Chapter 9: Employment Protection
... include an order of reinstatement or re-engagement, an award of terminal payments and an award of compensation. Order of Reinstatement or Re-engagement An order for reinstatement is an order requiring the employer to treat the employee in all respects as if he had not been dismissed or as if there h ...
... include an order of reinstatement or re-engagement, an award of terminal payments and an award of compensation. Order of Reinstatement or Re-engagement An order for reinstatement is an order requiring the employer to treat the employee in all respects as if he had not been dismissed or as if there h ...
YMCA OF MONTCLAIR EMPLOYEE BENEFIT SUMMARY Eligible
... earned per month up to a maximum of ten days per calendar year for non-exempt staff and fifteen days per calendar year for exempt staff. A vacation “week” is the equivalent to five working days. The amount of vacation days earned increases with subsequent years of employment as follows. Vacation mus ...
... earned per month up to a maximum of ten days per calendar year for non-exempt staff and fifteen days per calendar year for exempt staff. A vacation “week” is the equivalent to five working days. The amount of vacation days earned increases with subsequent years of employment as follows. Vacation mus ...
The Employer-Employee Relationship: Definitions and Distinctions
... contractor is generally responsible for the completion of a project. She is hired for a specific project and is responsible for its success. Third, the employer need not pay benefits to the independent contractor. On the other hand, the employer would have no control over how the project will be com ...
... contractor is generally responsible for the completion of a project. She is hired for a specific project and is responsible for its success. Third, the employer need not pay benefits to the independent contractor. On the other hand, the employer would have no control over how the project will be com ...
- NDLScholarship
... I. Introduction Under section 8(a) (3) of the National Labor Relations Act, it is an unfair labor practice for an employer to encourage or discourage membership in a labor organization "by discrimination in regard to hire or tenure of employment. . ...
... I. Introduction Under section 8(a) (3) of the National Labor Relations Act, it is an unfair labor practice for an employer to encourage or discourage membership in a labor organization "by discrimination in regard to hire or tenure of employment. . ...
Industrial Law
... as to the payment of money in connection with any contract declared wholly or partly void, or varied, as the Commission considers just in the circumstances of the case. (6) In making an order under this section, the Commission must take into account whether or not the applicant (or person on behalf ...
... as to the payment of money in connection with any contract declared wholly or partly void, or varied, as the Commission considers just in the circumstances of the case. (6) In making an order under this section, the Commission must take into account whether or not the applicant (or person on behalf ...
Online FF-SHOP Marketplaces
... • A state insurance commissioner may recommend that the SHOP provide employers only with the option of offering employees a single QHP and (if applicable) a single dental plan • A state’s recommendation must adequately explain how not implementing employee choice would be in the best interests of sm ...
... • A state insurance commissioner may recommend that the SHOP provide employers only with the option of offering employees a single QHP and (if applicable) a single dental plan • A state’s recommendation must adequately explain how not implementing employee choice would be in the best interests of sm ...
Leave for Parental Involvement in School Activities
... Employers with at least 15 employees must allow employees to take up to 4 hours a month (not to exceed 24 hours a year) to attend a child’s school activities; accompany a parent, parent-inlaw, child, or spouse to a routine medical appointment; accompany a parent, spouse, or parent-inlaw to other app ...
... Employers with at least 15 employees must allow employees to take up to 4 hours a month (not to exceed 24 hours a year) to attend a child’s school activities; accompany a parent, parent-inlaw, child, or spouse to a routine medical appointment; accompany a parent, spouse, or parent-inlaw to other app ...
Step 2 - HopgoodGanim
... At the time of the dismissal, there must not be any arrangement between the employee and the employer, or between the employer and another person, to employ the employee after the dismissal: – the worker can be re-engaged as an independent contractor subject to employment law considerations. ...
... At the time of the dismissal, there must not be any arrangement between the employee and the employer, or between the employer and another person, to employ the employee after the dismissal: – the worker can be re-engaged as an independent contractor subject to employment law considerations. ...
