Not exact matches
Bob also is a seasoned trial lawyer
with a very active litigation practice and decades of experience covering a number of areas
including employment, commercial disputes, private equity, financial services, insurance, securities, real estate, sports
law, and banking.
If joint
employment is found, both entities may be held responsible for compliance
with all applicable
laws,
including wage and hour and other
employment protection
laws.
This third pillar
includes raising the minimum wage in a transparent and predictable manner, improving associated
employment standards legislation, and generally making sure labour
laws have kept pace
with what's happening in workplaces across the country.
They also examine how the rights and privileges of farm workers,
including seasonal and temporary foreign workers, conflict
with those of their employers, and reveal the barriers many face by being excluded from most statutory
employment laws, sometimes in violation of the Canadian Charter of Rights and Freedoms.
Peers spoke out against the continuing power of «faith» schools to discriminate in admissions, the appointment of governors and the
employment of staff, about homophobic bullying, about extremist (
including creationist) groups setting up Free Schools
with unbalanced curricula, about the need to repeal
laws on collective worship and about the need to maintain community cohesion.
The left's support for the EU relies on a variety of arguments,
including an association
with internationalism, a power - base to counteract US influence in foreign affairs, the source of more progressive penal and
employment laws than in the UK and as a vehicle for ensuring peace in Europe.
Along
with information on
laws and taxes, English language classes and
employment rights, these will
include background information on so - called «social norms».
During his time at the Pride Agenda he has been actively involved
with the passage of dozens of
laws, ordinances, regulations and Executive Orders on the state and local level affecting New York's LGBT community,
including statewide measures like: the Sexual Orientation Non-Discrimination Act; the Hate Crimes Act of 2000; making the state's 9/11 relief inclusive of same - sex couples; guaranteeing domestic partners hospital visitation, legal authority over a loved one's bodily remains, access to Family Court and medical decision making authority; prohibiting discrimination on the basis of gender identity and expression in state
employment; and securing over $ 50 million of funding for LGBT health and human services.
-- Notwithstanding any other provision of
law, a school participating in any program under this title that is operated by, supervised by, controlled by, or connected to, a religious organization may exercise its right in matters of
employment consistent
with title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e — 1 et seq.),
including the exemptions in such title.
The university, in concurrence
with the Department of
Law Enforcement, shall adopt rules, including, but not limited to, the appointment, employment, and removal of university police and, further, establish in writing a policy manual, including, but not limited to, routine and emergency law enforcement situatio
Law Enforcement, shall adopt rules,
including, but not limited to, the appointment,
employment, and removal of university police and, further, establish in writing a policy manual,
including, but not limited to, routine and emergency
law enforcement situatio
law enforcement situations.
The Florida College System institution,
with the approval of the Department of
Law Enforcement, shall adopt rules, including, without limitation, rules for the appointment, employment, and removal of Florida College System institution police in accordance with the state Career Service System and shall establish in writing a policy manual, that includes, without limitation, procedures for managing routine law enforcement situations and emergency law enforcement situatio
Law Enforcement, shall adopt rules,
including, without limitation, rules for the appointment,
employment, and removal of Florida College System institution police in accordance
with the state Career Service System and shall establish in writing a policy manual, that
includes, without limitation, procedures for managing routine
law enforcement situations and emergency law enforcement situatio
law enforcement situations and emergency
law enforcement situatio
law enforcement situations.
His expertise is labor, education, and
employment law with 40 years of experience representing, «over 100 school administrator associations, in addition to individual employees, school superintendents, and other public sector unions,
including teacher, police, fire, secretarial, paraprofessional, nurse, and town hall employee units in collective bargaining, grievance arbitration, termination matters, and unfair labor practice complaints.
The employer is not permitted to use information from the consumer report in violation of any applicable Federal or State equal
employment opportunity
law or regulation; and the consumer reporting agency must
include a summary of the consumer's rights
with the report.
[ix] Eligible
employment includes any position at a federal, state, or local government entity, or non-profit organization
with a 501 (c)(3) designation, or another non-profit organization that does not have 501 (c)(3) status but provides emergency management, public safety, or
law enforcement services; health services; education or library services; school - based services; public interest
law services; early childhood education; or public services for individuals
with disabilities and the elderly.
