Sentences with phrase «required as a condition of employment»

Generally, employers are prohibited from seeking reimbursement from employees for the cost of any physical examination or medical testing required as a condition of employment.

It may also be required as a condition of employment at private schools as well as for admission to a graduate program in education.

7.3 All employees of Thomson Reuters Canada with access to Personal Information shall be required as a condition of employment to respect the confidentiality of Personal Information.

Not exact matches

Right - to - work laws bar so - called «closed shops,» where workers are required to join a union and pay union dues or pay equivalent fees as a condition of employment.

For employers covered by MSPA, both employers are liable for ensuring necessary disclosures of the terms and conditions of employment, and payment of wages are made, as well as maintaining required written payroll records.

The Court found that the language of the bonus plan, requiring «active employment» as a condition to receive a payout, did not violate the Employment Stanemployment» as a condition to receive a payout, did not violate the Employment StanEmployment Standards Act.

All potential employees must successfully complete the required background checks as a condition of employment.

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

A group of Illinois government workers are asking the Supreme Court to overturn four decades of precedent that allow agencies to require union dues or fee payments as a condition of employment.

Three Illinois workers are asking the court to reconsider the 1977 Abood v. Detroit Board of Education, which allowed government agencies to require fee payments to labor unions as a condition of employment.

I agree and I think that asking about conditions required to achieve full employment exposes the achilles heel of both the Labour left and right (either in or out of the EU, as you say).

But requiring residency as a condition of employment is probably unconstitutional, as many another municipalities have learned.

Evidence indicates that vaccination of health care workers can benefit patient health, leading to a move by many to consider mandatory influenza vaccination as a condition of employment or to require employees to wear a mask during influenza season.

Last month, the city's board of education passed a resolution, effective immediately, requiring that all new employees «shall become residents of the City of Philadelphia within one year from the date of employment, as a condition for continued employment.»

The case will determine if public sector workers can be required to pay union dues as a condition of employment.

The rules define good cause as: a serious illness or health condition of the educator or an educator's family member; the educator's relocation to a new city following the change in employer of the educator's spouse or partner; or a change in the educator's «family needs» that require the educator to relocate or «devote more time than allowed by current employment.»

IR is representing ten long - time California teachers who fundamentally disagree with positions taken by the California Teachers Association and would not join or support the union if they were not required to do as a condition of employment.

We are required, as a condition of employment, to financially support teachers unions and their political agendas.

The suit claims state «agency shop» laws, which require public employees to pay union dues as a condition of employment, violate well - settled principles of freedom of speech and association.

In addition, the mechanic's employer must certify in prescribed form (Form T2200) that the tools were required as a condition of and for use in the apprentice's employment.

Provides that it shall be an unlawful discriminatory practice for an employer to require, as a condition of employment, an employee or prospective employee to consent to the creation of a credit report that contains information about the employee's or prospective employee's credit score, credit account balances, payment history, savings or checking account balances or savings or checking account numbers unless exceptions are met.

Employers may not (a) directly or indirectly require, request, suggest or cause any employee or prospective employee to submit a consumer credit report or other credit information as a condition of employment; (b) use, accept, refer to or inquire concerning a consumer credit report or credit information; (c) discharge, discipline, or discriminate against any individual who refuses or declines to submit a credit report; or retaliate against any individual who files a complaint or exercises his / her rights under this statute.

An employer may not require an employee or applicant to consent to a request for a credit report as a condition of employment.

An employer shall not require an employee or prospective employee to consent to a request for a credit report that contains information about the employee's or prospective employee's credit score, credit account balances, payment history, savings or checking account balances, or savings or checking account numbers as a condition of employment.

No employer may (1) request or require that an employee or prospective employee consent to or provide the results of a credit check as a condition of employment; (2) obtain a credit check or cause a credit check to be obtained that pertains to an employee or prospective employee; or (3) fail or refuse to hire, bar, discharge from employment, or otherwise discriminate against an employee or prospective employee because of information contained in a credit check unless the information contained in such credit check is a bona fide occupational qualification or such credit check is otherwise required by law.

Junction Point Disney Interactive Studios is currently recruiting for the following positions: - AI Programmer - Environment Artist - Concept Artist - QA Lead Disney Interactive Studios is an EEO employer and requires a satisfactory criminal history report as a condition of employment.

In these circumstances the Court decided to refer the following questions for a preliminary ruling to the CJEU: 1) whether for the purposes of Art. 2 (2)(c), Member States can require the direct descendant who is older than 21 years to have tried, without success, to obtain employment in the country of origin in order to be regarded as «dependant» and fall within the scope of the provision; and 2) whether in interpreting the term «dependant» any significance should be attached to the fact that the family member is, due to the personal circumstances such as age, education and health, deemed to obtain employment in the host Member State, which would mean that the conditions of dependence will no longer be met.

