You'll want to check with
a local employment law attorney to make sure you're in compliance with your state's laws.
Even if you read up on
local employment law, you won't be able to get a full picture of the situation.
Award - winning online service helping #HR comply with global, federal, state and
local employment law.
If you are unsure whether your employees are protected or if additional state laws may apply, you can ask a lawyer for advice about
local employment laws.
She routinely handles a wide variety of general outside counsel matters, including discipline and terminations; discrimination, retaliation, and harassment issues; executive employment agreements; issues with employees during mergers and acquisitions; commercial contracts; and advice to employers on compliance with federal, state, and
local employment laws.
Employment matters such as best practices in hiring and firing; HR matters; personnel policies / manuals; employment agreements; non-compete agreements; and compliance with federal, state, and
local employment laws;
With respect to his preventative and counseling practice, Bran routinely works with clients to ensure compliance with federal, state, and
local employment laws, and reduce the risks of litigation.
How in the U.S., federal employment laws often differ markedly from state and
local employment laws
Akerman's Labor & Employment Practice Group defends employers throughout the United States in all types of litigation under federal, state and
local employment laws, including the Fair Labor Standards Act.
In particular companies registering must undertake that the policies and procedures they publish during the registration process comply with
local employment laws as well as the variation of data privacy laws across the 28 EU countries.
Corporates may be limited in their ability to discipline employees for misconduct in light of
local employment laws.
Monitored and oversaw employee disciplinary program and ensured compliance to policies and procedures as well as to the federal, state and
local employment laws
Management positions typically require an understanding of human resources programs, such as compensation and benefits plans; human resources software; and federal, state, and
local employment laws.
Guaranteed compliance with all state, federal and
local employment laws, as well as company standards, systems and processes in partnership with employment and labor relations departments.
Create Resume Beth Carter Professional Summary Organized and responsible Human Resource Specialist with knowledge of state, federal and
local employment laws and regulations.
PROFESSIONAL SUMMARY Accomplished Human Resources professional with 17 years of extensive diversified experience in Human Resource Practices including State, Federal and
Local Employment Laws, Legal Preparation, Employee Relations, Internal Investigations, Conflict Resolutions, EEO, Workforce Planning, Leadership Development, Talent Acquisition, Onboarding, Training, Performance Management, PIP's, Policies and Procedures, A...
Not exact matches
In Arkansas, the state government went as far as passing a
law to prevent
local governments from passing separate
laws to prohibit
employment discrimination based on sexual orientation and gender orientation according to US News & World Report.
Any Employee regularly employed on a full - time or part - time (20 hours or more per week on a regular schedule) basis, or on any other basis as determined by the Corporation (if required under applicable
local law) for purposes of the Non-423 Plan or any separate offering under the Code Section 423 Plan, by the Corporation or by any Designated Affiliate on an Entry Date shall be eligible to participate in the Plan with respect to the Offering Period commencing on such Entry Date, provided that the Committee may establish administrative rules requiring that
employment commence some minimum period (e.g., one pay period) prior to an Entry Date to be eligible to participate with respect to the Offering Period beginning on that Entry Date.
We are committed to equal
employment opportunity for all applicants and existing employees and we evaluate qualified applicants without regard to ancestry, age, color, disability, genetic information, gender, gender identity, or gender expression, marital status, medical condition, military or veteran status, national origin, race, religion, sex, sexual orientation, and any other basis protected by federal, state, or
local law, ordinance, or regulation.
Pure Barre is fully committed to Equal
Employment Opportunity and to attracting, retaining, developing and promoting the most qualified employees without regard to their race, gender, color, religion, sexual orientation, national origin, age, physical or mental disability, citizenship status, veteran status, genetic information, or any other characteristic prohibited by state or
local law.
UpCounsel
Employment attorney Mary Fong explains how to ensure that your company's internship program is compliant with all local and federal employ
Employment attorney Mary Fong explains how to ensure that your company's internship program is compliant with all
local and federal
employmentemployment laws.
