Sentences with phrase «practicing employment discrimination law»

Not exact matches

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.

I am going to weigh in, being a catholic and the whole shabang... First of all this is not infringing on anyone's right to practice their religion... Requiring insurance companies to provide contraception for women does not mean the woman has to use it or purchase it... Catholic hospitals take federal funds for their patients, therefore they are not exempt from employment laws... If the Catholic Diocese doesn't want to provide the insurance claiming religious beliefs, then they can no longer accept federal funded patients... They also know that they will be subjected to discrimination lawsuits based hiring and religious discrimination — non-catholics work there, and therefore are being denied healthcare due to catholic beliefs... Majority if not all Catholic women do, have, or had used contraception in their lifetime... God does not nor does the bible say anything about contraception, since it had not been invented yet — so this is a man - made law, made by a bunch of men, who have never had a menstrual cycle — and the pain that comes with it....

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.

Providing a general law practice for a specialized clientele, Harben, Hartley & Hawkins meets all of the legal needs of school districts including: fair dismissal personnel issues, allegations of employment discrimination and EEOC complaints, other personnel disputes, student discipline issues, student tribunal hearings, civil rights claims, personal injury actions, federal and state constitutional claims and other litigation, special education and other legal issues involving disabled students, contracts, leases and other business needs, policy and rule development, construction disputes, bond and SPLOST issues and other financial matters.

We comply with all federal, state, and local (City of Dallas and Dallas County) laws and policies regarding employment practices and discrimination.

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.

Additionally, our office ensures that DOT employment practices are consistent with the important purpose of Title VII of the Civil Rights Act of 1964 and all civil rights laws that mandate the elimination of all employment discrimination.

Prohibited personnel practices, commonly called PPPs, are employment - related activities that are banned in the federal workforce because they violate the merit system through some form of employment discrimination; retaliation; improper hiring practices; or failure to adhere to laws, rules, and regulations that concern the merit system principles.

The racially discriminatory potential of employment credit checks is the key reason that civil rights organizations such as the NAACP, the National Council of La Raza, the Leadership Conference on Civil and Human Rights, and the Lawyers Committee for Civil Rights under Law have publicly opposed the use of employment credit checks.13 In general, civil rights law mandates that employers justify the appropriateness of an employment practice if it creates a disparate impact on a group historically subject to workplace discriminatiLaw have publicly opposed the use of employment credit checks.13 In general, civil rights law mandates that employers justify the appropriateness of an employment practice if it creates a disparate impact on a group historically subject to workplace discriminatilaw mandates that employers justify the appropriateness of an employment practice if it creates a disparate impact on a group historically subject to workplace discrimination.

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 athletics.

He has over 32 years of experience as a litigation attorney in the State of Connecticut, with an established practice for over 27 years in the City of Hartford, handling matters involving personal injury, automobile accidents, medical malpractice, wrongful death, workers» compensation, employment discrimination, wrongful termination, civil rights violations, social security disability, criminal law, contract disputes, divorce and family law.

Related Practice Areas: Employment Discrimination ERISA Labor Law Wage and Hour Wrongful Termination

He has particular expertise in discrimination law (having been involved in drafting sections of the Employment Statutory Code of Practice for the Equality Act 2010) and advising on the employment aspects of corporate traEmployment Statutory Code of Practice for the Equality Act 2010) and advising on the employment aspects of corporate traemployment aspects of corporate transactions.

Related Practice Areas: Employment Discrimination Employment Law for Employees Sexual Harassment Social Security Retirement Wrongful Termination

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.

Related Practice Areas: Employment Discrimination Employment Law for Employees Sexual Harassment Whistleblower - Qui Tam Wrongful Termination

Susanne Ingold («Susie») practices in all areas of labor and employment law and litigation, including employment discrimination law, risk management, executive employment contracts, personnel policies and manuals, wrongful termination, trade secrets / non-compete agreements, sexual harassment, drug and alcohol testing, and wage and hour law.

A law firm located in Birmingham, Alabama, King Simmons, PC is dedicated to helping people and their family members all over Alabama and the Southeastern United States who have been the victims of wrongful death, personal injury, fraudulent practices, wrongful employment termination, discrimination, and harassment.

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, and demployment 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, and demployment 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, and dEmployment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and demployment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, adiscrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and defamation.

Her practice includes cases involving disability rights, civil rights, housing discrimination, employment law, personal injury, and medical malpractice.

Whether you need an overtime pay attorney in Los Angeles, a wrongful termination lawyer in San Diego, or an employment discrimination lawyer in Southern California, our employment law firm tenaciously takes on current or former employers who engage in unlawful practices against employees.

It has been cited as good evidence of market hourly rates for attorneys practicing in the federal employment arbitration or gender discrimination areas of law.

He then created his own niche practice in employment discrimination and wage and hour law at Donohue, Hyland & Donohue, P.C. in Holyoke, Massachusetts, where he worked from 2003 until the formation of Connor & Morneau, LLP in 2011.

(3) With regard to any charge of discrimination under any law, nothing in this Act is intended to preclude or limit an aggrieved person's right to introduce evidence of an unlawful employment practice that has occurred outside the time for filing a charge of discrimination.

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 claiLaw 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 clailaw, class action, wage and hour, discrimination and harassment, and unfair business practices claims.

