Sentences with phrase «place for employment law»

Typically, this blog has advanced the argument that the correct place for an employment law matter is the courts.

He wanted to establish his firm as the «go - to» place for employment law and consumer rights issues.

Not exact matches

But... I'm pretty sure it's against CA employment law for your job to not provide you with a locked, private place to pump.

However, this verbiage has made it possible for my place of employment to say that the law doesn't apply in my situation because I don't have a nursing baby, therefore am not considered a «nursing mother».

The coalition has already announced measures to limit tax credits, scrap the Child Trust Fund, for the part - privatisation of Royal Mail, to scrap National Insurance increases for employers but maintain them for employees, cut by 10,000 the planned extra university places, provide for a greater role for the private sector in «free schools» and a «review» of all employment law to «maximise flexibility» amongst other measures.

Builders could start putting in footings and foundations for public buildings or places of employment without the approval of state officials if a bill before a Senate committee Tuesday becomes law.

My attempt to restore this weekly feature on my blog was thwarted a few months into the year by a series of challenging, distressing, exhilarating, and generally overwhelming events — from editing a new speculative fiction anthology to the death of my mother - in - law, from a six - week home renovation to a partial roof collapse at my place of employment that caused 100 - hour work weeks, from caring for a sick bunny (he's better now, thankfully) to building a new website for one of the small - press publishers I work with.

In addition to the authority provided by this article for making an arrest without a warrant, a police officer may stop a person in a public place located within the geographical area of such officer's employment when he reasonably suspects that such person is committing, has committed or is about to commit either (a) a felony or (b) a misdemeanor defined in the penal law, and may demand of him his name, address and an explanation of his conduct.

In its view, if greater emphasis was placed on «control» and less on personal service, this would lead to more people being protected by employment law and make it harder for employers to «hide behind» substitution clauses: clauses which can undermine employee status by allowing the individual to substitute personal service for the service of others.

The government noted the rise in non-traditional employment relationships, the increased diversity of Ontario's workforce, and accelerating technological change, amongst other issues, and decided that it was necessary to revisit Ontario's cornerstone workplace laws to bolster protections for workers while ensuring that the province remains an attractive place for employers to do business.

Firms will bid for a place to advise on a range of legal matters including public law, competition and EU matters, corporate, employment and environment law.

Katherine Maxwell, partner and head of employment law, Moore Blatch, explains: «With a new Prime Minister in place, attention has turned back to the Brexit negotiations, and many businesses employing EU nationals are asking what it means for them.

Employment Law is in place for several key reasons.

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.

Typically, if an employer places a termination clause in an employment contract, the termination clause will only provide the employee with the absolute minimum notice required by law which is set out in the Ontario Employment Standards Act or, for federally regulated employees, the Canada Laemployment contract, the termination clause will only provide the employee with the absolute minimum notice required by law which is set out in the Ontario Employment Standards Act or, for federally regulated employees, the Canada LaEmployment Standards Act or, for federally regulated employees, the Canada Labour Code.

If it is to place Mr. Luis Romero Olguin into the position he would have been in had Canac provided him with working notice, he would have received his regular cash employment compensation, plus all benefit coverages for the entirety of his 22 month notice period at law.

2000 - 2 - Second Place, Gary W. Flanagan New York University School of Law «Expanded Grounds for Judicial Review of Employment Arbitration Awards» Defense Counsel Journal, October 2000, p. 488.

With a site like Avvo (and it's not the only one; there's also Justia and a myriad of other social networking tools for lawyers), lawyers can set up a robust professional profile, where they can list their law school, former places of employment, practice specialty, bar memberships, presentations and accomplishments at no charge!

Dawn Collins has 20 years of experience as a civil litigator, but she places an emphasis on litigation prevention measures for her corporate clients, including conducting workplace investigations, ensuring best practices related to discharge, discipline, leaves and reductions, drafting employment agreements, and complying with wage and hour laws.

Wisconsin has a law which requires that a place of employment be safe for both...

This blog post arises out of a discussion that took place over the lunch break at the Employment Law 2011 Conference in Toronto, which I chaired for Osgoode Professional Development.

The whitepaper, Individualized Assessments: A Model for Using Criminal Background Checks in the Hiring Process, helps employers understand how anti-discrimination employment law has evolved in recent years to place more emphasis on individual factors in the hiring process.

The Ministerial Taskforce Charter outlines the government's long term agenda for Indigenous policy while at the same time focusing on the strategies to be put in place urgently to improve outcomes.23 As the Minister for Immigration and Multicultural and Indigenous Affairs, stated «every dollar spent on Indigenous projects and services must contribute to improved outcomes».24 The Ministerial Taskforce Charter stresses the urgency of improving social and economic well being for Indigenous Australians focusing on housing, health, education, employment, family violence, increasing economic development, improving community safety, and law and justice.

Soviero v. Carroll Group International, Inc. (27 A.D. 3d 276)- salesperson asserted causes of action for breach of an oral employment agreement, for wages, statutory liquidated damages and statutory attorney's fees under the Labor Law, for conversion and conspiracy to commit conversion by the broker and punitive damages for intentional tort; order dismissing all causes of action except the breach of contract claim affirmed; salesperson was fired by the firm and was no longer an «employee» or a «commissioned salesman» of the brokerage firm after her termination, such as would entitle her to wages or a commission; conversion cause of action fails as salesperson must have exercised ownership, possession or control of the property in the first place which she never had such ownership; no viable claim for punitive damages which are not recoverable for ordinary breach of contract