Sentences with phrase «when labor and employment»

They know their stuff, and are a great resource for anyone looking for information or commentary when labor and employment issues affect public policy or make news headlines.

Not exact matches

Other numbers we took into account when ranking our list included employment figures and projections from the Bureau of Labor Statistics, individual industry sources, and trade publications.

The most recent Bureau of Labor Statistics numbers show that the fraction of the civilian, non-institutionalized population that is self - employed and running a corporation (incorporated self - employment) was 5.1 percent below its level five years ago, when the current economic recovery was getting underway.

When the U-3 unemployment rate suggested that the economy was approaching full employment, Chair Yellen held her ground and directed market participants to look at broader economic indicators for signs of labor market slack (please see: Yellen's opposition to following «simple monetary policy rules»).

When we evaluate the Fed's dual mandate of maximizing employment and stabilizing inflation, we see a pretty healthy labor market, one that is getting back to pre-2008-2009 crisis levels, or even getting back to levels not seen since the 1970s.

«When we do quality foodservice operations in the stores, labor and the number of employees increase, offering additional employment for the community,» he says.

«As our opponents know, when the labor movement is thriving we not only raise the wages, benefits and conditions of employment of union members; we raise the standard of living and quality of life of all working people, union or not,» Cilento said.

When academics choose to litigate speech disputes with colleges and universities, they end up losing nearly three - quarters of the time — a finding that points to the growing tension between academic freedom and campus speech codes, said Michael LeRoy, a professor of labor and employment relations at Illinois and author of the paper.

Employment law blogs, including Porter Wright's Employer Law Report and Ogletree Deakins» Employment Law Matters, have been discussing an Advice Memorandum recently released by the National Labor Relations Board that addresses when an employee may be fired over negative comments about an employer on social media, and when such messages constitute «protected concerted activity» under the National Labor Relations Act.

(When ROSS conquers labor and employment law, Slack could be replaced.

When they provide legal advice and assistance and / or conduct a targeted spot audit, our Labor & Employment lawyers strive to develop innovative solutions to reduce the risks of adjustment by the URSSAF (Unions de Recouvrement des Cotisations de Sécurité Sociale et d'Allocations Familiales, i.e. the body responsible for collecting social related contributions).

Combining our longstanding and market - leading labor and employment team with deep crisis management experience and the investigative backgrounds of former leaders from the US Attorney General's Office, former federal prosecutors, state prosecutors, and leaders from other government agencies — including a special team of more than 30 female attorneys — we built a team over decades that can strategically and effectively manage complex internal investigations on behalf of clients and defend them in the matters that result when allegations of harassment by a top member of management becomes a crisis.

The Employment and Labor Substantive Law Committee's charter is to stay current on developments in employment and labor law, publish articles on such developments, and, where and when appropriate, sponsor CLE and other learning opportunities for members of the AsEmployment and Labor Substantive Law Committee's charter is to stay current on developments in employment and labor law, publish articles on such developments, and, where and when appropriate, sponsor CLE and other learning opportunities for members of the AssociaLabor Substantive Law Committee's charter is to stay current on developments in employment and labor law, publish articles on such developments, and, where and when appropriate, sponsor CLE and other learning opportunities for members of the Asemployment and labor law, publish articles on such developments, and, where and when appropriate, sponsor CLE and other learning opportunities for members of the Associalabor law, publish articles on such developments, and, where and when appropriate, sponsor CLE and other learning opportunities for members of the Association.

Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees forEmployment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees foremployment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.

Knowing what to do and when is a core competency of our Labor and Employment lawyers.

Chicago Labor & Employment partner Frank Saibert authored this column that focuses on strikers and exceptions to protections under the National Labor Relations Act when they engage in misconduct.

Her experience in handling a variety of labor and employment matters for clients enables her to become a trusted partner when...

All in attendance sat up and took notice when midway through a three - day conference on employment compliance, a branch chief of the U.S. Department of Labor's enforcement division said that the agency expects to increase on - site investigations into whether companies...

Not paying interns is a common labor and employment violation in California when «interns» are used as unpaid labor.

Dan Prywes, an expert in labor and employment law, explains that «Employers are within their rights to limit social networking site access and resume posting and you need to be prepared for the consequences when you post online.»

Eric B. Meyer, an associate in the labor and employment group of Dilworth Paxson LLP, reminds us that when using a professional networking site such as LinkedIn, «don't give a potential employer an easy excuse to remove you from consideration.

The Bureau of Labor Statistics predicts that both employment and wages will rise for this field, meaning you should expect increased competition when applying for positions.

Employers should always consult with their labor and / or employment law attorney when finalizing their policy.