Employment Application Form
... I certify that the answers given herein are true and complete to the best of my knowledge. I authorize the investigation of all matters contained in this application and hereby give permission to contact schools, previous employers, references, and others in order to verify the facts and information ...
... I certify that the answers given herein are true and complete to the best of my knowledge. I authorize the investigation of all matters contained in this application and hereby give permission to contact schools, previous employers, references, and others in order to verify the facts and information ...
Fact Sheet
... Full benefits are 17% employer contributions on superable salary. The default employee contribution rate is 7% post-tax or 8.25% pre-tax. Employees may elect to reduce their contributions through contribution flexibility. Further information can be obtained from UniSuper’s contribution flexibility f ...
... Full benefits are 17% employer contributions on superable salary. The default employee contribution rate is 7% post-tax or 8.25% pre-tax. Employees may elect to reduce their contributions through contribution flexibility. Further information can be obtained from UniSuper’s contribution flexibility f ...
Paper
... confinement occurs later than the expected date of confinement, the employee is entitled to a further leave period equal to the number of days from the day after the expected date of confinement to the actual date of confinement. If the employee encounters health problems owing to pregnancy or confi ...
... confinement occurs later than the expected date of confinement, the employee is entitled to a further leave period equal to the number of days from the day after the expected date of confinement to the actual date of confinement. If the employee encounters health problems owing to pregnancy or confi ...
Export to Word - Botswana e-Laws
... allegedly due to him. Held: (1) Regulation 4 of the Regulation of Wages (Hotel, Catering and Entertainment Trades) Order (Cap 47:01)(SubLeg) sets out the number of hours an employee was required to work, as well as the rest periods and overtime pay that an employee was entitled to. (2) An employees' ...
... allegedly due to him. Held: (1) Regulation 4 of the Regulation of Wages (Hotel, Catering and Entertainment Trades) Order (Cap 47:01)(SubLeg) sets out the number of hours an employee was required to work, as well as the rest periods and overtime pay that an employee was entitled to. (2) An employees' ...
Dealing With Hygiene Problems in the
... The employer should also let the employee know what is expected (e.g., when must the problem be fixed, what happens in the meantime, and what follow up will take place). If there is a specific company policy that addresses the issue, the employer should point it out or provide a copy. The employer a ...
... The employer should also let the employee know what is expected (e.g., when must the problem be fixed, what happens in the meantime, and what follow up will take place). If there is a specific company policy that addresses the issue, the employer should point it out or provide a copy. The employer a ...
Prohibited Employment Inquiries
... Clearance determinations must generally be processed and made without regard to race, religion, or national origin. However, security clearance determinations for positions subject to national security requirements under a federal statute or an Executive Order are not generally subject to review un ...
... Clearance determinations must generally be processed and made without regard to race, religion, or national origin. However, security clearance determinations for positions subject to national security requirements under a federal statute or an Executive Order are not generally subject to review un ...
Employees` Right Upon Termination of a Refusal
... 20(11) Where, on a referral to an officer under subsection (4) or (8), the officer finds that an employee does not have reasonable grounds for believing that an act is likely to endanger his health or safety or the health or safety of any other employee, the officer shall advise the employee in writ ...
... 20(11) Where, on a referral to an officer under subsection (4) or (8), the officer finds that an employee does not have reasonable grounds for believing that an act is likely to endanger his health or safety or the health or safety of any other employee, the officer shall advise the employee in writ ...
Handout
... Casual employees cannot join the new Scheme unless their contract obliges their employer to offer them work and for them to accept whatever work is offered. Any casual employees who do not meet this requirement, and who are already members of the Scheme, must leave it on the first day after 31 March ...
... Casual employees cannot join the new Scheme unless their contract obliges their employer to offer them work and for them to accept whatever work is offered. Any casual employees who do not meet this requirement, and who are already members of the Scheme, must leave it on the first day after 31 March ...
Untitled - Pomp`s Tire
... I certify that all information provided is true and complete without any omissions or misrepresentations of any kind. I authorize investigation of all statements contained in this application for employment as may be necessary in arriving at an employment decision. This application for employment sh ...
