Sentences with phrase «with federal employment laws»

The U.S. Department of Labor has redesigned and relaunched its Compliance Assistance Web Portal, a site designed to help workers and employers understand and comply with federal employment laws and regulations.

The U.S. Department of Labor recently redesigned and relaunched its Compliance Assistance Web Portal, a site designed to help workers and employers understand and comply with federal employment laws and regulations.

Not exact matches

UpCounsel Employment attorney Mary Fong explains how to ensure that your company's internship program is compliant with all local and federal employEmployment attorney Mary Fong explains how to ensure that your company's internship program is compliant with all local and federal employmentemployment laws.

The Company is an equal opportunity employer committed to complying with all state and federal fair employment practice laws, as well as maintaining a workforce that reflects the diversity of the community.

They still have to comply with federal and state laws, which means gays are out, but everyone else has to be considered for employment by the company (the only exceptions to the law are where your religion or other protected status are essential for the job... for example, a Muslim couldn't sue an Episcopalian church who wouldn't hire them in an administrative role because their faith clashes with that of the church — things like that don't apply to a fast food chain).

In the federal employment anti-discrimination laws, a specific exception exists for religious bodies that discriminate on the basis of religion, and a couple of years ago, in the Hosanna - Tabor case, the Supreme Court held that the Constitution allows religious bodies to discriminate with respect to the employment of ministers.

I am going to weigh in, being a catholic and the whole shabang... First of all this is not infringing on anyone's right to practice their religion... Requiring insurance companies to provide contraception for women does not mean the woman has to use it or purchase it... Catholic hospitals take federal funds for their patients, therefore they are not exempt from employment laws... If the Catholic Diocese doesn't want to provide the insurance claiming religious beliefs, then they can no longer accept federal funded patients... They also know that they will be subjected to discrimination lawsuits based hiring and religious discrimination — non-catholics work there, and therefore are being denied healthcare due to catholic beliefs... Majority if not all Catholic women do, have, or had used contraception in their lifetime... God does not nor does the bible say anything about contraception, since it had not been invented yet — so this is a man - made law, made by a bunch of men, who have never had a menstrual cycle — and the pain that comes with it....

Blake assures WKS stays in compliance with all labor and employment laws — especially important for a company based in California, which has complex state and local employment regulations which are often more stringent than the federal rules.

It is the policy of Linden Waldorf School to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, sex, age, religion, national origin, disability, marital status, status as a covered veteran, sexual orientation, or any other legally protected status, in accordance with federal and state law, and not to discriminate on the basis thereof.

«With this Executive Order I am putting all contractors who want to do business with Erie County on notice that they must be fully compliant with all federal and state laws regarding equal pay for women, they must prove that prior to entering into any contract with Erie County, and be subject to periodic audits by Erie County's Office of Equal Employment Opportunity,» said PoloncWith this Executive Order I am putting all contractors who want to do business with Erie County on notice that they must be fully compliant with all federal and state laws regarding equal pay for women, they must prove that prior to entering into any contract with Erie County, and be subject to periodic audits by Erie County's Office of Equal Employment Opportunity,» said Poloncwith Erie County on notice that they must be fully compliant with all federal and state laws regarding equal pay for women, they must prove that prior to entering into any contract with Erie County, and be subject to periodic audits by Erie County's Office of Equal Employment Opportunity,» said Poloncwith all federal and state laws regarding equal pay for women, they must prove that prior to entering into any contract with Erie County, and be subject to periodic audits by Erie County's Office of Equal Employment Opportunity,» said Poloncwith Erie County, and be subject to periodic audits by Erie County's Office of Equal Employment Opportunity,» said Poloncarz.

Award - winning online service helping #HR comply with global, federal, state and local employment law.

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 comply with all federal, state, and local (City of Dallas and Dallas County) laws and policies regarding employment practices and discrimination.

With that privilege comes the responsibility of working through a myriad of state and federal employment laws.

Caliber Schools provides equal employment opportunities to all employees and applicants for employment without regard to race, ethnicity, religion, gender, sexual orientation, national origin, age, disability, marital status, or status as a covered veteran in accordance with applicable federal, state and local laws.

(Ohio) A Toledo high school that partners with regional industry to help train students for employment was visited this week by two of President Barack Obama's senior cabinet officials to highlight the type of successful job - training programs envisioned under new federal law.

