7879-10-SI-OG-1 - Government Printing Press
... ernment may by notification in the Official Ga zette, declare to be an establishment for the pur pose of the Act; ,(6) 'Residential hotel' -means any premises used for the reception of guests and travellers desirous of dwelling or sleeping therein and includes a club; (7) 'Restaurant or eating house ...
... ernment may by notification in the Official Ga zette, declare to be an establishment for the pur pose of the Act; ,(6) 'Residential hotel' -means any premises used for the reception of guests and travellers desirous of dwelling or sleeping therein and includes a club; (7) 'Restaurant or eating house ...
Career Break Policy
... No anticipated detrimental impact on any equality group. The policy adheres to the NHS LA Standards and takes account of best practice. The career break policy makes all reasonable provision to ensure equity of ...
... No anticipated detrimental impact on any equality group. The policy adheres to the NHS LA Standards and takes account of best practice. The career break policy makes all reasonable provision to ensure equity of ...
- Intranet Advanced Maintenance Precision Management
... SOCIAL SECURITY ORGANISATION (“SOCSO”) • This scheme provides compensation to employee should they get injured or die accidentally at work place or arising out of their employment • Employees whose gross earnings are up to RM3,000.00 per month and who are less than (55) years are covered under this ...
... SOCIAL SECURITY ORGANISATION (“SOCSO”) • This scheme provides compensation to employee should they get injured or die accidentally at work place or arising out of their employment • Employees whose gross earnings are up to RM3,000.00 per month and who are less than (55) years are covered under this ...
Read - china
... with an employee after the lapse of more than one month but less than one year from the date when the employee is employed, it shall pay to the worker his monthly wages in double amount according to Article 82 of the Employment Contract Law, and shall conclude a written employment contract with the ...
... with an employee after the lapse of more than one month but less than one year from the date when the employee is employed, it shall pay to the worker his monthly wages in double amount according to Article 82 of the Employment Contract Law, and shall conclude a written employment contract with the ...
drug free workplace - Central Texas African American Family
... Any employee who is convicted of a criminal drug violation in the workplace must notify the organization in writing within five calendar days of the conviction. The organization will take appropriate action within 30 days of notification. Federal contracting agencies will be notified when appropriat ...
... Any employee who is convicted of a criminal drug violation in the workplace must notify the organization in writing within five calendar days of the conviction. The organization will take appropriate action within 30 days of notification. Federal contracting agencies will be notified when appropriat ...
Required Safety Records
... An inventory must be maintained which identifies all hazardous substances at the workplace in quantities that may endanger workers in an emergency including controlled products covered by WHMIS, explosives, pesticides, radioactive materials, hazardous wastes, and consumer products. ...
... An inventory must be maintained which identifies all hazardous substances at the workplace in quantities that may endanger workers in an emergency including controlled products covered by WHMIS, explosives, pesticides, radioactive materials, hazardous wastes, and consumer products. ...
Sickness absence protocol - integrated service staff
... Senior Manager, will need to be decided upon, as it may be appropriate for a Senior Manager from the other organisation to be there. This will then be clearly stated, in writing to the employee and their representative, when requesting the individual to attend a meeting. If an employee or their Trad ...
... Senior Manager, will need to be decided upon, as it may be appropriate for a Senior Manager from the other organisation to be there. This will then be clearly stated, in writing to the employee and their representative, when requesting the individual to attend a meeting. If an employee or their Trad ...
conflict prevention and management
... Bullying and harassment is often regarded as a health and safety issue because it compromises mental and sometimes even physical health and well being. Compared to companies with 50 employees or more, small organisations are often characterized by a low degree of formalization. Prescribed procedures ...
... Bullying and harassment is often regarded as a health and safety issue because it compromises mental and sometimes even physical health and well being. Compared to companies with 50 employees or more, small organisations are often characterized by a low degree of formalization. Prescribed procedures ...