If an employer obtains, uses, or seeks to obtain a consumer report pursuant to federal or state
law, the employer shall (1) obtain the employee's or applicant's written consent in a document consisting solely of the consent, each time the employer seeks to obtain the employee's or applicant's consumer report; (2) disclose in writing to the employee or applicant the employer's reasons for accessing the consumer report, and if the employer intends to take an adverse
employment action in whole or in part based on the report, disclose the reasons for the action,
including which information in the report the employer is basing the decision on, in writing at least 14 days prior to taking the action, along
with a copy of the report and the notice of consumer rights required by section 1681G (c)(1) of chapter 15 of the United States Code.
We will consider for
employment all qualified Applicants,
including those
with Criminal Histories, in a manner consistent
with the requirements of applicable state and local
laws,
including the City of Los Angeles» Fair Chance Initiative for Hiring Ordinance.
In compliance
with Title IX of the Education Amendments of 1972, Title VI and VII of the Civil Rights Act of 1964, and Section 504 of the Rehabilitation Act of 1973, the Americans
with Disabilities Act, as amended, the Age Discrimination Act of 1975 and applicable federal, state, and local
laws, and our institutional values, The Cooper Union does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or
employment practices, or in the administration of any Cooper Union educational program or activity,
including athletics.
The Interstate Policy Alliance (IPA), a subsidiary of the
Employment Policies Institute, is working in
with SPN on a number of topics,
including reports on the EPA Clean Power Plan, studies on the benefits of offshore drilling, and other reports undermining minimum wage
laws.
The practice is a broad one that
includes tribes which
includes: negotiations
with state and federal governments, gaming
law, criminal
law,
employment law, and nearly every other area of
law that is found in any court anywhere.
Waterstone
Law Group is a full - service firm
with practice areas that
include Banking
Law, Civil Litigation, Corporate / Commercial
Law,
Employment Law (
including ADR), Family
Law, Farm Transactions, ICBC Injury
Law, BC Personal Injury (
including medical malpractice and wrongful death), Real Estate, and Wills and Estate Planning.
Those in demand
include people
with backgrounds in corporate
law, litigation, intellectual property, and labour and
employment matters.
Strategies to consider
include: social sharing buttons in email campaigns to facilitate and encourage distribution of email content to broader audiences (a service we recently rolled out to our clients), and distributing emails highlighting top blog posts as a method for building awareness of, and traffic to firm blogs (a strategy we successfully implemented for the national labor &
employment law firm of Carlton DiSante & Freudenberger LLP - see sample email newsletter issue
with blog content generated automatically using the blog's RSS feed.
• Applicants who are required to establish rehabilitation under Rule 3 - 13 «so as to ascertain whether they displayed any malice or ill feeling towards those who were compelled to bring about the proceeding leading to the need to establish rehabilitation;» • Applicants
with a history of substance abuse / dependence «so as to ascertain whether they discussed or posted photographs of any recent substance abuse;» • Applicants
with «significant candor concerns»
including not telling the truth on
employment applications or resumes; • Applicants
with a history of unlicensed practice of
law (UPL) allegations; • Applicants who have worked as a certified legal intern, reported self -
employment in a legal field, or reported
employment as an attorney pending admission «to ensure that these applicants are not holding themselves out as attorneys;» • Applicants who have positively responded to Item 27 of the bar application disclosing «involvement in an organization advocating the overthrow of a government in the United States to find out if they are still involved in any related activities.»
Required legal statements about Equal Opportunity
Employment, the American with Disabilities Act, unemployment and workmen's compensation, employment of minors or relatives, personal privacy, immigration law, harassment and discrimination, safety, and Family Medical Leave information is all included in the
Employment, the American
with Disabilities Act, unemployment and workmen's compensation,
employment of minors or relatives, personal privacy, immigration law, harassment and discrimination, safety, and Family Medical Leave information is all included in the
employment of minors or relatives, personal privacy, immigration
law, harassment and discrimination, safety, and Family Medical Leave information is all
included in the template.
Thompsons NI also has experts who can provide
employment law advice following a workplace dispute or support you
with any area of family
law or other legal services
including wills, conveyancing and probate services.
The group has experience in both labour and
employment laws, and works
with a wide spectrum of businesses and industries,
including private sector businesses, crown corporations, schools and government.