In addition to the damages permitted under the NJLAD, the new law allows victims of discrimination to recover triple damages should a jury, or the New Jersey Division of Civil Rights, determine that the employer is guilty of an unlawful employment practice as defined by the law.

Congress also intended to make clear that with regard to any charges of discrimination under any law that nothing in the Act is intended to preclude or limit an aggrieved person's right to introduce evidence of unlawful employment practices that have occurred outside the time for filing a charge of discrimination.

Race, Sex, Disability Discrimination, Hostile Work Environment Employment Contracts and Litigation Our employment law practice includes advising clients on discrEmployment Contracts and Litigation Our employment law practice includes advising clients on discremployment law practice includes advising clients on discriminati...

Whether you are looking for a harassment, discrimination, unfair wage or hour practices, retaliation lawyer — our team will achieve the best result for your employment law case.»

The skilled attorneys at Simpson, Garrity, Innes & Jacuzzi, P.C. practice employment law in San Francisco, CA in the areas of Harassment and discrimination defense

He concentrates his practice on employment discrimination and termination law, and also handles corporate and general litigation matters.

Related Practice Areas: Employment Discrimination Employment Law for Employees Social Security Retirement Wage and Hour Whistleblower - Qui Tam

Bill Emer, of counsel in the firm's Labor & Employment practice, has more than 40 years of experience in labor and employment law in the areas of traditional labor relations, negotiation of collective bargaining agreements, discrimination, sexual harassment, wrongful termination, class actions, labor and employment counseling, California and federal wage - and - hour counseling and litigation, and the representation of employers before administrativeEmployment practice, has more than 40 years of experience in labor and employment law in the areas of traditional labor relations, negotiation of collective bargaining agreements, discrimination, sexual harassment, wrongful termination, class actions, labor and employment counseling, California and federal wage - and - hour counseling and litigation, and the representation of employers before administrativeemployment law in the areas of traditional labor relations, negotiation of collective bargaining agreements, discrimination, sexual harassment, wrongful termination, class actions, labor and employment counseling, California and federal wage - and - hour counseling and litigation, and the representation of employers before administrativeemployment counseling, California and federal wage - and - hour counseling and litigation, and the representation of employers before administrative agencies.

Related Practice Areas: Employment Discrimination ERISA Labor Law Whistleblower - Qui Tam Wrongful Termination

She served as a professor of law at Duquesne from 1983 - 98, and subsequently as an adjunct law professor, teaching Appellate Practice and Procedure and Federal Employment Discrimination Llaw at Duquesne from 1983 - 98, and subsequently as an adjunct law professor, teaching Appellate Practice and Procedure and Federal Employment Discrimination Llaw professor, teaching Appellate Practice and Procedure and Federal Employment Discrimination LawLaw.

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 hoEmployment, 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 hoemployment relations law, including discharge and discrimination issues, personnel policies, immigration, workplace health and safety, and wage and hour issues.

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.

Cloisters» barristers practice in employment, discrimination and equality, personal injury, clinical negligence, commercial law, regulatory and public, sport and entertainment law.

Ms. Rudich concentrates her practice in complex litigation and class action matters, with a particular emphasis in representing employees in all aspects of employment law, particularly sexual harassment, various issues of discrimination, and cases involving violations of the Family and Medical Leave Act (FMLA), the Fair Labor Standards Act, and state wage and hour statutes.

Mr. Moskowitz focuses his employment law practice on disability, discrimination, harassment and whistleblower claims, as well as cases involving the Family and Medical Leave Act.

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.

Labor and employment laws affect the entire legal relationship between employers and employees, beginning with the initial hiring process and expanding into every facet of daily operations, including job descriptions, wages, promotions, reviews, terminations, benefits, mergers and acquisitions, as well as the successful resolution of disputes pertaining to unfair labor practices and discrimination.

Mr. Moskowitz is a member of the firm Pashman Stein and focuses his employment law practice on disability, discrimination and whistleblower claims, as well as cases involving the Family and Medical Leave Act.

The firm offers top - quality legal services in the following practice areas: clinical negligence and personal injury, community care and health services, criminal law, discrimination and equality law, employment law and professional discipline, family and matrimonial law, housing, human rights, public law and judicial review, immigration, inquests and inquiries, international law, media and information law, reputation and crisis management, mental health, police misconduct, prison law, professional negligence, public procurement and commercial reputation, serious fraud and regulatory investigations and Brexit.

With extensive experience in both federal and state court, Sara Mandelbaum focuses her practice on commercial litigation with an emphasis on handling commercial contracts, employment discrimination, criminal, and constitutional law.

Michael routinely counsels clients on labor and employment law issues, including hiring practices, employee evaluations, disciplinary actions, leave policies and practices, employment termination, discrimination charges, personnel policy review, and employment contracts.

The field of employment discrimination law continues to expand to cover new forms of discrimination and additional employment practices.

After graduation from law school, Karen was a civil rights litigator whose practice focused primarily on employment discrimination, police brutality and housing discrimination.

Our fee - generating clinical teachers practice in the areas of employment discrimination, civil rights litigation, general civil litigation, Social Security disability, Medicare eligibility, tax law, family law, criminal defense litigation in both the state and federal courts, open government / watchdog law and representing start - up companies.

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.