- NDLScholarship
... by the "natural consequences" and "foreseeable result" of his resort, however justifiably taken, to an institution so closely allied to the closed shop. I believe, as this Court has recognized, that "the desire of employees to unionize is directly proportional to the advantages thought to be obtaine ...
... by the "natural consequences" and "foreseeable result" of his resort, however justifiably taken, to an institution so closely allied to the closed shop. I believe, as this Court has recognized, that "the desire of employees to unionize is directly proportional to the advantages thought to be obtaine ...
sickness payments - Young Southampton
... Any employee who is unable to report for duty, must notify their supervisor, as close as possible to the normal start of duty time and provide reasons for the absence, in accordance with local instructions. If the absence continues beyond 5 days the individual should advise their supervisor on the p ...
... Any employee who is unable to report for duty, must notify their supervisor, as close as possible to the normal start of duty time and provide reasons for the absence, in accordance with local instructions. If the absence continues beyond 5 days the individual should advise their supervisor on the p ...
Bonuses and Employment Law: A Practical
... be drafted. Sections 2 and 3 of this paper outline how they might be drafted; what they do not do is to explain what legal rules surround the payment of bonuses. This is done later. In some cases the employer may wish to retain maximum discretion in respect of the entitlement to a bonus, the amount ...
... be drafted. Sections 2 and 3 of this paper outline how they might be drafted; what they do not do is to explain what legal rules surround the payment of bonuses. This is done later. In some cases the employer may wish to retain maximum discretion in respect of the entitlement to a bonus, the amount ...
educational support staff agreement - Mobridge
... 7. A person will not be able to withdraw days from the bank until his own sick leave is depleted. 8. Persons withdrawing sick-leave days from the bank will not have to replace these days except as a regular contributing member to the bank. 9. Request for use of bank days must be accompanied by a le ...
... 7. A person will not be able to withdraw days from the bank until his own sick leave is depleted. 8. Persons withdrawing sick-leave days from the bank will not have to replace these days except as a regular contributing member to the bank. 9. Request for use of bank days must be accompanied by a le ...
Symantec Anti-Human Trafficking Policy and Compliance Plan Notice
... Copyright © 2015 Symantec Corporation. All rights reserved. Symantec, the Symantec Logo, the Checkmark Logo and Norton are trademarks or registered trademarks of Symantec Corporation or its affiliates in the U.S. and other countries. Other names may be trademarks of their respective owners. ...
... Copyright © 2015 Symantec Corporation. All rights reserved. Symantec, the Symantec Logo, the Checkmark Logo and Norton are trademarks or registered trademarks of Symantec Corporation or its affiliates in the U.S. and other countries. Other names may be trademarks of their respective owners. ...
draft - York University
... In those cases where services which otherwise would not be considered employment are also provided by a York employee, then those services would generally be considered to be rendered by an employee rather than an independent contractor. B) Guidelines B1) Consultants Paid by Accounts Payable The Uni ...
... In those cases where services which otherwise would not be considered employment are also provided by a York employee, then those services would generally be considered to be rendered by an employee rather than an independent contractor. B) Guidelines B1) Consultants Paid by Accounts Payable The Uni ...
Plan Administrator and Sponsor The Employer is both the Plan
... before the COBRA event or within the first sixty (60) days of COBRA continuation coverage is entitled to twenty-nine (29) months of continuation coverage, but only if such Employee or Dependent has provided notice of the determination of disability within sixty (60) days after determination is issue ...
... before the COBRA event or within the first sixty (60) days of COBRA continuation coverage is entitled to twenty-nine (29) months of continuation coverage, but only if such Employee or Dependent has provided notice of the determination of disability within sixty (60) days after determination is issue ...
This Bill would repeal and replace the Holidays with Pay Act, Cap
... instrument in writing sent to him concerning the Act or matters arising thereunder; (b) provide information and advice to employers and employees on the application of this Act; and (c) enforce the provisions of the Labour Department Act, Cap. 23, and the Employment Rights Act (Act 2012 - 9) in so f ...