Blake assures WKS stays in compliance with all labor and
employment laws — especially important for a company based in California, which has complex state and
local employment regulations which are often more stringent than the federal rules.
The Waldorf School of Atlanta does not discriminate against candidates for admission or
employment on the basis of age, race, religion, sex, national origin, marital status, sexual orientation, genetic information, or disability status as well as other classifications protected by applicable federal, state, or
local laws.
Democratic state Sen. Brad Hoylman has sent a letter to North Carolina lawmakers urging them to overturn a controversial new
law that overrides
local ordinances outlawing wage,
employment and accommodation discrimination.
McCartney worked as a barrister specialising in
employment law and helped to establish a
local Chambers in Enfield in the early 1990s.
The Fiscal Policy Institute and the National
Employment Law Project make the case for letting
local communities set their own minimum wage.
Paterson quickly signed five pieces of legislation on his first day in office: to add the New York State Department of Labor to the New York City Transit Track Safety Task Force; to eliminate a
law that discouraged employers from holding blood drives; to change the way in which members are appointed to a state health and research board; to restore eligibility caps to certain senior
employment programs; and to grant tax exemptions to several
local development corporations in New York State.
(b) No officer of the County Committee, District Committee or Divisional Committee or of any of their subcommittees, no member of the Executive Committee and no employee of the County Committee shall use or attempt any party position as a means of undue or improper influence to secure from any state or
local agency (as those terms are defined in Public Officers
Law 73) for that officer, member of the Executive Committee or employee or others with whom the person has a family,
employment, business or financial relationship any benefits, privileges or exemptions not generally available to members of the public.
The
law sought to override
local ordinances outlawing wage,
employment and accommodation discrimination.
The new
Local Law makes it unlawful for establishments to: purchase any articles, jewelry or precious metals from any person under the age of 18; sell, dispose of, destroy, alter or remove from premises any articles for 14 days, (or 30 days if requested by law enforcement); and bars employment to anyone who has been convicted of a felony in the past 3 yea
Law makes it unlawful for establishments to: purchase any articles, jewelry or precious metals from any person under the age of 18; sell, dispose of, destroy, alter or remove from premises any articles for 14 days, (or 30 days if requested by
law enforcement); and bars employment to anyone who has been convicted of a felony in the past 3 yea
law enforcement); and bars
employment to anyone who has been convicted of a felony in the past 3 years.
Further ordered that contractors, who are deemed by the County Division of Equal
Employment Opportunity to have not made a good faith effort to adhere to the Apprenticeship plan, may be deemed not responsible contractors for purposes of future County capital projects which are subject to Erie County
Local Law 2 - 2006.
During his time as senator, Obama co-sponsored the
Employment Non-Discrimination Act, Matthew Shepard
Local Law Enforcement Hate Crimes Prevention Act, Tax Equity for Domestic Partner and Health Plan Beneficiaries Act, and Early Treatment for HIV Act.
WHEREAS, As part of a comprehensive approach to train the next generation of workers, to aid them in obtaining gainful
employment, and to create a pool of skilled workers without whom companies will not be able to operate, it is desirable and necessary to provide enhanced focus upon entry level training programs such as the apprenticeship program required by
Local Law 2 - 2006;
During his time at the Pride Agenda he has been actively involved with the passage of dozens of
laws, ordinances, regulations and Executive Orders on the state and
local level affecting New York's LGBT community, including statewide measures like: the Sexual Orientation Non-Discrimination Act; the Hate Crimes Act of 2000; making the state's 9/11 relief inclusive of same - sex couples; guaranteeing domestic partners hospital visitation, legal authority over a loved one's bodily remains, access to Family Court and medical decision making authority; prohibiting discrimination on the basis of gender identity and expression in state
employment; and securing over $ 50 million of funding for LGBT health and human services.
