Sentences with phrase «practiced age discrimination»

I thought that I was living in an area that practiced age discrimination as well.

Another way that some companies practice age discrimination in a passive aggressive way is to require a Bachelor's degree because many older candidates do not have one.

Don't practice age discrimination because you think a candidate needs a certain salary.

Not exact matches

Several experts questioned whether the practice is in keeping with the federal Age Discrimination in Employment Act of 1967, which prohibits bias against people 40 or older in hiring or employment.

Facebook, which is not named as a defendant but is accused in the lawsuit of engaging in the practice in its own recruitment efforts, said in a statement on its website that it does not engage in age discrimination.

It is the policy of Ionis Pharmaceuticals, Inc. to provide equal opportunity in employment throughout the corporation for all qualified applicants and employees without discrimination against any person because of a person's race, color, religion (including religious dress and grooming practices), sex / gender (including pregnancy, childbirth or related medical conditions and breast feeding), national origin, ancestry, gender identity, gender expression, legally - protected medical condition, physical or mental disability, age, military or veteran status, marital status, sexual orientation, genetic information or any other basis protected by applicable law.

A written charge alleging violation of the Age Discrimination in Employment Act shall be filed within three hundred days after the occurrence of the alleged unlawful employment practice, and notice of the charge, including a statement of the date, place.

District programs, activities, and practices shall be free from discrimination, intimidation, harassment and bullying based on race, color, ancestry, national origin, ethnic group identification, age, religion, marital or parental status, physical or mental disability, sex, sexual orientation, gender, gender identity or expression, or genetic information; the perception of one or more of such characteristics; or association with a person or group with one or more of these actual or perceived characteristics.

San Francisco Unified School District programs, activities, and practices shall be free from unlawful discrimination, harassment, intimidation and bullying based on actual or perceived race, color, ancestry, national origin, ethnic group identification, age, religion, marital or parental status, physical or mental disability, sex, sexual orientation, gender, gender identity, or gender expression; or on the basis of a person's association with a person or group with one or more of these actual or perceived characteristics.

No person shall, on the basis of race, color, religion, gender, age, marital status, disability, political or religious beliefs, national or ethnic origin, or sexual orientation be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity, or in any employment conditions or practices conducted by this School, except as provided by law.

Implementing equal opportunity laws and policies to prevent discrimination based on race, color, national origin, religion, sex, age, sexual orientation, and disability status, as well as protecting individuals against reprisal / retaliation for filing a charge of discrimination, participating in an investigation into alleged discriminatory practices, or opposing discriminatory practices

in the face of rising productivity and affluence, older workers find themselves disadvantaged in their efforts to retain employment, and especially to regain employment when displaced from jobs; the setting of arbitrary age limits regardless of potential for job performance has become a common practice, and certain otherwise desirable practices may work to the disadvantage of older persons; the incidence of unemployment, especially long - term unemployment with resultant deterioration of skill, morale, and employer acceptability is, relative to the younger ages, high among older workers; their numbers are great and growing; and their employment problems grave; the existence in industries affecting commerce, of arbitrary discrimination in employment because of age, burdens commerce and the free flow of goods in commerce.

Implementing equal opportunity laws and policies to prevent workplace discrimination based on race, color, national origin, religion, sex, age, sexual orientation, and disability status, as well as protecting individuals against reprisal / retaliation for filing a charge of workplace discrimination, participating in an investigation into alleged discriminatory practices, or opposing discriminatory practices.

In compliance with Title IX of the Education Amendments of 1972, Title VI and VII of the Civil Rights Act of 1964, and Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, as amended, the Age Discrimination Act of 1975 and applicable federal, state, and local laws, and our institutional values, The Cooper Union does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or employment practices, or in the administration of any Cooper Union educational program or activity, including athletiAge Discrimination Act of 1975 and applicable federal, state, and local laws, and our institutional values, The Cooper Union does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or employment practices, or in the administration of any Cooper Union educational program or activity, including athletiage, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or employment practices, or in the administration of any Cooper Union educational program or activity, including athletics.

An Anti-Discrimination Policy or Equal Employment Opportunity («EEO») policy is a document that defines how a business will take measures to eliminate and prevent discrimination based on race, color, religion, sex, national origin, disability, or age, in all of its employment practices.

(g) engage in conduct that the lawyer knows or reasonably should know is harassment or discrimination on the basis of race, sex, religion, national origin, ethnicity, disability, age, sexual orientation, gender identity, marital status or socioeconomic status in conduct related to the practice of law.