... I certify that all information provided is true and complete without any omissions or misrepresentations of any kind. I authorize investigation of all statements contained in this application for employment as may be necessary in arriving at an employment decision. This application for employment sh ...
Labor Relations and Collective Bargaining
... – Usually occurs because one party is demanding more than the other will offer. – Sometimes an impasse can be resolved through a third party—a disinterested person such as a mediator or arbitrator. – If the impasse is not resolved: • The union may call a work stoppage, or strike, to put pressure on ...
... – Usually occurs because one party is demanding more than the other will offer. – Sometimes an impasse can be resolved through a third party—a disinterested person such as a mediator or arbitrator. – If the impasse is not resolved: • The union may call a work stoppage, or strike, to put pressure on ...
Employment Contract
... The Employee is not required to work when typhoon signal no.8 or above is hoisted and no wages will be deducted during the period. The Employee is required to resume duty if the typhoon signal no.8 is lowered not less than ...
... The Employee is not required to work when typhoon signal no.8 or above is hoisted and no wages will be deducted during the period. The Employee is required to resume duty if the typhoon signal no.8 is lowered not less than ...
Template - Diversity Works NZ
... Disability is a very broad term and the percentage of the adult population with a disability is surprisingly high. Developing a workplace that provides for the participation of employees with disabilities gives organisations a: ...
... Disability is a very broad term and the percentage of the adult population with a disability is surprisingly high. Developing a workplace that provides for the participation of employees with disabilities gives organisations a: ...
religious conflict in the workplace
... court found that cafeteria workers greeted customers with “God bless you” and “Praise the Lord.” The employer objected and requested that the employees end their blessings. The court sided with the employees because less than one percent of the customers complained and there was no evidence of a los ...
... court found that cafeteria workers greeted customers with “God bless you” and “Praise the Lord.” The employer objected and requested that the employees end their blessings. The court sided with the employees because less than one percent of the customers complained and there was no evidence of a los ...
Re: Department of Defense
... well one does against another, then there is a tremendous loss of incentive to help others> Helping co-workers takes time away from a task for which one might get more shares and helps another to earn more shares for themselves. This is particularly a disincentive if, by helping someone else, one ma ...
... well one does against another, then there is a tremendous loss of incentive to help others> Helping co-workers takes time away from a task for which one might get more shares and helps another to earn more shares for themselves. This is particularly a disincentive if, by helping someone else, one ma ...
Family and Medical Leave 1. Coverage. All employees. 2. Policy
... Illness in the Family. The appointing authority may allow paid time off, not to exceed seven (7) days in case of serious illness in the immediate family of the employee which requires the personal presence of such employee. These seven (7) days need not be consecutive calendar days; they are charged ...
... Illness in the Family. The appointing authority may allow paid time off, not to exceed seven (7) days in case of serious illness in the immediate family of the employee which requires the personal presence of such employee. These seven (7) days need not be consecutive calendar days; they are charged ...
SMALL FIRMS ASSOCIATION Submission on the prevalence of
... There is an assumption being made in the report that flexible working arrangements like ‘if and when’ contracts are a negative form of employment. The SFA rejects this assumption. Flexible employment suits many employees including students, parents, carers and retirees who need a different work-life ...
... There is an assumption being made in the report that flexible working arrangements like ‘if and when’ contracts are a negative form of employment. The SFA rejects this assumption. Flexible employment suits many employees including students, parents, carers and retirees who need a different work-life ...
United States labor law
United States labor law is the body of law that mediates the rights and duties of workers, employers and labor unions in the United States of America, including employment law and collective labor rights. Federal laws, such as the Fair Labor Standards Act, the National Labor Relations Act, the Civil Rights Act of 1964 and the Occupational Safety and Health Act set the standards that govern workers' rights to organize in the private sector, and override most state and local laws. Usually there are more limited rights for employees of the federal government, but not state or local governments, where workers derive their rights from state law. Federal and state laws protect workers from employment discrimination, on grounds of race, gender, religion, national origin and age. Federal law preempts most state statutes that would bar employers from discriminating against employees to prevent them from obtaining pensions or other benefits or retaliating against them for asserting those rights.