Sentences with phrase «rights as an employer»

As I stated last week, even if Nintendo was will within their rights as an employer to dismiss someone who they felt no longer properly represented the company's image, its handling of the entire situation was nothing short of abysmal and they should be raked over the coals for it.

«Drugs in the Workplace: Your Legal Rights as an Employer,» Minnesota Department of Economic Security, Fourth Annual Minnesota Employer Conference (St. Paul, Minnesota, September 5, 1997 with simultaneous video conference to Blue Earth, Brainerd, Duluth, and Rochester, Minnesota)

Your rights as an employer and what you expect from your employees need to be set out in the contract of employment they sign.

The post 6 Things To Watch Out For When Reading An Employment Contract appeared first on Ms. Make sure when reading through the contract that you have the same rights as your employer.

Not exact matches

«As a company that is committed to the principle that everyone deserves to live without fear of discrimination simply for being who they are, becoming an employer in North Carolina, where members of our teams will not have equal rights under the law, is simply untenable,» Schulman wrote in an open letter.

«I think frankly, employers should try to embrace the idea behind this, especially if the company has any pretense of being a feminist organization or treating women's rights as a priority, whether it's in their corporate culture or their customer relations.

«As a manager or as an employer, you can circulate a memo as you're approaching an election, for example, reminding everyone that they're encouraged to vote and have a right to their own opinion, but that their expressions of their political beliefs should be respectful and in keeping with workplace policAs a manager or as an employer, you can circulate a memo as you're approaching an election, for example, reminding everyone that they're encouraged to vote and have a right to their own opinion, but that their expressions of their political beliefs should be respectful and in keeping with workplace policas an employer, you can circulate a memo as you're approaching an election, for example, reminding everyone that they're encouraged to vote and have a right to their own opinion, but that their expressions of their political beliefs should be respectful and in keeping with workplace policas you're approaching an election, for example, reminding everyone that they're encouraged to vote and have a right to their own opinion, but that their expressions of their political beliefs should be respectful and in keeping with workplace policy.

Or, as Christine Bader describes in her book The Evolution of a Corporate Idealist: When Girl Meets Oil, corporations including her former employers at BP may well be «advancing human rights in some ways while compromising them in others.»

In a non-union environment, employers can dump employees any time, for virtually any reason as long as it doesn't violate human rights laws.

«We've got a lot more [leverage] as an employer right now, and we're taking advantage of it,» he says.

Right now, it's only available through a sponsoring organization such as an Employee Assistance Program (EAP), a health plan or employer.

As a rule, departing employees have every right to use their knowledge and skills to compete directly with their former employer.

As an employer, you must understand that you can't be right all the time.

Last week a London court ruled that a plumber was entitled to full employment rights despite being technically self - employed, in a case seen as a key test which could force employers to start offering irregular workers benefits including pensions and holiday pay.

Not only do resources such as Talentera provide a comprehensive recruitment solution, through which employers can create branded career channels to source, track, assess, and hire professionals, right through their own websites, but using such platforms also enables employers to track their applicants» information including skills, background as well as previous engagements with the recruitment team.

The overriding economic theme right now is a generational shift in capital from employers to employees, and data out Friday showed this shift as clearly as anything we've seen.

As investors, employers, thought leaders and citizens, executives can help to tip this balance in the right direction.

This time, the focus is more narrowly on ensuring that people not be forced to agree to potential arbitration as a condition of their employment and that employers be prohibited from «threatening, retaliating or discriminating against, or terminating any applicant for employment or prospective employment or any employee because of the refusal to consent to the waiver of any right, forum, or procedure for a violation of specific statutes governing employment.»

This law passed the responsibility of retirement savings from the employer to the employee, meaning you have the right to use your retirement savings as you see fit — within reason.

-- Similarly exploited immigrant labor without labor rights (all temporary and dual purpose immigrants), employer sponsorship being the key to suppressing wages (plus all of David Card's papers and equations are wrong due to DNWR)-- Fair Labor Standards Act generally doesn't apply to office workers and other positions that corporations tag as professionals and / or managers, despite recent Obama hike of minimum applicable wage.

As an employer, Edward Jones has been named among the «100 Best Companies to Work For» and «Best Workplaces for Parents» by Fortune magazine, as well as one of the Human Rights Campaign's «Best Places to Work for LGBT Equality.&raquAs an employer, Edward Jones has been named among the «100 Best Companies to Work For» and «Best Workplaces for Parents» by Fortune magazine, as well as one of the Human Rights Campaign's «Best Places to Work for LGBT Equality.&raquas well as one of the Human Rights Campaign's «Best Places to Work for LGBT Equality.&raquas one of the Human Rights Campaign's «Best Places to Work for LGBT Equality.»

Entrepreneurs should use care not to work on a startup during work hours or use the resources of the employer as this may provide the previous employer rights to the new business» IP.

As a result, if the entrepreneur's new startup derives in any way from work for a previous employer, the previous employer may have a claim for infringement of their intellectual property rights against the new business.