The test to determine discriminatory conduct, in this case direct age discrimination, is set out in reg 3 of the Employment Equality (Age) Regulations 2006 (SI 2006/1031)(which is now repealed and set out in s 13 (1) and (2) of the Equality Act 2010): «For the purposes of these Regulations, a person («A») discriminates against another person («B») if, on the grounds of B's age, A treats B less favourably than he treats or would treat other persons,... and A can not show the treatment or, as the case may be, provision, criterion or practice to be a proportionate means of achieving a legitimate aim.&raqage discrimination, is set out in reg 3 of the Employment Equality (Age) Regulations 2006 (SI 2006/1031)(which is now repealed and set out in s 13 (1) and (2) of the Equality Act 2010): «For the purposes of these Regulations, a person («A») discriminates against another person («B») if, on the grounds of B's age, A treats B less favourably than he treats or would treat other persons,... and A can not show the treatment or, as the case may be, provision, criterion or practice to be a proportionate means of achieving a legitimate aim.&raqAge) Regulations 2006 (SI 2006/1031)(which is now repealed and set out in s 13 (1) and (2) of the Equality Act 2010): «For the purposes of these Regulations, a person («A») discriminates against another person («B») if, on the grounds of B's age, A treats B less favourably than he treats or would treat other persons,... and A can not show the treatment or, as the case may be, provision, criterion or practice to be a proportionate means of achieving a legitimate aim.&raqage, A treats B less favourably than he treats or would treat other persons,... and A can not show the treatment or, as the case may be, provision, criterion or practice to be a proportionate means of achieving a legitimate aim.»

The Complainant, Krystyna Raczynska, launched a complaint with the Alberta Human Rights Commission on the grounds of age discrimination in the course of employment practices.

Having earned his Bachelor of Arts degree from Queens College of the City University of New York in 1973 and his Juris Doctor from St. John's University School of Law in 1976, he has actively practiced law in New York since 1977 and is highly experienced in numerous areas of civil practice, including lead poisoning litigation, vehicular accidents, age and racial discrimination, police misconduct, brain injury cases, defective products, elevator accidents, insurance, complex commercial litigation, and nursing home abuse and neglect.

Tara Erskine, QC presented The Law on Employment Discrimination: Updates from Canada on Disability, Religion, and Age at the Lex Mundi Labor and Employment and Employee Benefits and Pensions Practice Group Joint Global Meeting in Rome, Italy.

The committee's proposal «moves beyond the comment to craft a distinct rule within the black letter of the Model Rules of Professional Conduct prohibiting lawyers from engaging in harassment and knowing discrimination in conduct related to the practice of law» against people on the basis of race, sex, religion, national origin, ethnicity, disability, age, sexual orientation, gender identity, marital status or socioeconomic status.

As part of her practice in employment and labor, civil rights, and directors and officers (D&O) liability, Tina has successfully represented many clients in claims brought under federal, state, and local laws governing fair - employment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, aDiscrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, adiscrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and defamation.

He devotes most of his practice to employment litigation, representing employees who have faced discrimination in the workplace, including age discrimination, racial discrimination, gender discrimination, and sexual harassment.

To amend title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967, and to modify the operation of the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973, to clarify that a discriminatory compensation decision or other practice that is unlawful under such Acts occurs each time compensation is paid pursuant to the discriminatory compensation decision or other practice, and for other purposes.

The bill's stated purpose is «to amend Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1990, and the Rehabilitation Act of 1973 to clarify that a discriminatory compensation decision or other practice that is unlawful under such Acts occurs each time compensation is paid pursuant to the discriminatory compensation decision or other practice, and for other purposes.»

H.R. 2831 also amends the Age Discrimination in Employment Act of 1967 to declare that an unlawful practice occurs when a discriminatory compensation decision or other practice is adopted; when a person becomes subject to the decision or other practice; or, when a person is affected by application of a discriminatory compensation decision or other practice - including each time compensation is paid.

In the area of equal employment opportunity, Ms. Fish's practice includes handling discrimination claims involving age, race, gender, national origin, religion, disabled and veterans» rights issues as well as investigations arising from such claims.

In addition to receiving referral work, Carolyn Soakell's law firms team advises other legal practices on an array of matters, including structuring partner benefits, partnership exits and age discrimination cases.

Controversies that involve allegations of employment discrimination because of race, sex, religion, disability, national origin, veterans» status, family and medical leave and age are a substantial part of the Firm's employment law practice.

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.

In the case of an alleged unlawful practice occurring in a State which has a law prohibiting discrimination in employment because of age and establishing or authorizing a State authority to grant or seek relief from such discriminatory practice, no suit may be brought under section 626 of this title [section 7] before the expiration of sixty days after proceedings have been commenced under the State law, unless such proceedings have been earlier terminated: Provided, That such sixty - day period shall be extended to one hundred and twenty days during the first year after the effective date of such State law.

It claims that Keil was preparing to «falsely pose as a victim of unfair employment practices» and sue Magic Leap for violating age discrimination and whistleblower protection laws.

This is one reason that «age discrimination» is one of the unlawful practices in the job market.

Saint Thomas Health Services complies with all applicable federal and state laws prohibiting discrimination in hiring or employment practices on the basis of citizenship, race, color, religion, gender, age, national and ethnic origin, disability, or veteran status.