Background - EMPLOYEE DISMISSAL
... “habitual neglect of duty” – Obviously one occurrence of neglect, incompetence or misconduct cannot be considered habitual. Therefore what is often referred to as the “three strikes and you’re out” rule has become the benchmark to meet the definition of “habitual”. With the first such occurrence, t ...
... “habitual neglect of duty” – Obviously one occurrence of neglect, incompetence or misconduct cannot be considered habitual. Therefore what is often referred to as the “three strikes and you’re out” rule has become the benchmark to meet the definition of “habitual”. With the first such occurrence, t ...
retirement of professional staff - Laurens County School District 56
... 2012, may retire with full benefits if the member has five or more years of earned service; reached the age of 65 or has 28 or more years of creditable service and separated from service. A member may retire with reduced benefits if they meet the requirements set by the South Carolina Retirement Sys ...
... 2012, may retire with full benefits if the member has five or more years of earned service; reached the age of 65 or has 28 or more years of creditable service and separated from service. A member may retire with reduced benefits if they meet the requirements set by the South Carolina Retirement Sys ...
LEGAL LESSONS: Sunshine, lollipops and rainbows Inducing
... Employers typically overlook the principle of inducement at the initial stages of the employment relationship. Often, it is only when the relationship turns sour and the employee is dismissed that one or both of the parties realize inducement may play a role in the assessment of reasonable notice. O ...
... Employers typically overlook the principle of inducement at the initial stages of the employment relationship. Often, it is only when the relationship turns sour and the employee is dismissed that one or both of the parties realize inducement may play a role in the assessment of reasonable notice. O ...
Fishy Fishy Café Application for Employment
... I hereby understand and acknowledge that, unless otherwise defined by applicable law, any employment relationship with this organization is of an “at will” nature, which means that the Employee may resign at any time and the Employer may discharge Employee at any time with or without cause. It if fu ...
... I hereby understand and acknowledge that, unless otherwise defined by applicable law, any employment relationship with this organization is of an “at will” nature, which means that the Employee may resign at any time and the Employer may discharge Employee at any time with or without cause. It if fu ...
4572 PDF - Maine Legislature
... B. For any employment agency to fail or refuse to classify properly, refer for employment or otherwise discriminate against any individual because of race or color, sex, sexual orientation, physical or mental disability, religion, age, ancestry or national origin, because of the individual's previou ...
... B. For any employment agency to fail or refuse to classify properly, refer for employment or otherwise discriminate against any individual because of race or color, sex, sexual orientation, physical or mental disability, religion, age, ancestry or national origin, because of the individual's previou ...
3356-7-01 Conflicts of interest
... contract. These statutes also prohibit a public employee’s family and business associates from having an interest in a public contract. There may be an exception to this prohibition, but it must be approved in advance through the office of contract compliance. The employee must report the conflict o ...
... contract. These statutes also prohibit a public employee’s family and business associates from having an interest in a public contract. There may be an exception to this prohibition, but it must be approved in advance through the office of contract compliance. The employee must report the conflict o ...
Employment Agreement
... delivery) as soon as practicable and her decision on how she intends to consume the maternity leave. The employer should be given at least one week’s notice by the female employee before she goes on maternity leave. 12. Childcare leave 12.1 The employee (working parent) with any child below 7 years ...
... delivery) as soon as practicable and her decision on how she intends to consume the maternity leave. The employer should be given at least one week’s notice by the female employee before she goes on maternity leave. 12. Childcare leave 12.1 The employee (working parent) with any child below 7 years ...
Document
... violations. Yet the GAO concluded that none of these noncompliant companies had been debarred or suspended from federal contracts as a result of their workplace abuses. Research by the United States Senate’s Health, Education, Labor, and Pensions Committee provides additional evidence of large-scale ...
... violations. Yet the GAO concluded that none of these noncompliant companies had been debarred or suspended from federal contracts as a result of their workplace abuses. Research by the United States Senate’s Health, Education, Labor, and Pensions Committee provides additional evidence of large-scale ...
Non-Covered Employers
... What is Workers’ Compensation Insurance Coverage? Texas employers, except for public entities, can choose whether or not to provide workers’ compensation insurance coverage for their employees. Workers’ compensation provides covered employees with income and medical benefits if they are injured on t ...
... What is Workers’ Compensation Insurance Coverage? Texas employers, except for public entities, can choose whether or not to provide workers’ compensation insurance coverage for their employees. Workers’ compensation provides covered employees with income and medical benefits if they are injured on t ...
Guidance for Reimbursing Employees` Business Expenses
... to strict tax rules concerning what qualifies as a legitimate reimbursement arrangement and what is treated (at least for tax purposes) as additional compensation to the employee. According to the tax rules, the key distinction between a true expense reimbursement and disguised compensation is wheth ...
... to strict tax rules concerning what qualifies as a legitimate reimbursement arrangement and what is treated (at least for tax purposes) as additional compensation to the employee. According to the tax rules, the key distinction between a true expense reimbursement and disguised compensation is wheth ...
BILL ANALYSIS
... concert with peace officers. Authorizes the public employer to recognize an association that submits a petition signed by a majority of the paid peace officers of the authority, excluding the head of the department and assistant department heads in the rank or classification immediately below that ...
