Sentences with phrase «works as a condition of employment»

Not exact matches

Right - to - work laws bar so - called «closed shops,» where workers are required to join a union and pay union dues or pay equivalent fees as a condition of employment.

I work at a large industrial conglomerate — several of the conditions of employment are an IP waiver and a requirement to identify other income sources and / or business activities as part of conflict of interest reporting.

Together with other factors — such as strong underlying demand based on demographic trends, favourable employment conditions, and the large amount of work still in the pipeline — this points to the current downturn in dwelling investment being relatively mild compared with past experience.

Therefore, the declaration upholds «the right to work, to free choice of employment, to just and favorable conditions of work and to protection against unemployment,» as well as the right to leisure time and education.

«As our opponents know, when the labor movement is thriving we not only raise the wages, benefits and conditions of employment of union members; we raise the standard of living and quality of life of all working people, union or not,» Cilento said.

He called on Walker to better articulate what his vision is for the future of state employees and whether he wants Wisconsin to become a right to work state where labor unions can't force employees to be members, or to pay dues, as a condition of employment.

As such, their salaries, terms of employment, employee benefits, and working conditions are usually determined via collective bargaining with trade unions; moreover, contract holders are protected by German labor law.

In exchange, employers and funders should provide a stimulating research environment, treat researchers as professionals, offer family - friendly working conditions, improve the stability of employment contracts, and provide fair access to social security benefits.

Notwithstanding the requirements of this subdivision, participation in professional development outside the regular school day or regularly scheduled working days of the school year shall be volitional for teachers, unless otherwise agreed upon as a term or condition of employment pursuant to collective bargaining under article 14 of the Civil Service Law.

But it's sort of a catch 22, because the working conditions overall aren't satisfying as these young people grow older, and they seek out more stable employment with more consistent working hours, and come to the realization that they can make more money just doing more traditional software development, which they can find a job pretty easily in due to the fact that they tend to be highly skilled programmers with just a few years experience in the gaming industry.

Solicitors who represent the claimants have stated that the CAC's decision, although disappointing, will not impact the claims of their clients in the Employment Tribunal as their working agreement and conditions are different to those of the riders who were the subject of the CAC's decision.

These include for example, the right to claim unfair dismissal, to receive statutory sick pay maternity, paternity and parental rights; to be paid the national living or minimum wage depending if they are aged 25 or more; to have working time rights such as not to be forced to work more than 48 hours per week, regular rest breaks and night working health and safety standards; to receive a statement of terms and conditions of employment.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and all other verbal or physical conduct of a sexual nature that is made a condition of employment, the basis of an employment decision or that contributes to a hostile working environment.

Further, «phrased as it is in the alternative (i.e., wages, hours, or working conditions»), the language of the IWC's»em ployer» definition has the obvious utility of reaching situations in which multiple entities control different aspects of the employment relationship, as when one entity, which hires and pays workers, places them with other entities that supervise the work.»

This case serves as an example of a black and white rule — an employer may not condition continued employment on completing work while on FMLA leave or otherwise coerce or require an employee to work while out on FMLA leave.

Unlawful treatment also comes in the form of sexual harassment by the employer — whether it is direct sexual harassment aimed at the employee which is known as quid pro quo harassment, or in the form of general sexual conduct by other employees which alters the conditions of employment and renders the work environment hostile or abusive.

The feminization of labour was matched by a feminization of employment norms: employment terms, conditions and arrangements, such as low pay, poor benefits, part - time and temporary work, which historically have been associated with women, proliferated.

Because of this, we've seen how changes to Ontario's minimum employment standards have caused many business owners to change working conditions and pricing structures as they look to control costs.