Mr. Lopez has defended numerous school districts, charter schools, other governmental entities and private employers from claims under state and federal constitutional claims, Title VII, the Age Discrimination in Employment Act, the Family Medical Leave Act, the Americans with Disabilities Act, the Texas Commission on Human Rights Act, workers» compensation retaliation, the Texas Whistleblower Act and state law tort claims.

Leaders of the Committee for a Fair Licensing Procedure in New York City have filed a complaint with the U.S. Equal Employment Opportunity Commission (EEOC) charging that the demotion of many minority teachers for failure to pass the Educational Testing Service's NTE (formerly the National Teachers Exam) violates federal civil rights laws.

29 USC 791, Employment of Individuals with Disabilities This law regulates that federal agencies must have affirmative action plans to assist in the employment of individuals with disEmployment of Individuals with Disabilities This law regulates that federal agencies must have affirmative action plans to assist in the employment of individuals with disemployment of individuals with disabilities.

A primary function of the Departmental Office of Civil Rights, in accordance with federal civil rights law, is to ensure all DOT employees and applicants have the equal access to opportunities for employment.

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.

An individual, who has an employment relationship, acknowledged by both the individual and the mortgage broker or mortgage banker and is treated as an employee for purposes of compliance with the federal income tax laws.

Employment with a financial institution that is charted under state or federal law; 7.

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.

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.

Mr Salby appears to believe he was employed under federal employment law — «national employment contract with regulatory oversight.»

The database lists federal and state laws and regulations that restrict employment, housing and education benefits and other opportunities for people with convictions.

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.

Having all of this in writing also helps you comply with federal and state employment laws, while possibly giving you some amount of protection when it comes to an illegal termination lawsuit.

Attorneys in our Salt Lake City, Provo, Ogden and St. George offices also advise companies about all aspects of complying with federal and state employment eligibility verification laws, employer sanctions, social security «mismatch» letters, creating and implementing Form 1 - 9 Compliance Plans and representing companies in administrative and criminal enforcement actions.

The Tulsa employment claims lawyer stands with their clients in Oklahoma's state, federal and appellate courts,, reflecting the firm's outstanding representation in employment law claims.

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 lEmployment 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 lemployment provider relationship, including compliance with state and federal employment and labor laws to minimize the risk of lemployment and labor laws to minimize the risk of litigation.

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.

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.

Defending technology company and its board of directors in multimillion dollar PA state court action brought by founder / consultant / shareholder alleging claims for breach of fiduciary duty, breach of contract, and rescission; prosecuting action in NJ federal court on behalf of executive terminated in breach of his employment agreement; defending companies and their majority owners in numerous state court actions throughout NY and NJ alleging breach of contract and fraud; defending company in connection with DOL investigation regarding misclassification of employees; defending health - tech entrepreneur in connection with DOL investigation regarding unemployment insurance fraud; counseling global company and its US subsidiary in connection with various employment law matters; and negotiating numerous separation agreements.

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.

«Provides information and commentary on developments in both Iowa and federal employment and labor law, always with the goal of elucidating the «bottom line» for Iowa employers.»

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 demployment 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 demployment 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 dEmployment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and demployment 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.

Gerald A. Golden has advised employers for over 35 years on compliance with federal and state employment laws such as the National Labor Relations Act, Family and Medical Leave Act, the Americans with Disabilities Act, the anti-discrimination and wage - hour laws.

We can provide clients with litigation avoidance strategies, instruction on practicing preventative law, corporate and employment compliance and federal and state employment law compliance advice.

With nearly four decades of combined legal experience, we are highly qualified employment attorneys who understand the importance of federal and state employment laws, in addition to how they protect employees.

J. Black is an accomplished trial lawyer and appellate attorney with more than 17 years of experience in all aspects of state and federal labor and employment law.

Such a review from an experienced lawyer is recommended on a periodic basis in order to assure compliance with the ever changing federal and state employment laws, and to avoid unintended employer liability.

His primary focus is in three areas: Dealing with labor unions — bargaining, grievances, arbitrations, and litigation; Employment litigation — discrimination, whistleblower, wage / hour, retaliation and other causes of action before federal and state courts and administrative agencies; and human resources counseling — helping managers deal with day - to - day issues, training, compliance, policies and procedures, drafting ordinances, public records, and Sunshine Law.

Provincial employment standards legislation says no one can be charged a fee for finding a job, but federal immigration law says that immigration consultants (like this agency) can charge fees to assist with immigration processes.

Employment lawyers will ensure that your business is in compliance with federal and state employEmployment lawyers will ensure that your business is in compliance with federal and state employmentemployment laws.