing or mix, and / or increases in component costs could have on the Company's gross margin; the inventory risk associated with the Company's need to order or commit to order product components in advance of customer orders; the continued availability on acceptable terms, or at all, of certain components and services essential to the Company's business currently obtained by the Company from sole or limited sources; the effect that the Company's dependency on manufacturing and logistics services provided by third parties may have on the quality, quantity or cost of products manufactured or services rendered; risks associated with the Company's international operations; the Company's reliance on third - party intellectual property and digital content; the potential impact of a finding that the Company has infringed on the intellectual property rights of others; the Company's dependency on the performance of distributors, carriers and other resellers of the Company's products; the effect that product and service quality problems could have on the Company's sales and operating profits; the continued service and availability of key executives and employees; war, terrorism, public health issues, natural disasters, and other circumstances that could disrupt supply, delivery, or demand of products; and unfavorable results of other legal proceedings.

Therefore, a bank has the legal right to check your credit report before hiring you as an employee.

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About us Mutual Fund of India Systematic Investment Plans Open NRI Account Financial Advising DMAT Account Online Trading NRI Taxes Apply PAN Card Mutual Fund Tutorial Employee Stock Ownership Plans Non Resident Taxation Faqs Useful Links Sitemap Legal Disclaimer We accept: Copyright 2007 - 2015: NriInvestIndia.com (Brand of Ni2 Financial Consultancy Pvt Ltd) All rights reserved

Finally, please note that we may also use the personal information that we collect from you for any or all of the following reasons: (i) to comply with a subpoena, legal process, government request or any other legal obligation, (ii) to prevent, investigate, detect, or prosecute criminal offenses or attacks on the technical integrity of the Sites or our network, and / or (iii) to protect the rights, privacy, property, business, or safety of The Animal League, its partners and employees, the visitors of the Sites, or the public.

If that's the case, it's fair — and legal — to require the employee to also sign a release waiving any claim that their rights have been violated.

Of course, depending on the situation, it's also important to inform laid - off employees about their legal right to file an unemployment claim, as well as continue any health benefits coverage through COBRA.

We may use the information that you provide to us if we are under a duty to disclose or share your information in order to comply with (and / or where we believe we are under a duty to comply with) any legal obligation; or in order to enforce the terms of any other agreement; or to protect the rights, property, or safety of GRJ, customers, employees or others.

DISCLAIMER OF LIABILITY: With respect to documents or files available from this server, neither The Hamilton Princess Hotel & Beach Club nor any of their employees, makes any warranty, express or implied, including the warranties of merchantability and fitness for a particular purpose, or assumes any legal liability or responsibility for the accuracy, completeness, or usefulness of any information, apparatus, product, or process disclosed, or represents that its use would not infringe privately owned rights.

We do this by promoting and increasing public awareness of the rights of individual employees; enhancing the quality of legal representation of employees; advocating for employee rights before courts and legislative bodies.

It covers court rulings and legal developments related to collective bargaining rights, wage and hour law, employment discrimination and employee civil rights.

The blog focuses posts on the legal rights of employees, especially Wisconsin workers and H - 1B workers throughout the country.

Doing away with arbitration in this context would prohibit employers from requiring employees or applicants to waive their legal right to a trial by jury in order to work.

RBS claimed legal advice privilege in «transcripts, notes or other records» of interviews conducted by or on behalf of the bank with its employees and ex-employees as part of internal investigations after the rights issue, but before litigation was contemplated.

When understanding your rights as a carer, it's important to know your employment status as if you are being paid to care for your loved one and enter into a formal employer / employee legal arrangement, then your employee rights will differ, something that is covered separately in this publication.

We believe that employees have the right to file lawsuits and gain justice, and shouldn't be hindered by the hundreds of thousands of dollars they may have to pay in up - front legal fees.

The Third Circuit in In re Bevill Bresler & Schulman Asset Management Corp., developed a five - part test (the Bevill test) to examine the merits of such an assertion by an individual employee against company counsel.50 Under this test, employees must show that (1) they approached corporate counsel for the purpose of seeking legal advice; (2) they made it clear that they were seeking advice in their individual capacity; (3) counsel sought to communicate with the employee in this individual capacity, mindful of the conflicts with its representation of the company; (4) the communications were confidential; and (5) the communications did not concern the employee's official duties or the general affairs of the company.51 The Bevill test has been recognised by other jurisdictions as a means of assessing whether a company employee may assert attorney — client privilege in an individual capacity arising out of communications with corporate counsel.52 (See also Chapter 13 on employee rights.)

In Canadian employment law, only unionized employees have a legal right to reinstatement.

The takeaway from this case for employers is if an employee alleges that his or her rights, as protected by the Ontario Human Rights Code are being violated, then it is likely prudent to seek professional legal arights, as protected by the Ontario Human Rights Code are being violated, then it is likely prudent to seek professional legal aRights Code are being violated, then it is likely prudent to seek professional legal advice.

Because JAMS provides alternative dispute resolution mechanisms that operate in accordance with judicial procedures, we may also deny or limit access to personal data in the following contexts: (i) interference with law enforcement or with private causes of action, including the prevention, investigation or detection of offenses or the right to a fair trial, arbitration or mediation; (ii) disclosure where the legitimate rights or important interests of others would be violated; (iii) breaching a legal or other professional privilege or obligation; (iv) prejudicing employee security investigations or grievance proceedings or in connection with employee succession planning and corporate reorganizations; or (v) prejudicing the confidentiality necessary in monitoring, inspection or regulatory functions connected with sound management, or in future or ongoing negotiations involving JAMS.

In responding to a crisis, we understand that businesses have to balance sometimes competing, but important, interests, such as an employer's obligation to maintain a safe work environment, employee privacy concerns, anti-retaliation obligations, sensitivity to employee disabilities, cost concerns and other legal rights that come into play.

Despite the legal protections that have been put in place to protect employees from workplace harassment, including those found in human rights and occupational health and safety legislation, which require employers to provide employees with a safe and respectful working environment, systemic barriers to reporting these incidents remain.

With a number of recent Human Rights Tribunal decisions, however, employers are quickly learning about their legal obligation to accommodate employees on the ground of their «family status».