... instrument in writing sent to him concerning the Act or matters arising thereunder; (b) provide information and advice to employers and employees on the application of this Act; and (c) enforce the provisions of the Labour Department Act, Cap. 23, and the Employment Rights Act (Act 2012 - 9) in so f ...
Presentazione di PowerPoint
... Description: information regarding the share of the employed whose contract of employment is of relatively short duration (casual workers, seasonal workers, etc.) or whose contract can be terminated on short notice (shorter than standard practice in the country). Measurement objectives: workers' vul ...
... Description: information regarding the share of the employed whose contract of employment is of relatively short duration (casual workers, seasonal workers, etc.) or whose contract can be terminated on short notice (shorter than standard practice in the country). Measurement objectives: workers' vul ...
7-05 Family and Medical Leave Act (FMLA) [June 13, 2012]
... makes the employee unable to perform the essential functions of the employee’s position. The university, at the university’s expense, may require a second opinion on the validity of the certification. Should a conflict arise between the opinions of the two health care providers, a third opinion will ...
... makes the employee unable to perform the essential functions of the employee’s position. The university, at the university’s expense, may require a second opinion on the validity of the certification. Should a conflict arise between the opinions of the two health care providers, a third opinion will ...
keys to injury management
... process and keep earning their regular pay, which is greater than the WorkSafeBC benefits made available to injured employees who are off work completely. In addition to the physical and financial benefits, modified work programs also reduce the psychological impact of a workrelated injury by giving ...
... process and keep earning their regular pay, which is greater than the WorkSafeBC benefits made available to injured employees who are off work completely. In addition to the physical and financial benefits, modified work programs also reduce the psychological impact of a workrelated injury by giving ...
Safer Recruitment Policy
... warning held on the Police National Computer. It may also contain non-conviction information from local police records which a chief police officer thinks may be relevant in connection with the matter in question • If the individual is applying for a position working with children, it will also reve ...
... warning held on the Police National Computer. It may also contain non-conviction information from local police records which a chief police officer thinks may be relevant in connection with the matter in question • If the individual is applying for a position working with children, it will also reve ...
redundancy in schools: an overview of legal
... Other criteria can be used, but are likely to be challenged by trade unions if they are not seen to be fair and objective. Legislation prohibits the use of the following: - race, gender or disability; - reasons related to pregnancy or maternity; - membership or non-membership of a trade union or par ...
... Other criteria can be used, but are likely to be challenged by trade unions if they are not seen to be fair and objective. Legislation prohibits the use of the following: - race, gender or disability; - reasons related to pregnancy or maternity; - membership or non-membership of a trade union or par ...
Understanding Employees` Union Representation
... 3. Which the employee reasonably believed might result in discipline; and 4. The employer denied the request. ...
... 3. Which the employee reasonably believed might result in discipline; and 4. The employer denied the request. ...
002 New appointment and position movements
... Position Number of New Appt or H.D.A. - Enter the position number in this field to ensure a correct payment. Please ensure the position number is the appropriate classification and that the Org 2/Org 3 Code field is completed. Classification - This defaults from the position number. Payroll will cro ...
... Position Number of New Appt or H.D.A. - Enter the position number in this field to ensure a correct payment. Please ensure the position number is the appropriate classification and that the Org 2/Org 3 Code field is completed. Classification - This defaults from the position number. Payroll will cro ...
356 NLRB No. 28 Kansas City Repertory Theatre, Inc. and Kansas
... temporary basis, i.e., each job period is for a limited term. That pattern of reemployment is not unusual in certain industries, including the entertainment industry. This was, in fact, the employment pattern of the “per diem” employees in The Juilliard School, 208 NLRB 152 (1974). In Juilliard, the ...
... temporary basis, i.e., each job period is for a limited term. That pattern of reemployment is not unusual in certain industries, including the entertainment industry. This was, in fact, the employment pattern of the “per diem” employees in The Juilliard School, 208 NLRB 152 (1974). In Juilliard, the ...