Labor &
Employment We counsel US and international companies in all aspects of the employment provider relationship, including compliance with state and federal employment and labor laws to minimize the risk of l
Employment We counsel US and international companies in all aspects of the
employment provider relationship, including compliance with state and federal employment and labor laws to minimize the risk of l
employment provider relationship,
including compliance
with state and federal
employment and labor laws to minimize the risk of l
employment and labor
laws to minimize the risk of litigation.
Beth is a senior lawyer
with significant experience advising on all aspects of
employment law,
including day to day advisory work,
employment tribunal and high court litigation, mergers and acquisitions, restructurings and outsourcings.
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.
Problems which can be avoided through effective legal due diligence
include the purchaser being burdened
with outstanding tax debts, liens on its assets, unresolved litigation matters, environmental violations, work orders and
employment law violations.
She has extensive experience
with federal and state court litigation, particularly in the areas of
employment law —
including discrimination, harassment, retaliation, wage and hour and leaves of absence.
Jonathan also concentrates on and advises US and multinational corporations and executives in all aspects of
employment law,
including drafting and negotiating
employment and separation agreements, corporate restructurings and reductions in force,
employment advice related to corporate transactions, internal corporate investigations, handbooks and policy manuals, sexual harassment and other sensitivity training, protecting against employee raiding and theft of confidential information, and compliance
with all federal, state, and local discrimination
laws.
The Committee then listed six different situations where lawyers might consider a more secure communication method than email,
including when: 1) communicating highly sensitive or confidential information via email or unencrypted email connections, 2) sending an email to or from an account that the email sender or recipient shares
with others, 3) sending an email to a client when it is possible that a third person (such as a spouse in a divorce case) knows the password to the email account, or to an individual client at that client's work email account, especially if the email relates to a client's
employment dispute
with his employer 4) sending an email from a public computer or a borrowed computer or where the lawyer knows that the emails may be read on a public or borrowed computer or on an unsecure network, 5) sending an email if the lawyer knows that the recipient may access it on devices that are potentially accessible to third persons or are not protected by a password, or 6) sending an email if the lawyer is concerned that the NSA or other
law enforcement agency may read the email,
with or without a warrant.
She learned that her school (along
with other
law schools) tried to fool prospective students by
including low paying non-legal positions
including retail, food service, and tractor sales in determining the post-graduate
employment percentage.
With all members of the Christianson firm becoming TDS lawyers, rural clients will now have access to TDS Lawyers in Winnipeg, providing them with new services that include access to tax law, expropriation, labour & employment, environment law, intellectual property, and business immigrat
With all members of the Christianson firm becoming TDS lawyers, rural clients will now have access to TDS Lawyers in Winnipeg, providing them
with new services that include access to tax law, expropriation, labour & employment, environment law, intellectual property, and business immigrat
with new services that
include access to tax
law, expropriation, labour &
employment, environment
law, intellectual property, and business immigration.
Work primarily in the area of family
law, but may also assist
with other poverty
law issues
including consumer, housing,
employment, public benefits, and probate.
The firm routinely defends employers against all types of
employment law claims,
including those brought under Title VII, the Americans
with Disabilities Act, ADEA, FMLA, FLSA, wage claims, as well as all other federal, state and local
laws.
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.
She also helps companies
with labor and
employment issues
including the negotiation of
employment agreements, independent contractor agreements and non-disclosure agreements, as well as compliance
with state and federal
employment laws.
Law schools are confronting an unholy Trinity of factors: (1) huge student debt (the national average — not including undergraduate obligations — is $ 120K); (2) abysmal post-graduation employment rates (nationally, almost half of law school products do not have jobs requiring legal licensure nine months after graduating); and (3) an absence of skills required for the legal marketplace (and this is coupled with the decline of mentorship / on - the - job trainin
Law schools are confronting an unholy Trinity of factors: (1) huge student debt (the national average — not
including undergraduate obligations — is $ 120K); (2) abysmal post-graduation
employment rates (nationally, almost half of
law school products do not have jobs requiring legal licensure nine months after graduating); and (3) an absence of skills required for the legal marketplace (and this is coupled with the decline of mentorship / on - the - job trainin
law school products do not have jobs requiring legal licensure nine months after graduating); and (3) an absence of skills required for the legal marketplace (and this is coupled
with the decline of mentorship / on - the - job training).
We help employers comply
with the panoply of
employment laws, some of which
include:
Forty have
employment confirmed already,
including 23 in Halifax, three in Dartmouth, three on the South Shore, three in Truro and one each in Cape Breton and the Annapolis Valley,
with more than a dozen heading elsewhere in Canada and internationally to practise
law.
