Not exact matches
The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for
employment services rendered
on or prior to the date of termination of
employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by
law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan,
program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.
This book covers the following: - The effect of
employment on mothers and babies - Current
laws on breastfeeding in the workforce - The benefits to the employer of supporting breastfeeding mothers in the workforce - Current
programs encouraging breastfeeding in the workplace - Making the case to employers to support breastfeeding mothers - Breastfeeding management for employed moms Resources for employers, childcare providers, and mothers are listed in the back of the book
Paterson quickly signed five pieces of legislation
on his first day in office: to add the New York State Department of Labor to the New York City Transit Track Safety Task Force; to eliminate a
law that discouraged employers from holding blood drives; to change the way in which members are appointed to a state health and research board; to restore eligibility caps to certain senior
employment programs; and to grant tax exemptions to several local development corporations in New York State.
The report focuses
on increasing awareness of the problem, expanding treatment through insurance coverage, providing better treatment
programs,
employment and diversion
programs for recovering addicts, and giving
law enforcement more leeway to fight drug trafficking.
Allowing students to attend schools near their parents» place of
employment is particularly important when the selected school offers before - and after - school
programs, concluded the 15 - member California Commission
on School Governance and Management, which was authorized under the state's 1983 education - reform
law.
Hanks has been a frequent and popular speaker and writer
on education and
employment law topics at state and national forums, including COSA and National School Boards Association
programs.
Relay does not discriminate
on the basis of race, color, religion, creed, sex, sexual orientation, national origin, ancestry, age, marital status, citizenship status, veteran status, disability or any other criterion specified by federal, state or local
laws, in the administration of its admissions,
employment and educational policies or scholarship, loan, and other school - administered
programs.
Brass City Charter School does not discriminate in any
employment practice, education
program, or educational activity
on the basis of race, color, religious creed, sex, age, national origin, ancestry, marital status, sexual orientation, gender identity or expression, disability, or any other basis prohibited by Connecticut state and / or federal nondiscrimination
laws.
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.
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.
Schwartz, author of the Connecticut
Employment Law Blog, is organizing an April 9 educational program at UConn Law School on how technology is changing the practice of l
Law Blog, is organizing an April 9 educational
program at UConn
Law School on how technology is changing the practice of l
Law School
on how technology is changing the practice of
lawlaw.
Labor and
employment partner Matthew T. Miklave presented the
program «An Overview of the New York State and City Human Rights
Law»
on August 22, 2014.
Author: Professor Doorey is Academic Director of Toronto - based Osgoode Hall
Law School's executive LLM
Program in Labour and Employment Law, and sits on the Advisory Board of the new Osgoode Certificate program in Labo
Program in Labour and
Employment Law, and sits
on the Advisory Board of the new Osgoode Certificate
program in Labo
program in Labour
Law.
The Immigration and Refugee Protection Regulations impose large fines
on employers who hire foreign workers without proper documentation — but Bill C - 31 is the first legislation that would (if it becomes
law) authorize the Ministers of
Employment and Social Development and for Multiculturalism to impose penalties for specific
Program abuses.
Kleinbard partner, Zach Glaser, will serve as a faculty member at the PBI's
program entitled «A Day
on Employment Law»
on Thursday, September 15, 2016 at the CLE Conference Center in Philadelphia.
I was very lucky and they had a
program calling people to a charity called The Free Representation Unit, where you know, it would give you an insight into the other side of
employment disputes, where people were unrepresented and obviously, when you're in a very large corporate
law firm, you end up always
on the corporate side.
Business Development: Brokering various business dealings that further the diversification of Indian economies Developing and accessing commercial financial
programs and services for tribal governments, including tax - exempt offerings and federally - guaranteed housing loans Serving as issuer or underwriter's counsel in tribal bond issuances Ensuring tribal compliance with Bank Secrecy Act and other federal financial regulatory requirements Handling federal and state income, excise, B&O, property and other tax matters for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and federal
law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores
on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance
programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and
law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations, including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor &
employment, and workers» compensation
laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian
law litigation, including commercial, labor &
employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts, including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings, including BIA prosecutions and Indian probate proceedings Assisting tribal governments with tribal, state and federal court appeals, including the preparation of amicus curiae briefs Our Indian
law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal rights.
Darcie Falsioni, counsel
on our employee benefits team in our Labor &
Employment practice, has significant experience advising clients
on how to comply with the
laws governing their employee benefit
programs.
On May 12, Davis Malm shareholder Tamsin R. Kaplan chaired a
program at the Social
Law Library entitled «
Employment Law Fundamentals: Get Smart or Get Sued ®.»
