Sentences with phrase «on wage discrimination»

Fair enough — the space and financial constraints are universal, and I certainly can't expect the big libraries to keep an obscure journal on the odd chance that I might, some day, need that article on wage discrimination in China under Mao.

Not exact matches

Seattle's new minimum wage law groups franchises with large businesses, putting the pressure on independent franchisees to increase workers» pay at an accelerated pace (a move that sparked a discrimination lawsuit from the IFA).

The Paycheck Fairness Act pending before Senate «punishes employers for retaliating against workers who share wage information, puts the justification burden on employers as to why someone is paid less and allows workers to sue for punitive damages of wage discrimination.»

Mr. Kemper practices in the area of labor and employment law where he regularly counsels employers on a variety of workplace issues including, but not limited to, interviewing, hiring, employee discipline and discharge, workplace discrimination, harassment, retaliation, wage and hour (including tipping practices), whistleblower, unemployment, restrictive covenants, non-compete agreements, non-solicitation agreements, non-disclosure agreements, separation agreements, workplace policies and employee handbooks.

Rosa Aliberti Rosa has worked on diverse labor and employment law matters, including wage and hour cases; workplace investigations; severance, employment, and non-compete agreements; has drafted and responded to discrimination complaints before government agencies, including the U.S. EEOC and NYS Division of Human Rights; and, has assisted in federal and state court litigations.

Accepting his first IMF package in 1991, Mubarak had established a neoliberal order which flouted several international economic rights conventions on unionisation, child labour, gendered wage discrimination, and migrant labour.

If you can do any of get, say, a couple of million people to sign a petition calling for the abolition of the minimum wage; win parliamentary seats by running on this issue; or provide polling evidence showing majorities would repeal the race, gender discrimination laws, etc then I will withdraw the claim about this being a minority position.

Brave men and women have already waged this battle, sitting in defiance of discrimination at lunch counters to insist on service and the fulfillment of the promises of equality that this nation was built upon.»

Gipson, though, said Cuomo probably won't be able to count on Saland's support on other key issues, including equal pay for women, raising the minimum wage, ensuring paid family leave and ending discrimination in the workplace.

Erie County Observes All Women's Equal Pay Day with Support for a State Ban on Wage - History Discrimination

Throughout the year, you've helped others secure a living wage and affordable housing, expanding access to health care, limiting discrimination and disenfranchisement on the basis of color or gender, and ensuring a fairer, more ethical, more participatory democracy and government that work for us all.

«Gender - based wage discrimination is a community problem that impacts everyone and that needs to be discussed openly and thoughtfully,» stated Karen King, executive director of the Erie County Commission on the Status of Women.

Lesson Objectives: At the end of the lesson, students should be: 2.3.4 aware of the Legal controls over employment issues and their impact on employers and employees: • able to identify legal controls over employment contracts, unfair dismissal, discrimination, health and safety, legal minimum wage

Ms. Sutrina also regularly conducts internal investigations and audits on behalf of her clients regarding sexual harassment, discrimination, wage and hour compliance, among other issues affecting the workplace.

She has extensive experience representing individual workers in employment discrimination cases on account of race, national origin, religion, gender, disability, sexual harassment, wrongful termination, retaliation, whistle blower and wage and hour claims.

The firm's Labor & Employment group was described as ``... a well - respected team... on traditional labor and employment litigation matters, including noncompete agreements, wage and hour disputes, discrimination, harassment and wrongful discharge claims.»

With over ten years of litigation experience, Daniela Pavuk has in recent years focused her practice on employment - related matters, including wage and hour disputes, discrimination charges, and wrongful termination matters in administrative proceedings (the Human Rights Bureau, Equal Employment Opportunity Commission, and Unemployment Insurance Division) and in courts on the state and federal level in Montana and North Dakota.

What's more, the flat fee will have a significantly disproportionate impact on women, people of colour, people with disabilities and others who are the subject of wage discrimination in the legal profession.

Rodney is Chair of the Labor & Employment practice group, which focuses on harassment, discrimination, retaliation, and wage and hour issues.

Steve's principal focus is on the defense of discrimination, retaliation, harassment, wrongful termination, wage & hour, and related claims.

We defend and advise clients on wage and hour, discrimination and harassment, and wrongful termination claims, with special expertise in wage and hour class actions involving meal and rest period compliance and tip - pooling.

The Los Angeles - based Law Offices of Lisa L. Maki is a nationally recognized litigation firm with Los Angeles employment attorneys focused on offering confidential legal guidance and dedicated representation in plaintiff, complex business and personal injury litigation, employment law, class action, wage and hour, discrimination and harassment, and unfair business practices claims.

Congress further found that the «limitation imposed by the Court on the filing of discriminatory compensation claims ignores the reality of wage discrimination and is at odds with the robust application of the civil rights laws that Congress intended.»

She advises clients both proactively and reactively on employment best practices, and also serves as defense counsel in cases involving harassment, discrimination, breach of contract, wage and hour, and unfair business practices.

