Not exact matches
ABOUT National HR in Hospitality Conference... National HR in Hospitality Conference & Expo, established in 2007, is recognized as the nation's only conference forhuman resources,
labor relations
and employment law professionals at hotels, resorts, restaurants, airlines
and all other industries
within the hospitality sector.
The Bureau of
Labor Statistics reports that
employment in the computer
and information technology (IT) industry is expected to increase 13 %
within the next decade.
The term
employment means any service or
labor performed by an employee for an employer
within the United States, including service or
labor performed on a vessel or aircraft that has arrived in the United States
and has been inspected, or otherwise included
within the provisions of the Anti-Reflagging Act codified at 46 U.S.C. 8704, but not including duties performed by nonimmigrant crewmen defined in sections 101 (a)(10)
and (a)(15)(D) of the Act.
A central feature of the national industrial relations system proposed by the Rudd
Labor Government was the establishment of certain minimum
employment standards applicable to all employers
and employees
within this national system.
Our debt finance group is supported by members of other subgroups
within the Business Department, including mergers
and acquisitions (for all sizes of transactions, for public
and private clients,
and on both the buyer
and seller sides), investment management (for clients with investment management divisions
and matters), small business investment companies (for clients looking to form SBICs, obtain SBIC funding, or conduct portfolio financing transactions), securities (for public clients, particularly with respect to public
and Rule 144A debt offerings), tax (including for cross-border transactions), ERISA / employee benefits
and international (for clients with international operations
and assets), as well as other practice groups
within the Firm, including Cleantech & Renewables, Patent, Trademark, Copyright & Unfair Competition practices
and the
Labor and Employment practice.
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 for
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 for
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 for expenses.
Our Paris team supports clients in all major businesses
and provides counsel on litigation
and labor and employment matters
within France
and internationally.
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.»
According to the Bureau of
Labor Statistics,
employment in this industry is projected to grow much faster than average, ranking medical assistants among the fastest growing occupations between 2008
and 2018 — seeing a 34 percent increase
within the decade.
Director of Human Resources / HR Consultant — Professional Duties & Responsibilities Oversee the planning, direction,
and management of all HR - related activities including staff recruiting, candidate tracking, personnel screening
and testing,
and hiring processes in accordance with Affirmative Action
and Equal Opportunity
Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers a
Employment regulations Support senior management to develop
and maintain personnel policy
and ensure compliance with all standards, authoring
and implementing new policies
and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance
and pay - scale benchmarking, market studies,
and salary structure decisions, also creating organizational / staff planning charts for all departments
and all positions Create
and deliver firm - wide staff new - hire orientation, training
and development programs,
and performance evaluations utilizing a competency - based appraisal system which leads to focused training
and development programs based on common
and individual areas of performance deficiency Manage all aspects of workers compensation
and unemployment claims on behalf of employer, attending hearings
and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration,
and plan reviews, promoting compliance with
and effective execution of IRS / DOL regulations, ERISA, HIPPA,
and all audit - related processes Implement
and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health,
and environmental regulations including OSHA
and other applicable laws Consult with management regarding employee -
and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings
and negotiation agreements with worker representatives
within the provisions of any applicable contract Provide relevant guidance
and administration to the development of human resources site on firm intranet, housing online -
employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers a
employment forms, manager resources, job postings,
and HR - related forms
and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers
and vendors