Sentences with phrase «proper contracts of employment»

It is purely and simply exploitation and it needs to be both outlawed and replaced by proper contracts of employment that include guaranteed hours and pay.

We are calling on all of these massive, global fast - food companies to stop this shameful exploitation and instead, ensure that their employees are provided with proper contracts of employment with wages that mean they don't have to depend on state handouts in order to exist.

Not exact matches

One of the other major changes the FJI would like to see in their country is the replacement of grants with proper employment contracts that come with full social security cover.

Whether it's employment contracts, leases for office space, contractor agreements, meeting minutes, or licensing and release of liability documents, all businesses need the proper documents on record.

Finally, the conclusion that the failure to pay the bonus in question did not constitute constructive dismissal, notwithstanding that non-payment was in breach of the [employee's] employment contract, was reasonably open to the trial judge after a proper analysis and application of the first branch of the [constructive dismissal] test.

In addition to laying out the terms of employment in an Employment Contract, employers should also consider outlining your expectations in an Employee Handbook, documenting and enforcing your company's disciplinary policy, as well as maintaining proper records of disciplinary actions taken in the employee'employment in an Employment Contract, employers should also consider outlining your expectations in an Employee Handbook, documenting and enforcing your company's disciplinary policy, as well as maintaining proper records of disciplinary actions taken in the employee'Employment Contract, employers should also consider outlining your expectations in an Employee Handbook, documenting and enforcing your company's disciplinary policy, as well as maintaining proper records of disciplinary actions taken in the employee's HR file.

Under the State Immunity Act 1978, s 4 (2)(b), a person's nationality and residence at the date of the employment contract were not deemed proper grounds for denying a person access to the courts in respect of their employment in this country.

If an employer attempts to temporarily lay - off an employee without proper contractual authorization or consent, then the fundamental conditions and terms of the employment contract may be considered to have been altered and the contract breached.

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.

It is the failure to provide proper severance that is the wrongful act, in that such a result represents a breach of the employment contract between employee and employer.

If the employer fails to provide proper notice of termination of the contract, the employee will be entitled to insist on adherence to the original terms of the employment contract.

Advice on the proper construction and effect of a restrictive covenants in employment contracts.

The correct result here was a 3 or 4 page judgement saying that equity partners aren't employees, and that if this is an injustice that must be corrected, the proper remedy is to have BC amend its human rights legislation to protect against age discrimination in contract or to amend the definition of «employment» to include partnership relationships.

He worked for a company registered in England and the proper law of his contract of employment was stated to be English law.

Employment contracts are governed by laws of a state, and it is not sufficient that you subscribe to the rules and policies of your company regarding the proper way of resigning.