Because Keesal, Young & Logan finds that a little «preventive medicine» often averts and / or mitigates potentially troublesome matters resulting in litigation, the firm's attorneys frequently advise clients on a wide variety of employment issues, including hiring and selection procedures, discipline and termination, harassment and discrimination investigations, wage and hour matters, drug testing, polygraph testing, COBRA, occupational safety and health matters, unfair competition, employee indemnification, and many other issues.

Mr. Fong focuses his practice on the defense of employers against all aspects of employment - related claims, including harassment, discrimination, and wage and hour disputes.

Her practice focuses on the defense of state and national wage and hour class and collective actions, and single - and multi-plaintiff discrimination and harassment claims.

Joe Vance's practice focuses on employment litigation, which includes defending employers on issues related to discrimination, retaliation, wage - and - hour, noncompetition, whistleblower claims, and workplace torts.

Alice DeTora is a member of the Labor, Employment, Benefits + Immigration Group and focuses her practice on employer counseling in all areas of employment relations law, including discharge and discrimination issues, personnel policies, immigration, workplace health and safety, and wage and hour issues.

If you or a loved one has been a victim of unlawful conduct on the job, such as sexual harassment, a wage and hour violation, or discrimination, the knowledgeable Orange County employment lawyers at Howard Law can help you investigate the facts of your case, understand the applicable state and federal laws, and protect your interests throughout the legal process.

Nicole's principal focus is on the defense of discrimination, retaliation, harassment, wrongful termination, wage & hour, and related claims.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment dDiscrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discriminationdiscrimination.

His practice focuses on consumer rights, wage and hour, discrimination, and employment.

Janette's clients rely on her to help them successfully manage the multiple aspects of the employment relationship and ever - changing employment laws, including issues of hiring, discharge, discipline, discrimination, workplace harassment, sexual harassment, family - and - medical leave, overtime and wage - and - hour matters, and restrictive covenants including noncompete and nonsolicitation agreements.

Our employment law practice includes advising clients on discrimination issues (including harassment, gender, race, age, and disability), nonstatutory contract and tort claims, severance agreements and separation packages, wage issues, noncompete agreements, wrongful termination, and many other issues.

Allison's practice focuses on litigation and counseling with an emphasis on management - side (both private and public employers) employment discrimination, wage and hour, non-competes, and...

Advice on how to prepare contracts, manage, hire, retain, discipline and discharge employees, as well as ensure federal and state compliance with wage, labor, health, benefits, and discrimination laws are only a portion of what a business lawyer does to protect you, your business, and your interests.

Her practice focuses on defending employers in federal and state courts and before administrative agencies against claims of wage and hour violations, discrimination, harassment, retaliation, and wrongful termination.

She focuses primarily on disputes in the areas of employment law, including wrongful termination, discrimination, sexual harassment and wage and hour cases; business transactions, including buy / sell agreements, trademark and other intellectual property disputes; partnership disputes and fiduciary law, including probate disputes and will contests.

Immediate access to practice - based tools and expert insights on everything from wage hour and family leave, to labor arbitration, discrimination, immigration and more.

Simon conducts his own advocacy in both employment tribunals and the Employment Appeals Tribunal on all areas of employment law including wage claims, unfair dismissal, all types of discrimination as well as TUPE, data protection and equal pay.

Frankly, I find this surprising given that the remedial principles of the Human Rights Code aim to restore applicants to the position they would have been in had they not experienced discrimination, along with the fact that many applicants are still unemployed and experiencing wage loss on the day of hearing and into the future.

She handles a wide range of matters, including those involving claims of discrimination and harassment based on race, national origin, age, sex, disability, and sexual orientation; wage and hour violations; independent contractor misclassification; wrongful termination in violation of public policy; whistleblower and other retaliation claims; breach of contract; unfair competition; defamation; and misappropriation of trade secrets.

They stated, «The impact of wage discrimination on vulnerable people leads to systemic isolation and segregation from society.»

The employee had been awarded damages of $ 15,000 for the discrimination based on her 10 years at a wage rate of $ 1.25 per hour.

Litigating more than 100 class actions and collective actions in California, New York, Georgia, and Maryland involving a variety of employment issues, including wage - hour and discrimination claims, and successfully defeating motions for class certification on such claims in both federal and state courts.

Mr. Kondon regularly counsels a broad spectrum of clients on issues such as terminations, employment discrimination, wage and hour, FMLA, ADA, OSHA, restrictive covenants, employment policies, and trade secrets.

Mr. Zoldan's practice is based on aggressive and detail - oriented representation, focusing on employment discrimination, wage and hour disputes, harassment, and wrongful termination.

If removing the salary history requirement will help end gender wage disparities and discrimination, that is something we should all be on board with in our industry (and any other).

Determining a candidate's compensation based on their salary history can perpetuate existing wage inequalities that are the result of gender bias or discrimination.