Our customized «Ahead of the Curve»
program brings our lawyers into your workplace
on a regular basis to brief your in - house legal and HR teams
on employment law issues relating to your specific industry.
These
programs provide legal services
on cases related to loss of housing, domestic abuse, access to veterans benefits,
employment, elder
law, and immigration.
Mr. Gatto's practice is national and international, and it encompasses a full range of IP and technology issues, including: patent, trademark, copyright and trade secret litigation; counseling and technology transactions; developing and implementing IP strategies to protect and to monetize IP assets; creating and implementing corporate IP
programs; conducting IP audits; conducting complex patent prosecution, including patent appeals, interferences, Inter Partes Review (IPRs), reissues and protests; handling patent enforcement issues, including licensing and litigation; negotiating and drafting technology agreements; conducting IP due diligence in and negotiating IP aspects of mergers, acquisitions and financings; rendering opinions concerning the infringement, validity and enforceability of patents; handling trademark prosecution, domain name, copyright and trade secret matters; handling IP aspects of
employment issues; advising clients
on legal issues associated with open source software including open source patent issues, licensing, open source compatibility issues, indemnity issues and developing and implementing corporate policies
on use of open source software; advising clients
on the legality of cutting edge Internet business methods and technology; and advising clients
on computer
law issues such as computer fraud and abuse and SPAM - related issues.
We develop and deliver training
programs on a variety of
employment law, workplace human rights, and workplace investigation topics.
Our aviation lawyers work with airlines, banks and financiers, lessors, manufacturers, insurers, export credit agencies, governments and regulatory bodies
on the full range of aviation legal services, including fleet selection
programs, partnering arrangements with fellow carriers, travel companies and other third parties, competition
law compliance and a range of
employment issues.
A former attorney with Littler Mendelson, the nation's largest
employment law firm, Ms. Rhodes - Ford has extensive experience litigating
employment cases
on behalf of her corporate clients and advising clients
on virtually all aspects of
employment law including
employment agreements, employee manuals, compliance
programs, marijuana in the workplace advice and litigation avoidance.
Kris has spoken at numerous legal seminars, including speaking engagements concerning «Motions in Limine: Protecting the Story» (Panel Member, NELA - GA / ICLE Trying Your Best:
Employment Law Goes to Court Seminar, 2017), «Reductions in Force» (Professional Association Of Georgia Educators, 2012), «Settlement Agreements and Keeping the Deal» (State Bar of Georgia, General Practice and Trial Section, 2011), «Update
on Employment Law» (General Practice And Trial
Law Section Institute, 2011), «
Employment Law in the Trenches» (General Practice and Trial
Law Institute 2009), EEOC Atlanta 2008 Technical Assistance
Program Seminar, «Firing Public Employees: Lessons Learned from the Perspective of Plaintiff and Defense Counsel» (Liability of Local Governments Seminar 2007), «Busting the Cap
on Damages in
Employment Litigation» (Managing Damages in
Employment Litigation Seminar 2007), «State
Law and Other Non-Traditional Claims: Crash Course, Questions to Ask, and New Developments» (
Employment Law for the General Practitioner and for the Pros).
He is also in demand as a trainer
on employment law topics, invited by clients to run custom - made, interactive training
programs for line managers.
Based
on the challenging development
programs of most West African countries (most countries» dream is to become emergent by 2020 or 2025), key regulations that support economic development are necessary to be passed and among them ambitious
law and
employment regulations.
There are three options
on which the task force is seeking comment and advice: a. Continue the
program, but make it clear that the
Law Society makes no guarantees that candidates will find
employment.
All activities must be in compliance with Equal
Employment Opportunity
laws, HIPAA, ERISA, and other regulations, as appropriate.General requirements Performs all job responsibilities in alignment with the core values, mission and vision of the organization Performs other duties as required and completes all job functions as per departmental policies and procedures Maintains current knowledge in present areas of responsibility (i.e., self education, attends ongoing educational
programs) Attends staff meetings and completes mandatory in - services and requirements and competency evaluations
on time.
The Tennessee College of Applied Technology is an AA / EEO employer and does not discriminate
on the basis of race, color, religion, creed, ethnic or national origin, sex, sexual orientation, gender identity / expression, disability, age (as applicable), status as a covered veteran, genetic information, and any other category protected by federal or state civil rights
law with respect to all
employment,
programs and activities sponsored by the College.
