Sentences with phrase «what rights employers»

By: Kalley Aman In this article Kalley discusses what rights employers and employees have when using social media.

Not exact matches

The people who pay you, whether customers or employers, earn the right to dictate what you do and how you do it — sometimes down to the last detail.

Employer added retirement account to the possibilities, so i just pushed it right away to 5 %, which was slightly above what the company matched.

vbscript2 — no employer has the right to pick and choose what medical care their employees are allowed to have.

What he is saying is that Government has no right or should have no right to dictate that an employer include benefits that are contrary to thier core beliefs.

By what RIGHT do you think your employer should pay for your contraception?

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.

What you don't have the right to do is insist that your employer have to pay for it.

Does the employer have the right to tell a woman (or man) what treatments she (or he) can utilize to treat a condition that the employer has no knowledge of?

Everyone who thinks objectively realizes that lowering taxes on the rich creates jobs, and gutting the federal government and laying off thousands of government workers creates jobs, and destroying the right to collectively bargain with your employer creates jobs, and destroying a woman's right to choose what to do with her own body and destroying her rights to any sort of privacy in medical treeatments creates jobs.

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...

the employees placenter is not tied to any company for life he can decide to resign and look for a better job especially when he knows the value of what he can offer.the employer has no right to cry or insult his employee especially wen he knows that he is not utilizing his resources to full capacity.

I think what would give flight attendants more power to do the right thing in these situations is if their employers provided them with a policy that stated that they will uphold human rights legislation, which includes not discriminating against mothers and babies, and therefore breastfeeding is allowed and mothers are free to breastfeed their babies in the manner that they feel is appropriate.

They are jobs where employers often prefer immigrant workers, because they're less likely to be aware of what limited rights there are and less likely to speak up due to abuses.

«What these right - wing policy wonks in their nostalgia for the divisive years of Mrs Thatcher don't understand is that unions do not just benefit their members, but employers and wider society too.

He however lamented that Nigerians» constitutional rights were being implemented more «in the breach than compliance» sighting non-payment and delayed payments of what he called «miserable pay» by some state governors and private employers.

Dealing with potential issues like this one is easy: Just add a contractual clause stating that regardless of what is stated in the consulting agreement, the company's IP rights are subject to the university's rights to IP as your employer.

Well, if any employer could do that then what is the right work environment?

I believe you are correct about Option A being the right way to calculate taxes, but unfortunately, up until our Oct 31, 2012 stock purchase, my employer had been using Option B. I'm not going to try and fix my 2011 taxes unless I get audited and they notice my employer's mistake... but I'm wondering what to do for 2012, since our April 30th stock purchase was taxed incorrectly.

Some employers do not want to come across as difficult, but it's not inappropriate to let people know what the potential consequences are for undesirable actions right in the interview.

I knew what I was looking for in a potential employer as far as practice philosophy, and in addition, I was looking for a clinic that had that intangible right «feel.»

Employers have the right to know what staff members are doing with their work - time and company resources — which includes official email accounts — so those things are subject to scrutiny.

From what I have been able to find so far in my search, I know that the employer has the right (but is not required) to send sick people home.

With Brexit less than a year away, Alan Kennedy, Associate at Womble Bond Dickinson provides a summary of the latest position on EU workers» rights and what employers should do now to prepare for the UK's departure from Europe.

If you have been injured on the job and are being treated unfairly by your employers regarding your workers» compensation benefits, then contact a Denver personal injury attorney right away, so that your rights are fought for and you increase the possibility of receiving what is fair in compensation based on the damages suffered.

Tara Erskine, QC presented Human Rights Issues with Marijuana At Work on the panel Marijuana & Workplace Safety: What's An Employer to Do?

If you were involved in an accident at work and you have suffered a spinal injury as a result, our attorneys will be able to help you file a spinal lawsuit against your employer, should the circumstances be right, for negligence and to compensate you for what you have suffered.

To what extent does an employer have to accommodate an employee's other work and personal commitments when those commitments are unrelated to grounds protected under human rights legislation?

Mendl says he's getting a lot more questions about employer obligations on social media and «what rights and responsibilities various workplace parties have.

Now here's my question for you attorneys: What are the employer's rights and responsibilities here?

But this is not so in the human rights regime, where employers must generally pay their own legal costs, no matter what the outcome.

An employer can fire an employee right away, but provide «pay in lieu of notice» equivalent to what would have been earned over the notice period.

If it is reasonably foreseeable that the sale or closure date may be delayed, consider the benefits of agreeing to more generous severance package terms in exchange for an early settlement coupled with a right for the employer to later apportion what part of the severance will consist of working notice and pay in lieu of notice.

Whilst every employee has a right to privacy, they do need to consider how they're using said technology, supplied by their employer, and what the consequences could be; as they could unwittingly be putting their organisation at risk.

The recent European Court of Human Rights judgment in Barbulescu confirms what many UK employers already practise, but with a twist.

However, to even have the right to look at work emails, the employer must warn employees in advance that this is what they are doing and why.

When law schools refocus on their students and ALL the possibilities a full - fleshed out education can provide, then they'll have hit on the right formula which satisifes the student first and then the employer if that's what the new grad wants.

While the Baylor University decision does not answer the question of when and in what circumstances the Board will recognize an employer's right to lawfully require confidentiality in settlement agreements and other agreements that where they would have been found to interfere with employees» Section 7 rights, the tea leaves more than suggest a change in Board law as soon as the Board returns to five members and an appropriate case is before the new majority.

As an employer, what legal rights do you have to terminate an employee based on off - duty behaviour that you have seen publicized on social media?

Therefore, for the first time, we have an unequivocal statement from the ECtHR that, regardless of what an employer says, employees are subject to an irreducible minimum right to private social life whilst at work.

So if an employer is giving this feedback and being the millennial are able to respond and collaborate on what it is that they want or they expect from us then we feel like we're also being heard, right?

«In some respects this new bill involves an initiative to have employers understand the law better and have employers take positive steps to communicate clearly to employees what their rights and obligations are under the act.»

As an employer, it is important to understand what rights your employees have and how to find a balance for a sick leave policy that fits with your workplace culture.

The resulting divide between a human rights tribunal and two courts is a theoretically interesting legal debate — but leaves employers in a practical quandary: what's the test?

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

Where off - duty conduct has no relationship to what happens at work, employers have no right to get involved.

That's just what was at stake in a 2015 decision of the Ontario Human Rights Commission when one employer (ES Holdings Inc., operating as Country Herbs) failed to accommodate Himmelfahrt.

The former employer can not have any right to expect that the former employee will accept lower - paying alternate employment with doubtful prospects, and then sue for the difference between what he makes in that work and what he would have made had he received the notice to which he was entitled.

They covered what the best practices in a job interview are, including: How to deal with «gotcha» question, how to explain gaps in resumes, what are the right questions to ask about the firm, and how to demonstrate what you'll be able to do for your next employer.

In the end, no matter what an employer is attempting to accomplish, if it infringes on an employee's rights, an employer must ask itself if the actions are reasonable.