But the laws are not a perfect solution for professionals, as Emma Plumb writes at 1 Million for Work Flexibility: «In all cases, employers have the right to refuse requests for flexibility on business grounds, and small employers are exempted from the laws in some countries.»

Yeah I think you're right, NC is a right to work state which means you can quit or be fired as long as they employer words / phrases things correctly without really needing a reason, but apparently they screwed it up somehow.

but the government has every right and ability to treat the church the same as every other employer and require tehm to provide to their employees teh same benefits as all other employers.

Do their employees not have a right to their own beliefs which may include a belief that life does not start at conception as well as have the right to not have their employers» personal beliefs dictate what health decisions they can make.

Thus, if a conservative group wanted to exclude gays, it could do so — yet it would not affect a gay couple's rights as a couple with employers, schools, etc..

Do we not do the same when we are disciplined by our parents as children or by our employer when we call ourselves adults, don't we want to «get our own back» don't we relish it when they become ill or have an accident and we say «it serves them right» justice has been done.

It is not easy to justify as a matter of «right» the exemptions from taxes paid by most employers, and one could contend that if nonprofit organizations employ people, they should pay the appropriate employers» share of social security and unemployment taxes just as any other employers do.

As an employer, you can have the right to have an opinion on if a «good catholic» should use birth control or not but you sure as hell don't have the right to prevent your employee from obtaining a reasonable preventative medicatioAs an employer, you can have the right to have an opinion on if a «good catholic» should use birth control or not but you sure as hell don't have the right to prevent your employee from obtaining a reasonable preventative medicatioas hell don't have the right to prevent your employee from obtaining a reasonable preventative medication!

The principle that the right wing is relying on is: An employer, in his capacity as an employer, can never be forced to do ANYTHING with respect to how he conducts his business, how he treats his employees, etc., IF it conflicts with his religious convictions.

Becky, every employer has the right to let go employees who aren't operating in line with their missions, and the church is no exception as an employer.

I will fight for any religions right to practice as they wish as long as they don't stomp of individual rights and freedom of religion which means each person can make their religious moral judgements for themselves which is why there are millions of Christian women who have no problem with these 4 forms of birth control but they are now having their freedom of religion taken out of their hands and decided by their employer.

For restaurants, hotels and the hospitality industry as a whole, these manuals play a crucial role in defining the legal rights and obligations of both the employer and employee.

Just as the — head chef, front desk manager, bell hop or director of room service is free to resign at any time — the employer reserves the right to terminate the employee at any time, as well.

Hiring managers need to ensure each hire counts as having the right food servers in place will increase restaurant revenue and employee tips, which leads to equal employer - employee satisfaction.

It» snot a FIFA accredited competition and therefore as his employer, Arsenal have every right to bloke whoever they form competing at the Olympics.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

As with Ordinary Paternity Leave and Pay, you must have worked for your employer for the right amount of time, and given notice correctly, in order to qualify (as aboveAs with Ordinary Paternity Leave and Pay, you must have worked for your employer for the right amount of time, and given notice correctly, in order to qualify (as aboveas above).

Robin Kaplan: As if returning to work after maternity leave isn't difficult enough, dealing with an employer who's less than supportive of your pumping rights can definitely add an unnecessary stress.

This is a great resource to show your employer and sit down to chat with them about your rights as a breastfeeding mom.

While new fathers as well as new mothers have a «right to ask for flexible working» (i.e. their employers have to come up with a very good «business case» to deny them this), this is where equality ends.

When one employee returned from maternity leave, her employer criticized her for needing to express breast milk (or «pump») as frequently as she did because she thought her baby should be eating more solid food, told her she had to stop pumping when her baby turned a year old, and fired her when she asserted her rights.

Women who go back to work right after giving birth might not have the time to establish breastfeeding — and even if they do, they might have trouble finding a place to pump, as only employers with more than 50 workers are required to provide employees with a clean lactation room.

«The NASUWT has warned repeatedly, since 2011, that such poor practices would flourish if the Government continued to present equality and the rights of workers as unimportant and gave excessive freedoms, flexibilities and discretion over pay and conditions given to employers.

That could mean extending maternity and paternity leave as well as giving workers the right to take employers to an unfair dismissal tribunal.

• Compel unions to renew any strike mandate with a fresh ballot within four months of the first ballot and give employers the right to hire strike - breaking agency staff as well as require a union to give the employer at least a fortnight's notice before the industrial action starts.

The bill looks to address issues such as worker protections, overtime pay, public health protection and employer contributions to workers» compensation and unemployment funds and would afford greater rights for over 100,000 migrant farm workers throughout New York State, which boasts a powerful agricultural industry.

Sunder: religious organizations, acting as employers, have had certain exemptions from anti-discrimination law for some time, and I think I'm right in saying that the Anglican bishops acted to secure some version of these in the recent debates over the Equality Bill...?