Sentences with phrase «wage discrimination against»

Not exact matches

The Paycheck Fairness Act pending before Senate «punishes employers for retaliating against workers who share wage information, puts the justification burden on employers as to why someone is paid less and allows workers to sue for punitive damages of wage discrimination.»

«We're going to raise the minimum wage for working families, we're going to pass the Women's Equality Act, because discrimination and inequality against women stops in New York State, «Cuomo shouted, to cheers.

«We're going to raise the minimum wage for working families, we're going to pass the Women's Equality Act, because discrimination and inequality against women stops in New York State, «Cuomo said.

He also pointed to Labour's achievements in repealing section 28, equalising the age of consent, toughening laws against discrimination, introducing the Disability Discrimination Act, minimum wage and independent investigation and adjudication of complaints againdiscrimination, introducing the Disability Discrimination Act, minimum wage and independent investigation and adjudication of complaints againDiscrimination Act, minimum wage and independent investigation and adjudication of complaints against the police.

Women who fought back against wage discrimination and sexual harassment.

More precisely, they claim that they are entitled to basic employment rights, which include the right to be paid the national minimum wage, to receive sick pay and paid holidays and to protection against discrimination and in relation to whistleblowing, all of which are currently denied to them by Deliveroo.

We provide services to our clients regarding Federal, New Jersey and New York statutes, including: Family and Medical Leave Act, the Fair Labor Standards Act, Americans with Disabilities Act, Worker Adjustment and Retraining Notification Act, National Labor Relations Act, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act, Occupational Safety and Health Act, New Jersey Law Against Discrimination, Conscientious Employee Protection Act, New Jersey Family Leave Act, Civil Rights, ERISA, and Wage and Hour Law.

Come hear about a hard - fought battle two CELA attorneys waged against the City of San Jose and two former fire chiefs, in a gender discrimination lawsuit in Santa Clara Superior Court.

It is a world where jobs pay less than the minimum wage, and sometimes nothing at all; where employers do not pay overtime for 60 - hour weeks, and deny meal breaks that are required by law; where vital health and safety regulations are routinely ignored, even after injuries occur; and where workers are subject to blatant discrimination, and retaliated against for speaking up or trying to organize.

The two litigators defend employers against a variety of discrimination, retaliation, harassment, and wage and hour claims.

In the employment arena, they represent clients in wage and hour disputes, defend businesses and individuals against claims of discrimination, retaliation and wrongful termination, and litigate disputes relating to non-competition, non-solicitation and confidentiality agreements.

Shannon has more than 20 years of experience and has successfully defended employers before federal and state courts and agencies against claims including discrimination, harassment, retaliation, wrongful termination, breach of contract, violations of wage and hour laws, and violations of leave laws.

Mr. Fong focuses his practice on the defense of employers against all aspects of employment - related claims, including harassment, discrimination, and wage and hour disputes.

«As a private law firm, Minami Tamaki LLP defends some of the most vulnerable in the community by fighting against wage theft, sexual harassment, and discrimination.

Adriana is a seasoned litigator, and defends employers against claims brought against them for wrongful discharge, discrimination, sexual harassment, retaliation, and wage and hour disputes.

Her practice includes defending employers against claims of discrimination, harassment, retaliation, wrongful termination, and wage and hour disputes.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment dDiscrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discriminationdiscrimination.

Mr. Young efficiently obtained a fair settlement in my discrimination, retaliation and wage & hour complaint against my former employer.

We handle a broad range of labor and employment litigation matters, including contract disputes, wage and hour claims, workplace sexual abuse claims, discrimination matters, noncompete litigation, defamation, wrongful discharge, and whistleblower / qui tam litigation under the False Claims Act and Virginia's Fraud Against Taxpayers Act.

He litigates in multiple areas of employment law and defends against individual and class action lawsuits alleging violations of wage and hour laws, discrimination, wrongful termination, harassment, breach of contract, labor code section 132a claims, and other related matters.

Ms. Hamilton has substantial experience defending against claims arising under the California Fair Employment and Housing Act, the Age Discrimination in Employment Act, the California Labor Code, and state, federal and local wage and hour laws.

Her practice focuses on defending employers in federal and state courts and before administrative agencies against claims of wage and hour violations, discrimination, harassment, retaliation, and wrongful termination.

Defense against wage and hour, discrimination, harassment and retaliation claims and other employment claims in state and federal courts, and in administrative proceedings

He defends clients against discrimination and harassment claims and represents clients in union, wage and hour and contractual disputes.