Most aviation companies are committed to assuring that: All recruiting, hiring, training, promotion, compensation, and other
employment related programs are provided fairly to all persons on an equal opportunity basis without regard to race, creed, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law; Employment decisions are based on the principles of equal opportunity and affirmative action; All personnel actions such as compensation, benefits, transfers, training, and participation in social and recreational programs are administered without regard to race, creed, color, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law, and; Employees and applicants will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have exercised any right protect
employment related
programs are provided fairly to all persons
on an equal opportunity basis without regard to race, creed, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by
law;
Employment decisions are based on the principles of equal opportunity and affirmative action; All personnel actions such as compensation, benefits, transfers, training, and participation in social and recreational programs are administered without regard to race, creed, color, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law, and; Employees and applicants will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have exercised any right protect
Employment decisions are based
on the principles of equal opportunity and affirmative action; All personnel actions such as compensation, benefits, transfers, training, and participation in social and recreational
programs are administered without regard to race, creed, color, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by
law, and; Employees and applicants will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have exercised any right protected by
law.
A hallmark of excellence in the field of talent acquisition, the ASA Certified Search Consultant, is a certification
program focused
on recruiter - specific Federal
employment law, and also covers state licensing and registration
law.
These central principles inspire us to reach out to those in need and to help heal the whole person - mind, body and spirit.Queen of the Valley Medical Center combines the region's most qualified physicians and staff with the most advanced technology available.Because we have such high standards of care, our
programs have been recognized regionally and nationally for their demonstrated success of outcome and care which is par with university hospitals.Queen of the Valley Medical Center provides equal
employment opportunities (EEO) to all employees and applicants for
employment without regard to race, color, religion, sex, national origin, age, disability or genetics.In addition to federal
law requirements, Queen of the Valley Medical Center complies with applicable state and local
laws governing nondiscrimination in
employment in every location in which the company has facilities.This policy applies to all terms and conditions of
employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.Positions specified as «
on call / per diem» refers to
employment consisting of shifts scheduled
on as «as needed basis» to fill in for staff vacancies.
Director of Human Resources / HR Consultant — Professional Duties & Responsibilities Oversee the planning, direction, and management of all HR - related activities including staff recruiting, candidate tracking, personnel screening and testing, and hiring processes in accordance with Affirmative Action and Equal Opportunity
Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers a
Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development
programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development
programs based
on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims
on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety
programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable
laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site
on firm intranet, housing online -
employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers a
employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and vendors
Client Services Supervisor — Duties & Responsibilities Responsible for electronic payroll system operations for a large and economically diverse client base Recruit, train, and direct customer service, sales, technical, and administrative staff ensuring efficient operations Maintain working knowledge of proprietary software, industry best practices,
employment law, and tax
law Oversee adherence to departmental budgets, project timelines, and company policies Coordinate efforts between multiple departments resulting in timely and cost - effective project completion Design and implement professional development
programs to enhance team skill sets Utilize employee recognition
programs to build morale and dedication to company mission Represent company brand with poise, integrity, and positivity Study internal literature to become an expert
on products and services Develop a rapport with customers and orient them to various products and services Encourage high customer retention by maintaining friendly, supportive contact with existing clients Interact with support staff and company resources effectively to create the best consumer experience Utilize technical proficiencies and industry knowledge to offer guidance and support to coworkers and clients Craft effective presentations and proposals, tailoring them to clients based
on their specific needs and styles Maintain sales and customer service records detailing pricings, sales, activities reports, and other pertinent data Manage company financial records providing detailed, accurate account of transactions and financial health Build and strengthen long term relationships with peers, clients, partners, and industry leaders Provide additional operational support including communications, data entry, and other tasks as needed Consistently promoted due to excellence in management, customer service, technical support, and sales
The
employment Law Mediator Training program focuses first on employment law that is applicable to employment mediation, then on in - depth role - playing to help you learn and practice the skills to facilitate the proce
Law Mediator Training
program focuses first
on employment law that is applicable to employment mediation, then on in - depth role - playing to help you learn and practice the skills to facilitate the proce
law that is applicable to
employment mediation, then
on in - depth role - playing to help you learn and practice the skills to facilitate the process.
The following are average contact times for different
program components - Parenting Class: 4 sessions per month, 2 hours per session (8 hours per month)- Case Management: Twice per month, 1 hour per meeting - Job Club: Weekly, 2 hour for participants seeking
employment, individual meetings based
on need - Child Support: 1 hour orientation for all, individual meetings (45 minutes) based
on need - GED: depends
on need, ranges from 4 - 15 hours per week - Interactive Skill - Building Parenting Class (early childhood development focus): 4 sessions per month, 2 hours per session - Home Visiting (early childhood, school readiness focus): 2 hours per months, from 6 - 12 months - and Family
Law: 1 hour orientation for all, individual meetings, consultations, up to and including full representation (much more time intensive) based
on need.