Sickness absence protocol - integrated service staff
... be expected because of their ill health. There may be occasions therefore, when Managers employed by one organisation, will need to deal with an employee’s sickness absence in accordance with the guidance/procedure of the employee’s employing organisation. These situations need to be dealt with usin ...
... be expected because of their ill health. There may be occasions therefore, when Managers employed by one organisation, will need to deal with an employee’s sickness absence in accordance with the guidance/procedure of the employee’s employing organisation. These situations need to be dealt with usin ...
Notice of Right to Elect COBRA Continuation Coverage
... Dependent Children of the Employees- A dependent of an employee covered by the university’s health, dental, or vision plan, has the right to COBRA Continuation Coverage if group health, dental, or vision coverage under the university’s plan is lost for any of the following five qualifying events: 1) ...
... Dependent Children of the Employees- A dependent of an employee covered by the university’s health, dental, or vision plan, has the right to COBRA Continuation Coverage if group health, dental, or vision coverage under the university’s plan is lost for any of the following five qualifying events: 1) ...
Dental Insurance - University of Nebraska
... elect COBRA continuation coverage must pay for COBRA continuation coverage. If you are an employee, you will become a qualified beneficiary if you lose coverage under the Plans because of either one of the following qualifying events: (1) Your hours of employment are reduced; or (2) Your employment ...
... elect COBRA continuation coverage must pay for COBRA continuation coverage. If you are an employee, you will become a qualified beneficiary if you lose coverage under the Plans because of either one of the following qualifying events: (1) Your hours of employment are reduced; or (2) Your employment ...
Contents - North Lindsey College
... Employees should be given help to return to their place of work wherever possible. They will be managed back into the work place using the Return From Long Term Absence policy. A meeting will be arranged by the Human Resources Manager, between the employee and their Line Manager/Director where the f ...
... Employees should be given help to return to their place of work wherever possible. They will be managed back into the work place using the Return From Long Term Absence policy. A meeting will be arranged by the Human Resources Manager, between the employee and their Line Manager/Director where the f ...
Federal Family and Medical Leave
... Upon return from Family or Medical Leave, you will be returned to the position you held immediately prior to the leave if the position is vacant. Certain exceptions exist for key employees as defined by law. If the position is not vacant, you will be placed in an equivalent employment position with ...
... Upon return from Family or Medical Leave, you will be returned to the position you held immediately prior to the leave if the position is vacant. Certain exceptions exist for key employees as defined by law. If the position is not vacant, you will be placed in an equivalent employment position with ...
Application for Authorization to Drive
... Have you tested positive in a DOT required drug or alcohol test in the past two years, or refused a test for an employer who did not hire you? Yes ( ) No ( ) If yes, provide details on a separate sheet of paper. ...
... Have you tested positive in a DOT required drug or alcohol test in the past two years, or refused a test for an employer who did not hire you? Yes ( ) No ( ) If yes, provide details on a separate sheet of paper. ...
Brackenhill Primary School Shared Parental Leave Policy Contents
... Eligible employees may be entitled to take up to 50 weeks SPL during the child’s first year in their family. The number of weeks available is calculated using the mother’s/adopter’s entitlement to maternity/adoption leave, which allows them to take up to 52 weeks’ leave. If they reduce their materni ...
... Eligible employees may be entitled to take up to 50 weeks SPL during the child’s first year in their family. The number of weeks available is calculated using the mother’s/adopter’s entitlement to maternity/adoption leave, which allows them to take up to 52 weeks’ leave. If they reduce their materni ...
State correctional HEALTH RETIREE benefits details
... 2264.103 of the Texas Government Code) Health and other insurance benefits for employees and retirees are subject to change based on available State funding. The Texas Legislature determines the level of funding for such benefits and has no continuing obligation to provide those benefits beyond each ...
... 2264.103 of the Texas Government Code) Health and other insurance benefits for employees and retirees are subject to change based on available State funding. The Texas Legislature determines the level of funding for such benefits and has no continuing obligation to provide those benefits beyond each ...
