Sentences with phrase «term employment purposes»

The FCRA broadly defines the term employment purposes to include the evaluation of a job applicant for employment as well as decisions concerning promotion, reassignment or retention of an employee.

Not exact matches

With Lending Club, borrowers pay a one - time origination fee (for 36 or 60 month loans), which ranges from 2 percent to 5 percent of the loan amount, depending on your loan grade (A-G), which is derived from your credit score, loan purpose, employment type, loan amount, loan term, and credit usage and history.

Moderator: William V. Harris, William R. Shepherd Professor of History and Director, Center for the Ancient Mediterranean, Columbia University Speaker 1: L. Randall Wray, Research Director of the Center for Full Employment and Price Stability and Professor of Economics, University of Missouri - Kansas City Speaker 2: Michael Hudson, President, Institute for the Study of Long - Term Economic Trends and Distinguished Research Professor, University of Missouri - Kansas City Tuesday, September 11, 2012 About the Seminar Series: Modern Money and Public Purpose is an eight - part, interdisciplinary seminar series held at Columbia Law School over the 2012 - 2013 academic...

Specifically, benefits subject to the HP Severance Policy include: (a) separation payments based on a multiplier of salary plus target bonus, or cash amounts payable for the uncompleted portion of employment agreements; (b) any gross - up payments made in connection with severance, retirement or similar payments, including any gross - up payments with respect to excess parachute payments under Section 280G of the Code; (c) the value of any service period credited to a Section 16 officer in excess of the period of service actually provided by such Section 16 officer for purposes of any employee benefit plan; (d) the value of benefits and perquisites that are inconsistent with HP Co.'s practices applicable to one or more groups of HP Co. employees in addition to, or other than, the Section 16 officers («Company Practices»); and (e) the value of any accelerated vesting of any stock options, stock appreciation rights, restricted stock or long - term cash incentives that is inconsistent with Company Practices.

«Supplement» means an annual addition to the base salary for the term of the negotiated supplement as long as the employee continues his or her employment for the purpose of the supplement.

(d) The term «labor organization» means a labor organization engaged in an industry affecting commerce, and any agent of such an organization, and includes any organization of any kind, any agency, or employee representation committee, group, association, or plan so engaged in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours, or other terms or conditions of employment, and any conference, general committee, joint or system board, or joint council so engaged which is subordinate to a national or international labor organization.

(D) The term «labor organization» means a labor organization engaged in an industry affecting commerce, and any agent of such an organization, and includes any organization of any kind, any agency, or employee representation committee, group, association, or plan so engaged in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours, or other terms or conditions of employment, and any conference, general committee, joint or system board, or joint council so engaged which subordinate to a national or international labor organization.

There are over 30 different criteria to choose from — typical filters are interest rates (presented as loan grades), loan terms (36 or 60 month loans), loan purpose, length of employment, loan size and credit score.

It is an unlawful employment practice for an employer to obtain or use for employment purposes information contained in the credit history of an applicant for employment or an employee, or to refuse to hire, discharge, demote, suspend, retaliate or otherwise discriminate against an applicant or an employee with regard to promotion, compensation, or the terms, conditions or privileges of employment based on information in the credit history of the applicant or employee.

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.

In the case of Herry v Dudley Metropolitan Council UKEAT / 0100/16 / LA an Employment Appeal Tribunal (EAT) has provided some welcome guidance on whether long - term stress will be classified as a «disability» for the purposes of discrimination proceedings.

The terms «employer», «employ» and «employment» within human rights statutes are to be interpreted to advance the purposes of those statutes.

[2] The question in this appeal is whether a prohibition on designated employees participating in strike action for the purpose of negotiating the terms and conditions of their employment amounts to a substantial interference with their right to a meaningful process of collective bargaining and, as a result, violates s. 2 (d) of the Charter.

When purchasing business assets, if the purchasing business chooses to offer the vendor's employees employment, the purchaser may offer employment to those employees on terms which may differ from the employees» previous contracts of employment, and the offers of employment themselves may constitute sufficient consideration for legal purposes.

Note that the employer's ability to require employees to work on a public holiday is subject to the employee's right to take a day off for purposes of religious observance under the Ontario Human Rights Code, and to the terms of the employee's employment contract.

When applying the test to this case, it was clear that the prohibition in the PSESA on designated employees participating in strike action for the purpose of negotiating the terms and conditions of their employment amounted to a violation of section 2 (d) of the Charter.

In a 5 - 2 majority decision, the Court recognized that the right of employees to participate in strike action for the purpose of negotiating the terms and conditions of their employment is constitutionally protected under s. 2 (d) of the Canadian Charter of Rights and Freedoms.

«This historical, international, and jurisprudential landscape suggests compellingly to me that s. 2 (d) has arrived at the destination sought by Dickson C.J. [in dissent] in the Alberta Reference, namely, the conclusion that a meaningful process of collective bargaining requires the ability of employees to participate in collective withdrawal of services for the purpose of pursuing the terms and conditions of their employment through a collective agreement.»

Any series of renewed fixed term contracts will likely be treated as continuous employment for notice and severance purposes under the Act and at common law.

The last line makes it clear that when interpreting the FCRA the term «employment purposes» includes volunteers.

A background check is a common term used to describe one or a number of reports collected about a candidate for employment purposes.

• Qualified to interview clients to obtain employment histories, educational backgrounds and specific work requirements • Highly experienced in identifying barriers to employment such as lack of readiness, and providing clients with support in terms of preparing for interviews and acquiring required job skills • Special talent for recommending standards of performance for employment counseling purposes

Signature Information Solutions LLC reports do not constitute consumer reports as such term is defined in the FCRA, and accordingly these reports may not be used to determine eligibility for credit, employment, tenant screening or for any other purpose provided for in the FCRA.

For the purposes of these terms for use, «Sensitive Data» means (i) a social security number, passport number, driver's license number, or similar identifier (or any portion thereof); (ii) a credit or debit card number; (iii) employment, financial or health information; (iv) any person's ethnic or religious affiliation or sexual orientation; (v) account passwords; (vi) any person's date of birth; (vii) any person's criminal history; or (viii) the user's mother's maiden name.