She also regularly counsels private and public employers on a broad range of
employment and human resources issues,
including compliance
with civil rights and equal
employment laws, hiring and firing practices, compliance
with wage and hour and FMLA requirements, and racial and sexual harassment investigation practices.
Enacted on July 12, 2016, R.I. Gen.
Laws § 5-37-33 declares void and unenforceable «[a] ny contract or agreement that creates the terms of a partnership,
employment, or any other form of professional relationship
with a physician licensed to practice medicine pursuant to [chapter 37 of title 5 of the Rhode Island General
Laws] that
includes any restriction on the right to practice medicine.»
Ongoing strategic advice to employers
with regard to
employment law and
employment standards matters,
including discipline, dismissals and restructuring;
Dere Street Barristers is «strong on
employment law»
with counsel representing local authorities, NHS Trusts and companies across a broad spectrum of matters
including discrimination, unfair dismissal, whistleblowing, TUPE and harassment.
Mr. Balian's experience prior to Wells, Jaworski & Liebman, LLP
includes employment with a Bergen County
law firm practicing in the areas of tax, trusts, and estates and business and commercial L
law firm practicing in the areas of tax, trusts, and estates and business and commercial
LawLaw.
While the 2001 policy concerned itself
with disability accommodations in
employment, the updated policy also looks at case
law relating to disability discrimination and accommodation in housing and schools,
including universities, says Mandhane.
The kinds of representation we provide involve: (1) litigation and appeals regarding a wide variety of legal issues; (2)
employment disputes,
including discrimination claims and accusations of noncompliance
with wage and hour
laws; (3) intellectual property matters regarding patents, trademarks and copyright infringements; (4) commercial real estate matters; (5) business
law disputes; and (6) alternative dispute resolution («ADR») matters,
including mediation and arbitration cases.
Business Development: Brokering various business dealings that further the diversification of Indian economies Developing and accessing commercial financial programs and services for tribal governments,
including tax - exempt offerings and federally - guaranteed housing loans Serving as issuer or underwriter's counsel in tribal bond issuances Ensuring tribal compliance
with Bank Secrecy Act and other federal financial regulatory requirements Handling federal and state income, excise, B&O, property and other tax matters for tribes and tribal businesses Chartering tribal business enterprises under tribal, state and federal
law Registering and protecting tribal trademarks and copyrights Negotiating franchise agreements for restaurants and retail stores on Indian reservations Custom - tailoring construction contracts for tribes and general contractors Helping secure federal SBA 8 (a) and other contracting preferences for Indian - owned businesses Facilitating contractual relations between tribes and tribal casinos, and gaming vendors Building tribal workers» compensation and self - insurance programs Government Relations: Handling state and federal regulatory matters in the areas of tribal gaming, environmental and cultural resources, workers» compensation, taxation, health care and education Negotiating tribal - state gaming compacts and fuel and cigarette compacts, and inter-local land use and
law enforcement agreements Advocacy before the Washington State Gambling Commission, Washington Indian Gaming Association and National Indian Gaming Commission Preparing tribal codes and regulations,
including tribal court, commercial, gaming, taxation, energy development, environmental and cultural resources protection, labor &
employment, and workers» compensation
laws Developing employee handbooks, manuals and personnel policies Advocacy in areas of treaty rights, gaming, jurisdiction, taxation, environmental and cultural resource protection Brokering fee - to - trust and related real estate and jurisdictional transactions Litigation & Appellate Services: Handling complex Indian
law litigation,
including commercial, labor &
employment, tax, land use, treaty rights, natural and cultural resource matters Litigating tribal trust mismanagement claims against the United States, and evaluating tribal and individual property claims under the Indian Claims Limitation Act Defending tribes and tribal insureds from tort claims brought against them in tribal, state and federal courts,
including defense tenders pursuant to the Federal Tort Claims Act Assisting tribal insureds in insurance coverage negotiations, and litigation Representing individual tribal members in tribal and state civil and criminal proceedings,
including BIA prosecutions and Indian probate proceedings Assisting tribal governments
with tribal, state and federal court appeals,
including the preparation of amicus curiae briefs Our Indian
law & gaming attorneys collaborate to publish the quarterly «Indian Legal Advisor ``, designed to provide Indian Country valuable information about legal and political developments affecting tribal rights.