Collective Bargaining Agreement Axis Minnesota SEIU Healthcare
... Step 2 ‐ If the grievance is not satisfactorily resolved at the first step meeting, the grievance shall be reduced to writing citing the specific contract provision(s) violated, a description of the nature of the violation, and the remedy requested and presented to the Administrat ...
... Step 2 ‐ If the grievance is not satisfactorily resolved at the first step meeting, the grievance shall be reduced to writing citing the specific contract provision(s) violated, a description of the nature of the violation, and the remedy requested and presented to the Administrat ...
Sickness Claim Form
... and/or check the employee's SRA/PDA card for the answer to this question.) 9. Does the employer pay a portion of the disability premium for the employee? ...
... and/or check the employee's SRA/PDA card for the answer to this question.) 9. Does the employer pay a portion of the disability premium for the employee? ...
Number 49 - NSW Department of Education
... You will also usually tell them when they should come to work, what they should do while they are at work and how long they should remain at work. What they are paid will be set by an industrial award. A combination of all of these factors indicates they are an employee rather than a contractor. ...
... You will also usually tell them when they should come to work, what they should do while they are at work and how long they should remain at work. What they are paid will be set by an industrial award. A combination of all of these factors indicates they are an employee rather than a contractor. ...
Stereotypes & Diversity
... Old Boys’ Network: An informal social and business network of high-level male executives that typically excludes women and minorities. Access to the old boys’ network is often an important factor in career advancement. ...
... Old Boys’ Network: An informal social and business network of high-level male executives that typically excludes women and minorities. Access to the old boys’ network is often an important factor in career advancement. ...
Eligibility ceiling for additional remuneration
... carrying out tasks for specific actions (e.g. an EU action). These supplementary contracts may include remuneration different from the standard remuneration. This is acceptable for EU actions if it is the beneficiary’s usual practice and is authorised under national law. However, the difference betw ...
... carrying out tasks for specific actions (e.g. an EU action). These supplementary contracts may include remuneration different from the standard remuneration. This is acceptable for EU actions if it is the beneficiary’s usual practice and is authorised under national law. However, the difference betw ...
WUB10 - Labour Relations Board
... worked outside the recognized day shift will be regarded as the second and third shifts Premium rate of thirty-one cents (31 ¢) per hour will be paid for second and third shifts A day shift employee working in excess of eight (8) hours will be paid the appropriate overtime rate without the different ...
... worked outside the recognized day shift will be regarded as the second and third shifts Premium rate of thirty-one cents (31 ¢) per hour will be paid for second and third shifts A day shift employee working in excess of eight (8) hours will be paid the appropriate overtime rate without the different ...
R3 Neg vs. Greenhill BE
... be able to work for whatever wage they can secure, meaning that low-skilled individuals — especially the young, who currently face a particularly high rate of employment — would have an easier time finding work. And the level of basic income could be tied to the level of productivity, to reduce ineq ...
... be able to work for whatever wage they can secure, meaning that low-skilled individuals — especially the young, who currently face a particularly high rate of employment — would have an easier time finding work. And the level of basic income could be tied to the level of productivity, to reduce ineq ...
12 legal references
... In the event of redundancy, an employer must undertake a concrete holistic assessment of whether there are sufficiently strong grounds to make the employee redundant. There is also a requirement that, as far as practicably possible, an employer should discuss the issue of redundancy both with the em ...
... In the event of redundancy, an employer must undertake a concrete holistic assessment of whether there are sufficiently strong grounds to make the employee redundant. There is also a requirement that, as far as practicably possible, an employer should discuss the issue of redundancy both with the em ...
Canadian Human Rights Commission`s Policy on Alcohol and Drug
... The Commission recognizes that the inappropriate use of alcohol or drugs can have serious adverse effects on a person’s health, job performance and workplace safety. Safety is important to employees and employers. However, safety must be ensured in ways that do not discriminate against employees on ...
... The Commission recognizes that the inappropriate use of alcohol or drugs can have serious adverse effects on a person’s health, job performance and workplace safety. Safety is important to employees and employers. However, safety must be ensured in ways that do not discriminate against employees on ...
editable version of our application here.
