Sentences with phrase «with employment law requirements»

Not exact matches

«And if it's not specific to the job, [in employment law what is known as] a bona fide occupational qualification or BFOQ, in other words if it's a question that has nothing to do with job requirements, most likely it's discriminatory.»

«Six months was the previous high - water mark for a notice requirement for a senior manager,» says Connie Reeve, a partner with Blakes specializing in employment law.

Monitoring employment law requirements in all states where GFI has employees, managing state legal notices in Namely, working with director of operations and general counsel to ensure overall compliance, and ensuring all state filing requirements are met for new employees.

It is the policy of Wake Forest Baptist Medical Center to administer all educational and employment activities without discrimination because of race, sex, age, religion, national origin, disability, sexual orientation or veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance with all local, state, or national laws, executive orders, regulations, and guidelines.

As an Affirmative Action and Equal Opportunity Employer, Wake Forest Baptist Medical Center and its affiliates administer all educational and employment activities without discrimination or based on any protected characteristics such as race, sex, age, religion, national origin, disability, sexual orientation, gender identity or Veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance with all local, state, national laws, Executive Order 11246, Executive Order 13496, the Vietnam Era Veterans» Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4214 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 7903), regulations, and guidelines.

In addition to federal law requirements, MAC complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.

Every 5 years following employment or entry into a contract in a capacity described in subsection (1), each person who is so employed or under contract with the school district must meet level 2 screening requirements as described in s. 1012.32, at which time the school district shall request the Department of Law Enforcement to forward the fingerprints to the Federal Bureau of Investigation for the level 2 screening.

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.

Homeless Animals Rescue Team (HART) does not and shall not discriminate on the basis of race, creed, color, religion, gender, age, national origin, physical or mental health, sexual orientation, or any characteristic protected by law, and is in compliance with all requirements of law and regulations with respect to the provision of services, employment decisions, and volunteer participation.

a special responsibility to respect the requirements of human rights laws in force in Ontario and, specifically, to honour the obligation not to discriminate on the grounds of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences (as defined in the Ontario Human Rights Code), marital status, family status, or disability with respect to professional employment of other lawyers, articled students, or any other person or in professional dealings with other licensees or any other person [emphasis added].

Law firms and general counsel will need to understand the red tape requirements in their chosen location, and how this will affect key areas such as contractual agreements with clients, suppliers or agents; employment of domestic and overseas staff; and business administration issues eg are local or sector - specific permissions needed?

Familiarity with the practical implications of employment laws and union requirements give us the advantage in representing your business.

Delivered by a team of experienced specialist employment lawyers, and supported by an extensive online document and knowledge resource, your business has access to the advice and tools it needs to comply with the UK's employment law requirements.

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.

The firm was responsible for ensuring the deal complied with all relevant employment law requirements and it continues to be involved in the restructuring of the various entities across the CCBA group.

Littler provides services designed to address the increasing government pressures to maintain compliance and ethics programs, and help our clients comply with the various legal requirements under the ever - expanding body of labour and employment laws, regulations, and legislation.

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.

However, these businesses can not afford permanent HR support, and so I tend to fill that gap; I am a bit of a hybrid HR / employment law resource, qualified in law, but happy to assist with practical requirements.

If your condominium corporation is considering terminating its employment relationship with a superintendent, the board of directors should obtain professional advice on the proper methods for doing so, including best practices for conducting a termination meeting, the law regarding termination pay and notice requirements, and how to best protect the condominium corporation from a wrongful dismissal or human rights claim by the terminated employee.

The Fair Labor Standards Act (FLSA), along with varying state laws, has established employee protections such as a minimum wage and overtime pay requirements, along with other employment standards.

To file an employment discrimination lawsuit alleging a violation of New Hampshire's Law Against Discrimination and the federal Civil Rights Act a worker must first go through certain procedural requirements such as filing a Charge of Discrimination with the appropriate agency.

Having previously set up an Employment law team within a multidisciplinary practice, he understands how the requirements of tax, pensions, reward and social security sometimes compete with employment law demands, necessitating cooperation between specialists to create practical solutions foEmployment law team within a multidisciplinary practice, he understands how the requirements of tax, pensions, reward and social security sometimes compete with employment law demands, necessitating cooperation between specialists to create practical solutions foemployment law demands, necessitating cooperation between specialists to create practical solutions for clients.

2013 Labor and Employment Summer Webinar Series: Catching up with the FMLA — New Employer Requirements for U.S. Leave Laws

Whilst compliance with the requirements of the charity regulators and avoidance of reputational damage are crucial issues, third sector organisations should also always bear in mind that general employment law still applies to their employees and any disciplinary process should always be carried out carefully avoiding «knee jerk» reactions which could give rise to legal liabilities such as unfair dismissal.

In the previous instalment of this series on the Accessibility for Ontarians with Disabilities Act (AODA), we talked about the general and common requirements for the Information and Communication, Employment and Transportation Standards found in the Proposed Integrated Accessibility Regulation (PIAR), which is slated to become law around July 2011 (not confirmed).

We work directly with lawyers from the firm's other practice areas, such as antitrust law, environmental law, labor and employment, real estate, securities, tax law and litigation, to ensure your needs are met in a way that takes into account specific health care regulatory requirements.

These plans and agreements provide that if we amend the Recoupment Policy from time to time, in our discretion, including to comply with applicable laws or stock exchange requirements or guidance, such amended policy will be incorporated into award agreements issued under these plans and / or the employment agreements, as applicable.

All activities must be in compliance with Equal Employment Opportunity laws, HIPAA, ERISA, and other regulations, as appropriate.General requirements Performs all job responsibilities in alignment with the core values, mission and vision of the organization Performs other duties as required and completes all job functions as per departmental policies and procedures Maintains current knowledge in present areas of responsibility (i.e., self education, attends ongoing educational programs) Attends staff meetings and completes mandatory in - services and requirements and competency evaluations on time.

In addition to federal law requirements, TAS complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.

In addition to federal law requirements, FROSCH complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.

These central principles inspire us to reach out to those in need and to help heal the whole person - mind, body and spirit.Queen of the Valley Medical Center combines the region's most qualified physicians and staff with the most advanced technology available.Because we have such high standards of care, our programs have been recognized regionally and nationally for their demonstrated success of outcome and care which is par with university hospitals.Queen of the Valley Medical Center provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics.In addition to federal law requirements, Queen of the Valley Medical Center complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.Positions specified as «on call / per diem» refers to employment consisting of shifts scheduled on as «as needed basis» to fill in for staff vacancies.

The Code underwent a complete revision in 1974, when a new provision — Article 10 — brought it in line with federal fair housing and employment law; a 1989 revision factored in 1988 amendments to the federal Fair Housing Act; and in 2010, REALTORS ® moved beyond federal rules, adding a requirement for equal service and employment opportunity regardless of sexual orientation.