(4) A trade union and the employer of the employees concerned shall not enter into a collective agreement that includes provisions requiring, as a condition of employment, membership in the trade union that is a party to or is bound by the agreement unless the trade union has established at the time it entered into the agreement that not less than 55 per cent of the employees in the bargaining unit were members of the trade union, but this subsection does not apply,

This case serves as an example of a black and white rule — an employer may not condition continued employment on completing work while on FMLA leave or otherwise coerce or require an employee to work while out on FMLA leave.

As Berkeley Law students and alumni, we respectfully request that the Career Development Office extend this prohibition to any employer that requires any employee, including associates, staff, or summer associates, to agree to as a general condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconducAs Berkeley Law students and alumni, we respectfully request that the Career Development Office extend this prohibition to any employer that requires any employee, including associates, staff, or summer associates, to agree to as a general condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconducas a general condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconduct.

Like all Company employees, you will be required, as a condition of your employment with the Company, to sign the Company's standard Confidential Information and Invention Assignment Agreement -LSB-, a copy of which is attached hereto as Exhibit A].

150150 Butler v. Fairfax County School Board 12/17/2015 Code § 22.1 - 296.1 (A) requires, as a condition precedent to employment, that every applicant for employment by a school board must certify that he or she has not been convicted of any felony.

That approach, in my view, would have required consideration of: (i) the high standard of conduct expected of [the plaintiff] given the responsibilities and trust attached to his senior management position; (ii) the essential conditions (characterized as «core values») of integrity and honesty in his employment contract, including the requirement in the Code «to act in an honest and ethical manner at all times» (emphasis added); and (iii) his deliberate concealment of his actions which he later acknowledged to have been wrong and unethical.

Under New Hampshire law, employers may not require or even ask employees to undergo «genetic testing» as a condition of employment.

The motion judge held that the Plaintiff's employment was continuous and, as a result, he was required to receive fresh consideration for the modification to the terms and conditions of his employment to be enforceable.

Although the Genetic Non-Discrimination Act now makes it illegal for an organization to require individuals to undergo genetic testing or provide their results in order to obtain a product or service, or as a condition of a federally regulated business» employment, individuals may still provide this information voluntarily.

This is unlikely if the parties have already entered into a severance agreement (unless the agreement requires the individual make efforts to find new employment as a condition of future payments), but it can certainly be relevant if the parties have not entered into any kind of agreement and the individual chooses to commence a claim for wrongful dismissal.

Comment: Several commenters stated that the Secretary should recognize in the preamble that it is permissible for employers to condition employment on an individual's delivering a consent to certain medical tests and / or examinations, such as drug - free workplace programs and Department of Transportation («DOT»)- required physical examinations.

(i) harassment will no longer have to be «on the ground of» sex, but merely «related to» it; (ii) harassment will apply to a witness of the opposite sex to the recipient of the behaviour; (iii) an employer will be liable for harassment for failing to take reasonable steps to protect an employee from repeated harassment by third parties; (iv) pregnancy or maternity leave discrimination will no longer require a comparator; (vi) it will be contrary to the Act to deprive a woman of non-contractual bonuses in respect of the two - week period of compulsory maternity leave; and (vii) the same claims of discrimination in relation to terms and conditions of employment will be available in relation to additional maternity leave as in relation to ordinary maternity leave.

Safety Training — Many employers require the completion of a drug and alcohol driving awareness program as a condition of employment.

Outside applicants will be required to submit to pre-employment drug testing as a condition of employment.

If applicable, specify when you will meet additional conditions of employment, such as a completing a medical exam or sending required documents.

It will prohibit employers from asking job applicants about their prior salary or requiring disclosure of salary history as a condition of employment.

Candidates will be required to pass a pre-employment background investigation and drug test as a condition of employment.

You can require drug tests and physicals as conditions of employment.

Other Legally Required Disclosures CareerBuilder Employment Screening preserves the right to disclose without your prior permission any Personal Information about you or your use of this Site if CareerBuilder Employment Screening has a good faith belief that such action is necessary to: (a) protect and defend the rights, property or safety of CareerBuilder Employment Screening, employees, other users of this Site, or the public; (b) enforce the terms and conditions that apply to use of this Site; (c) as required by a legally valid request from a competent governmental authority; or (d) respond to claims that any content violates the rights of third - Required Disclosures CareerBuilder Employment Screening preserves the right to disclose without your prior permission any Personal Information about you or your use of this Site if CareerBuilder Employment Screening has a good faith belief that such action is necessary to: (a) protect and defend the rights, property or safety of CareerBuilder Employment Screening, employees, other users of this Site, or the public; (b) enforce the terms and conditions that apply to use of this Site; (c) as required by a legally valid request from a competent governmental authority; or (d) respond to claims that any content violates the rights of third - required by a legally valid request from a competent governmental authority; or (d) respond to claims that any content violates the rights of third - parties.

All new hires may be required to pass a pre-employment drug & alcohol test and a criminal background check as a condition of employment.

As a condition of their employment, Royal LePage employees are required to follow all applicable laws and regulations, including this Privacy Policy.