... I understand that prior employers will be contacted for purposes of investigation as required by 391.23 of the Federal Motor Carrier Safety Regulations. I authorize Moutrie Trucking representatives to make inquires of my personal, employment, financial or medical history and other related matters as ...
... I understand that prior employers will be contacted for purposes of investigation as required by 391.23 of the Federal Motor Carrier Safety Regulations. I authorize Moutrie Trucking representatives to make inquires of my personal, employment, financial or medical history and other related matters as ...
COBRA General Notices
... 1. The Claremont Colleges no longer provides group health coverage to similarly situated employees. 2. The premium for your continuation coverage is not paid in a timely fashion. 3. You become covered under another group health plan that does not include a pre-existing condition clause that would ap ...
... 1. The Claremont Colleges no longer provides group health coverage to similarly situated employees. 2. The premium for your continuation coverage is not paid in a timely fashion. 3. You become covered under another group health plan that does not include a pre-existing condition clause that would ap ...
medical application
... from any and all claims and damages connected with their release of information. I agree that any copy of this document is as valid as the original. I do hereby agree to forever release and discharge the company, the investigative firm, and their associates to the full extent permitted by law from a ...
... from any and all claims and damages connected with their release of information. I agree that any copy of this document is as valid as the original. I do hereby agree to forever release and discharge the company, the investigative firm, and their associates to the full extent permitted by law from a ...
Safer Recruitment Policy
... place of the completed application form. Any Candidate who submits a ...
... place of the completed application form. Any Candidate who submits a ...
Variation to contract of employment letter – 2
... contributions where applicable). The amount you would be required to repay is the difference between your current salary level and the new salary applicable to the new role form 1 October 2012 (including any higher level pension contributions where applicable). If the Council has not received notifi ...
... contributions where applicable). The amount you would be required to repay is the difference between your current salary level and the new salary applicable to the new role form 1 October 2012 (including any higher level pension contributions where applicable). If the Council has not received notifi ...
What is Unemployment?
... •“Temporarily unemployed” or being between jobs. •Individuals are qualified workers with transferable skills but they aren’t working. Examples: •High school or college graduates looking for jobs. •Individuals that were fired and are looking for a better job. You’re Fired! ...
... •“Temporarily unemployed” or being between jobs. •Individuals are qualified workers with transferable skills but they aren’t working. Examples: •High school or college graduates looking for jobs. •Individuals that were fired and are looking for a better job. You’re Fired! ...
What is Unemployment?
... •“Temporarily unemployed” or being between jobs. •Individuals are qualified workers with transferable skills but they aren’t working. Examples: •High school or college graduates looking for jobs. •Individuals that were fired and are looking for a better job. You’re Fired! ...
... •“Temporarily unemployed” or being between jobs. •Individuals are qualified workers with transferable skills but they aren’t working. Examples: •High school or college graduates looking for jobs. •Individuals that were fired and are looking for a better job. You’re Fired! ...
Career Break Policy
... Whilst it is acknowledged that under section 2.3 'caring for children' is one of the defined criterion for a successful application and female workers are generally considered as more likely to apply for these reasons, the policy indicates that this is not the only reason why a application may be gr ...
... Whilst it is acknowledged that under section 2.3 'caring for children' is one of the defined criterion for a successful application and female workers are generally considered as more likely to apply for these reasons, the policy indicates that this is not the only reason why a application may be gr ...
Iranian labor law
Iranian labor law describes the rules of employment in Iran. As a still developing country, with an authoritarian government, Iran is considerably behind by international standards. It has failed to ratify the two basic Conventions of the International Labor Organization on freedom of association and collective bargaining, and one on abolition of child labor. Countries such as the US and India have also failed to ratify many of these Conventions and a mere 14 other Conventions, only 2 since the Islamic Revolution.The basic sources of Iranian labor law are,The Constitutions and its amendments (1906, 1907, and 1979)Civil laws ""Ghanon Madani""Council of Ministers and Ministry of Labor decrees and procedures (Aein Nameh)Judiciary verdicts and cases Collective bargaining contracts and agreement Common practices and occupational norms International Labor Organization (ILO)ILO ConventionsILO Recommendations Other international declarations and agreement↑ ↑ ↑