All
employment decisions are made without regard to race, sex, national origin, color, religion, age, disability, veteran status, genetic information or any other status protected by federal, state or
local law.
It is the policy of Wake Forest Baptist Medical Center to administer all educational and
employment activities without discrimination because of race, sex, age, religion, national origin, disability, sexual orientation or veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance with all
local, state, or national
laws, executive orders, regulations, and guidelines.
As an Affirmative Action and Equal Opportunity Employer, Wake Forest Baptist Medical Center and its affiliates administer all educational and
employment activities without discrimination or based on any protected characteristics such as race, sex, age, religion, national origin, disability, sexual orientation, gender identity or Veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance with all
local, state, national
laws, Executive Order 11246, Executive Order 13496, the Vietnam Era Veterans» Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4214 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 7903), regulations, and guidelines.
In addition to federal
law requirements, MAC complies with applicable state and
local laws governing nondiscrimination in
employment in every location in which the company has facilities.
This means we are committed to providing equal access to all categories of
employment, regardless of actual or perceived race, color, national origin, creed or religion, marital status, sex, sexual orientation, age, gender identity or expression, disability or any other legally protected category under federal, state or
local law.
We comply with all federal, state, and
local (City of Dallas and Dallas County)
laws and policies regarding
employment practices and discrimination.
To help accomplish this mission, public schools must employ thousands of administrative, instructional and support workers subject to a vast array of federal and state
employment laws, regulations,
local ordinances, and district policies.
State and
local laws prohibit public employees from engaging in private work that conflicts with their public duties and under no circumstances may public employee use concepts, materials or information developed with public resources to make money during or after their
employment with the government.
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.
• 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
Relay does not discriminate on the basis of race, color, religion, creed, sex, sexual orientation, national origin, ancestry, age, marital status, citizenship status, veteran status, disability or any other criterion specified by federal, state or
local laws, in the administration of its admissions,
employment and educational policies or scholarship, loan, and other school - administered programs.
Caliber Schools provides equal
employment opportunities to all employees and applicants for
employment without regard to race, ethnicity, religion, gender, sexual orientation, national origin, age, disability, marital status, or status as a covered veteran in accordance with applicable federal, state and
local laws.
(d) The provisions of subsection (c) shall not apply to any employer,
employment agency, labor organization, or joint labor - management committee with respect to matters occurring in any State or political subdivisionthereof which has a fair
employment practice
law during any period in which such employer,
employment agency, labor organization, or jointlabor - management committee is subject to such
law, except that the Commissionmay require such notations on records which such employer,
employment agency, labor organization, or joint labor - management committee keeps or is requiredto keep as are necessary because of differences in coverage or methods of enforcement between the State or
local law and the provisions of this title.
(b) The Commission may cooperate with State and
local agencies charged with the administration of State fair
employment practices
laws and, with the consent of such agencies, may for the purpose of carrying out its functions and duties under this title and within the limitation of funds appropriated specifically for such purpose, utilize the services of such agencies and their employees and, notwithstanding any other provision of
law, may reimburse such agencies and their employees for services rendered to assist the Commission in carrying out this title.
(d) A charge under subsection (a) shall be filed within ninety days after the alleged unlawful
employment practice occurred, except that in the case of an unlawful
employment practice with respect to which the person aggrieved has followed the procedure set out in subsection (b), such charge shall be filed by the person aggrieved within two hundred and ten days after the alleged unlawful
employment practice occurred, or within thirty days after receiving notice that the State or
local agency has terminated the proceedings under the State or
local,
law, whichever is earlier, and a copy of such charge shall be filed by the Commission with the State or
local agency.
§ be an attorney (or have accepted an
employment offer) continually licensed to practice
law, and a full - time employee of the state of Michigan or unit of
local government (including tribal government) who prosecutes criminal or juvenile delinquency cases at the state or unit of
local government level, or