This includes charges before the EEOC and
state fair employment practice agencies; wrongful termination, discharge, employment discrimination, wage / hour, wrongful discharge and breach of contract claims in federal and state courts; prosecuting and defending claims for enforcement of non-competition agreements and trade secret rights; and arbitrations under employment and collective bargaining agreements.
(b) The Commission may cooperate with State and local agencies charged with the administration of
State fair employment practices laws and, with the consent of such agencies, may for the purpose of carrying out its functions and duties under this title and within the limitation of funds appropriated specifically for such purpose, utilize the services of such agencies and their employees and, notwithstanding any other provision of law, may reimburse such agencies and their employees for services rendered to assist the Commission in carrying out this title.
Not exact matches
The Company is an equal opportunity employer committed to complying with all
state and federal
fair employment practice laws, as well as maintaining a workforce that reflects the diversity of the community.
Through
fair employment practices acts some
states are seeking to outlaw discrimination in
employment based on racial or creedal background.
Characterizing its
practice as a «general
practice for a specialized clientele,» the firm provides legal advice and expertise to handle any and all needs of a school district, 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.
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.
(d) The provisions of subsection (c) shall not apply to any employer,
employment agency, labor organization, or joint labor - management committee with respect to matters occurring in any
State or political subdivisionthereof which has a
fair employment practice law during any period in which such employer,
employment agency, labor organization, or jointlabor - management committee is subject to such law, except that the Commissionmay require such notations on records which such employer,
employment agency, labor organization, or joint labor - management committee keeps or is requiredto keep as are necessary because of differences in coverage or methods of enforcement between the
State or local law and the provisions of this title.
As is proudly
stated by the Ministry of Manpower (fondly known as MOM): «Implementing
fair employment practices makes good business sense.
State and local
fair employment practices laws also typically contain anti-retaliation provisions.
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 d
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 d
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 d
Employment Act (ADEA), Family and Medical Leave Act (FMLA),
employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and d
employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and defamation.
Further we regularly represent clients before the U.S. Equal
Employment Opportunity Commission, as well as the various state and local fair employment practice
Employment Opportunity Commission, as well as the various
state and local
fair employment practice
employment practice agencies.
As California Labor and
Employment Lawyers, we boast an extensive knowledge of the
Fair Employment and Housing Act (FEHA), and other
state and federal laws that protect employees who have either suffered or witnessed workplace harassment and discriminatory
practices and have been retaliated against.
A large portion of Steve's
practice involves advising employers on issues involving the
Fair Labor Standards Act, the Family and Medical Leave Act, the Americans With Disabilities Act, and other
state and federal
employment statutes that affect the
employment relationship on a daily basis.
She
practices in
state and federal courts across the country, and before
state and federal agencies, including the Equal
Employment Opportunity Commission, the United
States Department of Labor, the Department of
Fair Employment & Housing, and the Division of Labor Standards Enforcement.
Our attorneys counsel clients in these areas and defend discrimination claims before
state and local
fair employment practice agencies, the Equal Employment Opportunity Commission and other federal
employment practice agencies, the Equal
Employment Opportunity Commission and other federal
Employment Opportunity Commission and other federal agencies.
A significant portion of Nicole's
practice involves advising employers on issues involving the
Fair Labor Standards Act, the Family and Medical Leave Act, the Americans With Disabilities Act, and other
state and federal
employment statutes that affect the
employment relationship on a daily basis.
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.
Akerman's Labor &
Employment Practice Group defends employers throughout the United States in all types of litigation under federal, state and local employment laws, including the Fair Labor Stan
Employment Practice Group defends employers throughout the United
States in all types of litigation under federal,
state and local
employment laws, including the Fair Labor Stan
employment laws, including the
Fair Labor Standards Act.
In addition to his labor relations
practice, Brennan also has extensive federal and
state employment litigation experience involving the Equal Employment Opportunity laws, the Family and Medical Leave Act, Fair Labor Standards Act, and other federal and state employ
employment litigation experience involving the Equal
Employment Opportunity laws, the Family and Medical Leave Act, Fair Labor Standards Act, and other federal and state employ
Employment Opportunity laws, the Family and Medical Leave Act,
Fair Labor Standards Act, and other federal and
state employmentemployment laws.
Kristen's litigation experience includes representing individual and corporate clients in cases involving claims of breach of contract, consumer fraud, unfair trade
practices, violation of federal and
state credit reporting laws, violation of the
Fair Debt Collection
Practices Act, professional negligence, business torts,
employment discrimination, wrongful termination, violation of wage and hour law, and violation of non-competition and confidentiality agreements.
Under civil rights laws administered by the EEOC, individuals have 180 days of the alleged discriminatory act to file a charge with EEOC (or 300 days if there is a
state or local
fair employment practices agency involved).
The
Fair Credit Reporting Act, the Equal
Employment Opportunity Commission, and the proliferating number of «Ban the Box» laws in
state and local jurisdictions place very specific restrictions on hiring
practices.
«NAPBS» mission is to promote ethical business
practices, compliance with the
Fair Credit Reporting Act (FCRA), equal
employment opportunity, and
state and international consumer protection laws -LSB-...]
«NAPBS» mission is to promote ethical business
practices, compliance with the
Fair Credit Reporting Act (FCRA), equal
employment opportunity, and
state and international consumer protection laws relating to the background screening profession,» said Kevin Klimas, president and founder of Clarifacts.
Given the increasingly complex legal environment, employers in 2014 will be faced with the challenges of ensuring that a background screening provider utilizes best
practices to be in compliance with the
Fair Credit Reporting Act (FCRA), the U.S. Equal
Employment Opportunity Commission (EEOC) guidance for the use of criminal records, and applicable
state laws as well as accuracy.
The NAPBS exists to promote ethical business
practices and compliance with the federal
Fair Credit Reporting Act (FCRA), the U.S. Equal
Employment Opportunity Commission (EEOC) guidance, and
state and international laws related to background screening.
According to the NAPBS website, the organization's mission is to promote ethical business
practices, compliance with the
Fair Credit Reporting Act (FCRA), equal
employment opportunity, and
state consumer protection laws relating to the background screening profession.