... concert with peace officers. Authorizes the public employer to recognize an association that submits a petition signed by a majority of the paid peace officers of the authority, excluding the head of the department and assistant department heads in the rank or classification immediately below that ...
Unprotected Profanity:The Erosion of an Employee`s Right to
... ‘accusatory language’ that is ‘stinging and harsh.’; Am. Tel. Co. v. N.L.R.B., 521 F.2d 1159, 1161 (2nd Cir. 1975)(finding that “a certain amount of salty language and defiance will be tolerated in bargaining sessions with respect to grievances, in recognition . . . ‘that passions run high in labor ...
... ‘accusatory language’ that is ‘stinging and harsh.’; Am. Tel. Co. v. N.L.R.B., 521 F.2d 1159, 1161 (2nd Cir. 1975)(finding that “a certain amount of salty language and defiance will be tolerated in bargaining sessions with respect to grievances, in recognition . . . ‘that passions run high in labor ...
2016 benefits highlights - Children`s Hospital of Wisconsin
... Employees who are a .5 FTE or greater are eligible for paid personal leave (PPL) and may enroll themselves and their eligible dependents in Children’s health, dental and vision benefits. Casual employees who work less than 20 hours per week are not offered PPL, health, dental, vision, life or disabi ...
... Employees who are a .5 FTE or greater are eligible for paid personal leave (PPL) and may enroll themselves and their eligible dependents in Children’s health, dental and vision benefits. Casual employees who work less than 20 hours per week are not offered PPL, health, dental, vision, life or disabi ...
CLA Dairy Operations Safety Manual - Section C
... differently than you are accustomed to. For example, Hispanic people are taught to shake hands, hug and touch as a sign of friendship. Please don’t feel uncomfortable with touching during conversation, as touching another’s arm or shoulder is common. In my experience, communication may take longer w ...
... differently than you are accustomed to. For example, Hispanic people are taught to shake hands, hug and touch as a sign of friendship. Please don’t feel uncomfortable with touching during conversation, as touching another’s arm or shoulder is common. In my experience, communication may take longer w ...
Clouded Judgment
... offer of employment but failed drug test by testing positive to marijuana; court rejected argument that test was an invasion of privacy because diminished expectation as an applicant, and rejected suggestion that employee had a right to engage in illegal activity while away from work) --Cal. Lab. Co ...
... offer of employment but failed drug test by testing positive to marijuana; court rejected argument that test was an invasion of privacy because diminished expectation as an applicant, and rejected suggestion that employee had a right to engage in illegal activity while away from work) --Cal. Lab. Co ...
Local Government Pension Scheme Hampshire Pension Fund
... HCC will consent to pension benefits being paid under the flexible retirement policy to an employee over the age of 55 (or age 50 for employees who have been in the LGPS since 31 March 2008, leaving before 31 March 2010), who requests this, provided their remuneration is reducing typically by 40 per ...
... HCC will consent to pension benefits being paid under the flexible retirement policy to an employee over the age of 55 (or age 50 for employees who have been in the LGPS since 31 March 2008, leaving before 31 March 2010), who requests this, provided their remuneration is reducing typically by 40 per ...
EEO is the Law Poster Supplement
... Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations ...
... Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations ...
BA 362 ch006
... traded-off against competing commodities. It treats health and safety merely as an instrumental value and denies its intrinsic value. Cost-benefit requires that an economic value be placed on one’s life and bodily integrity. ...
... traded-off against competing commodities. It treats health and safety merely as an instrumental value and denies its intrinsic value. Cost-benefit requires that an economic value be placed on one’s life and bodily integrity. ...
Accounting Managers Chief Business Officials Payroll
... 11-month employees –shall be paid 100% of total amount deferred on the last business day of the month following the end of the contract year. 10-month employees – shall be paid 50% of total amount deferred on the last business day of the first month following the end of the contract year and the las ...
... 11-month employees –shall be paid 100% of total amount deferred on the last business day of the month following the end of the contract year. 10-month employees – shall be paid 50% of total amount deferred on the last business day of the first month following the end of the contract year and the las ...
Employer - Boalt.org
... Reciprocal: Can an employee be bound by definite term contract? Split. With teacher, ...
... Reciprocal: Can an employee be bound by definite term contract? Split. With teacher, ...
Employee Rights and Responsibilities under the FMLA
... Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures. Employees must provide suffi ...
... Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures. Employees must provide suffi ...
FMLA General Notice (PDF)
... Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures. Employees must provide suffi ...
... Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures. Employees must provide suffi ...
Department of Labor Q A
... performing military service counts as a month actively employed by the employer. For example, someone who has been employed by an employer for 9 months is ordered to active military service for 9 months after which he or she is reemployed. Upon reemployment, the person must be considered to have bee ...
... performing military service counts as a month actively employed by the employer. For example, someone who has been employed by an employer for 9 months is ordered to active military service for 9 months after which he or she is reemployed. Upon reemployment, the person must be considered to have bee ...
... with pronounced disabilities such as blindness, deafness or being in a wheelchair. Rather, court decisions have found a broad and sweeping array of conditions, including temporary conditions, to be covered. Virtually anything short of the common cold could be considered a covered condition under Cal ...
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.