Sentences with phrase «of employment law considerations»

In an earlier post, this blog considered some of the Employment Law Considerations When Selling Your Business, including:

Not exact matches

Asked what he thinks the study means for the living wage legislation currently under consideration at the City Council, Paul Sonn, legal co-director of the National Employment Law Project, still seemed optimistic.

Multiple questions one each of the following topics and sub-topics: Business activity 1.1 The role of business enterprise and entrepreneurship 1.2 Business planning 1.3 Business ownership 1.4 Business aims and objectives 1.5 Stakeholders in business 1.6 business growth Marketing 2.1 The role of marketing 2.2 Market research 2.3 Market segmentation 2.4 The marketing mix People 3.1 The role of human resources 3.2 Organisational structures and different ways of working 3.3 Communication in business 3.4 Recruitment and selection 3.5 Motivation and retention 3.6 Training and development 3.7 Employment law Operations 4.1 Production processes 4.2 Quality of goods and services 4.3 The sales process and customer service 4.4 Consumer law 4.5 Business location 4.6 Working with suppliers Finance 5.1 The role of the finance function 5.2 Sources of finance 5.3 Revenue, costs, profit and loss 5.4 Break - even 5.5 Cash and cash flow Influences on business 6.1 Ethical and environmental considerations 6.2 The economic climate 6.3 Globalisation

The prohibition does not apply where a federal or District law or regulation requires the consideration of an applicant's credit history for the purposes of employment.

For additional information on employment contracts, and specifically the law of consideration, see Michael Fitzgibbon's article here

Employment - law considerations when buying a business, are considered in the post: Continuity of Employment Following the Sale of a Business

Whether the courts should develop the common law to place a duty on employees to affirmatively acknowledge an employer's right to make unilateral changes to the terms and conditions of their employment, even where such right is granted by contract, must be determined according to the policy considerations that animate employment law.

Bill C - 65, An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1, introduced on November 7, 2017, by the Minister of Employment, Workforce Development and Labour, Patty Hajdu, seeks to amend both the Canada Labour Code and the Parliamentary Employment and Staff Relations Act to, according to the federal government, replace the patchwork of laws and policies that address violence and harassment within the federal jurisdiction, putting into place one comprehensive approach that takes the full spectrum of harassment and violence into consideration.

Bill C - 65, An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1, introduced on November 7, 2017, by the Minister of Employment, Workforce Development and Labour, Patty Hajdu, seeks to amend both the Canada Labour Code and the Parliamentary Employment and Staff Relations Act to, according to the federal government, replace the patchwork of laws and policies that address violence and harassment within the federal jurisdiction, putting into place one comprehensive approach that takes the full spectrum of harassment and violence into consideration... [more]

Paid breaks are not required by the ESA, and are likely not a fundamental term of employment in themselves, and so removing them «unilaterally and without reasonable notice or fresh consideration, is not unlawful under the ESA, nor does it amount to constructive dismissal under the common law,» Rose says, noting that under the ESA, an employer must still provide an unpaid period of at least 30 minutes at intervals so that the employee doesn't work more than five consecutive hours without an eating period.

For example, if an employer were to change the existing employment contract so as to eliminate an existing contractual or common law right of the employee (such as benefits, vacation time or termination notice), consideration may not be present so as to constitute a valid contract, thus rendering the contract invalid.

The Court of Appeal held that the lower court erred in law in finding that there was no consideration for the new employment agreement.

Employers contemplating asset purchases can be assured that it's still valid law that offering employment to an employee of the vendor is sufficient consideration for the employee to agree to new employment terms.

There has been considerably more consideration of the issue of employee privacy in arbitral jurisprudence: Ball, Canadian Employment Law (Canada Law Book; Toronto, 2011) p. 19A - 1 which is beyond the scope of this paper.

Following his dismissal in 2015, Mr. Krishnamoorthy brought a summary judgment motion claiming that his employment agreement was void for lack of consideration and that he was entitled to common law reasonable notice.

... the law does not permit employers to present employees with changed terms of employment, threaten to fire them if they do not agree to them, and then rely on the continued employment relations as the consideration for the new terms.

Specifically, the Plaintiff argued that his employment with Carsen Group and Olympus Canada was continuous and Olympus Canada could not remove his common law entitlement to reasonable notice of termination without providing him with fresh consideration.

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.

[51] The common law entitlement to reasonable notice of termination has been described by the Supreme Court as a «necessary consideration» of an employment relationship: Machtinger, at p. 1024.

No doubt consideration is being given to an appeal or even a change of the law regulating termination of employment in the NHS.

All qualified applicants will receive consideration for employment regardless of race, color, religion, creed, sex, age, national origin, protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic information, or any other characteristic protected by law.

On April 25, 2012, the U.S. Equal Employment Opportunity Commission (EEOC)-- the agency that enforces federal laws prohibiting employment discrimination — approved an updated «Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 19Employment Opportunity Commission (EEOC)-- the agency that enforces federal laws prohibiting employment discrimination — approved an updated «Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 19employment discrimination — approved an updated «Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 19Employment Decisions Under Title VII of the Civil Rights Act of 1964.»

All qualified applicants will receive consideration for employment regardless of any characteristic protected by law...

This includes an extensive knowledge of all aspects of disability as well as an in - depth understanding of critical considerations such as assistive technology and employment law.