Not exact matches
Seattle's new minimum
wage law groups franchises
with large businesses, putting the pressure on independent franchisees to increase workers» pay at an accelerated pace (a move that sparked a
discrimination lawsuit from the IFA).
It will cover a variety of topics and services, ranging from applying for a job
with the city and signing up for the Pre-K program to reporting sexual harassment or
wage discrimination.
Erie County Observes All Women's Equal Pay Day
with Support for a State Ban on
Wage - History
Discrimination
Whether you are dealing
with discrimination, harassment or a
wage dispute, speak
with an experienced employment attorney to ensure you understand the rights as an employee.
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.
With over ten years of litigation experience, Daniela Pavuk has in recent years focused her practice on employment - related matters, including
wage and hour disputes,
discrimination charges, and wrongful termination matters in administrative proceedings (the Human Rights Bureau, Equal Employment Opportunity Commission, and Unemployment Insurance Division) and in courts on the state and federal level in Montana and North Dakota.
If your employer subjects you to unlawful
discrimination, retaliation, unpaid overtime, or other unpaid / underpaid
wage claims, our Los Angeles employment law attorneys prepare cases
with an eye toward trial.
We would remind employers that if an older employee is dismissed or an older applicant is treated less favourably in order to avoid the payment of the National Living
Wage, an employer could be faced
with a claim for age
discrimination unless they are able to justify their actions.
«We emphasized that
discrimination begins
with women as
wage earners.
What's more, the flat fee will have a significantly disproportionate impact on women, people of colour, people
with disabilities and others who are the subject of
wage discrimination in the legal profession.
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.
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.
We defend and advise clients on
wage and hour,
discrimination and harassment, and wrongful termination claims,
with special expertise in
wage and hour class actions involving meal and rest period compliance and tip - pooling.
The Los Angeles - based Law Offices of Lisa L. Maki is a nationally recognized litigation firm
with Los Angeles employment attorneys focused on offering confidential legal guidance and dedicated representation in plaintiff, complex business and personal injury litigation, employment law, class action,
wage and hour,
discrimination and harassment, and unfair business practices claims.
Congress further found that the «limitation imposed by the Court on the filing of discriminatory compensation claims ignores the reality of
wage discrimination and is at odds
with the robust application of the civil rights laws that Congress intended.»
He works for clients involved
with discrimination, harassment, retaliation, medical leave,
wage and hour disputes, defamation, wrongful discharge, breach of contract, civil rights claims, and employment - related torts.
Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment
discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based
wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination; the Age
Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans
with Disabilities Act of 1990, as amended (ADA), which prohibit employment
discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination against qualified individuals
with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit
discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination against qualified individuals
with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment
discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment
discriminationdiscrimination.
Some of the available remedies at the Human Rights Tribunal are mandatory reinstatement
with back pay, general damages for
discrimination,
wage loss recovery, forced sensitivity courses, and human rights training.
Ms. Rudich concentrates her practice in complex litigation and class action matters,
with a particular emphasis in representing employees in all aspects of employment law, particularly sexual harassment, various issues of
discrimination, and cases involving violations of the Family and Medical Leave Act (FMLA), the Fair Labor Standards Act, and state
wage and hour statutes.
Allison's practice focuses on litigation and counseling
with an emphasis on management - side (both private and public employers) employment
discrimination,
wage and hour, non-competes, and...
Advice on how to prepare contracts, manage, hire, retain, discipline and discharge employees, as well as ensure federal and state compliance
with wage, labor, health, benefits, and
discrimination laws are only a portion of what a business lawyer does to protect you, your business, and your interests.
He has represented employers in all aspects of employment law before state and federal agencies and courts, including
wage and hour collective / class actions under the Fair Labor Standards Act (FLSA), Title VII
discrimination and sexual harassment, as well as actions under the Americans
with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and state workers compensation laws.
Frankly, I find this surprising given that the remedial principles of the Human Rights Code aim to restore applicants to the position they would have been in had they not experienced
discrimination, along
with the fact that many applicants are still unemployed and experiencing
wage loss on the day of hearing and into the future.
With over 25 years of litigation experience, Theodora Lee serves as an arbitrator and mediator in matters involving workplace harassment and
discrimination, wrongful termination,
wage and hour disputes, board of director disputes, personal injury and real estate issues.
The Philadelphia employment lawyers assist clients faced
with litigation issues, including employment
discrimination, sexual harassment, breach of contract and non-compete agreements, retaliation,
wage and benefit issues, FMLA violations, wrongful termination and class action lawsuits.
If removing the salary history requirement will help end gender
wage disparities and
discrimination, that is something we should all be on board
with in our industry (and any other).