The question of whether you can make a claim or not is based on the problem that you have experienced at work and on top of that there are other conditions that need to be met such as submitting within the time limit or having to have worked for the employer for a set amount of time (the basic rules are you need 2 years service to make a claim and that you need to submit a claim within 3 months minus one day since the last act of discrimination or last date of employment)

If you have been injured as the result of a traumatic event (i.e., you fall at work injuring your Back), or if you suffer cumulative or repetitive trauma in the course of your employment (i.e., you repetitively use your hands and develop Carpal Tunnel Syndrome), you may be entitled to recover workers» compensation benefits if medical evidence shows the work injury, or repetitive work activity, caused the diagnosed condition.

Via the Legal Skills Prof Blog I see that in the state of Utah, however, «numerous students have reported that practicing attorneys have conditioned initial or continuing employment as a law clerk upon the students» agreeing to use their free Lexis or Westlaw access to perform the firm's work.

Thus, although an objective standard must be used to evaluate whether a reasonable person in the employee's position would have accepted the employer's offer (Reibl v. Hughes, [1980] 2 S.C.R. 880), it is extremely important that the non-tangible elements of the situation — including work atmosphere, stigma and loss of dignity, as well as nature and conditions of employment, the tangible elements — be included in the evaluation.

Based on these two «synergistic aspects», the Court outlined the following question as being central to the determination of an employment relationship, «who is responsible for determining the working conditions, who determined financial benefits, and to what extent does the worker have an influential say in these decisions».

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 forEmployment 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 foremployment 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.

Looking at the two different aspects of sexual harassment as defined by the Canada Labour Code, more than half of working women in Canada (54 %) say they have experienced conduct, comments, gestures or contact of a sexual nature that caused them offence or humiliation, while three - in - ten (30 %) experienced conduct, comments, gestures or contact of a sexual nature that they perceived as placing a condition of a sexual nature on their employment or on any opportunity they might have for training or promotion.

Justice Bastarache also noted at paragraph 30 that is important that «the non-tangible elements of the situation — including work atmosphere, stigma, and loss of dignity, as well as nature and conditions of employment, the tangible elements — be included in the evaluation.»

[30] Misconduct «going to the core of the employment relationship» includes, as the Court explains at para. 48, behaviour that «violates an essential condition of the employment contract, breaches the faith inherent to the work relationship, or is fundamentally or directly inconsistent with the employee's obligations to his or her employer.»

The tenant works for you and lives on the property: If you're employing the tenant and, as a condition of this employment, the tenant does not pay rent, you can usually file a lawsuit once the tenant no longer works for you.

We're hoping to hear stories from as many workers as possible in «bad jobs,» with the goal of informing employment standards in BC that promote safe, fair and dignified working conditions.

The AWR gives contingent workers an entitlement to the same basic employment and working conditions as if they had been recruited directly by the hirer, after they complete a qualifying period of 12 weeks in the same job, e.g. pay, benefits, access to facilities, annual leave, bonus payments, etc..

PROFESSIONAL EXPERIENCE Suncoast Communities, Albany, KY 6/2011 to Present Vocational Rehabilitation Counselor • Assess clients to determine their disabilities or dependencies • Create and implement plans to rehabilitate clients according to their physical and mental conditions • Provide counseling to clients around choosing, obtaining and obtaining employment and academics • Coordinate educational support services for client looking to get back into academics • Facilitate job placement by assisting clients with application documents and getting them in touch with various organizations • Conduct outreach programs to maintain a solid data bank of interested placement organizations • Make referrals for therapeutic work programs after consulting with patients» physicians and psychologists • Monitor client progress through constant evaluations and re-evaluate clients that may be slipping • Counsel and assist clients through rehabilitation procedures and adjust programs as needed • Create and maintain records of clients in a safe and confidential manner

If parental migration, for such as going to a city or working abroad for employment opportunities is considered as a livelihood strategy that helps rural workers get a job and improve their families» living conditions, a potential cost for the psychological well - being of these families» children due to their separation from parents needs to be taken into account [13].

Right to work legislation, which bars nonunion workers from having to pay union fees as a condition of employment, is a top priority of the House's new Republican majority.