Chapter 5 - Vacation and leave
... 2. Special leave is granted on grounds of a substantiated and timely written request by the employee. 3. The employee is entitled to long-term unpaid special leave unless this is incompatible with pressing economic or operational interests. 4. Long-term special leave takes effect after the employer ...
... 2. Special leave is granted on grounds of a substantiated and timely written request by the employee. 3. The employee is entitled to long-term unpaid special leave unless this is incompatible with pressing economic or operational interests. 4. Long-term special leave takes effect after the employer ...
Collective Bargaining Agreement Axis Minnesota SEIU Healthcare
... B. All employees covered by this Agreement, including temporary employees, who are now or may hereafter become members of the Union, shall during the life of this Agreement or any renewal thereof, remain members of the Union in good standing as a condition of employment, except as p ...
... B. All employees covered by this Agreement, including temporary employees, who are now or may hereafter become members of the Union, shall during the life of this Agreement or any renewal thereof, remain members of the Union in good standing as a condition of employment, except as p ...
12 legal references
... employee, for example, might be when the employee turns up too late for work, performs poorly at work, is disloyal and other similar factors. ...
... employee, for example, might be when the employee turns up too late for work, performs poorly at work, is disloyal and other similar factors. ...
Read - china
... employee to risk his life; or 13. other circumstances under which the employee can dissolve the employment contract as set forth in laws or administrative regulations. Article 19 Under any of the following circumstances, an employer may, according to the conditions and procedures prescribed in the E ...
... employee to risk his life; or 13. other circumstances under which the employee can dissolve the employment contract as set forth in laws or administrative regulations. Article 19 Under any of the following circumstances, an employer may, according to the conditions and procedures prescribed in the E ...
Bonuses and Employment Law: A Practical
... on this theme, but the main factors to bear in mind are the following. Care must be taken to define the meaning of profit for this purpose, and it is best to have the final figure certified by the company’s auditor. Indeed, the auditor may usefully be consulted during the drafting stage to ensure th ...
... on this theme, but the main factors to bear in mind are the following. Care must be taken to define the meaning of profit for this purpose, and it is best to have the final figure certified by the company’s auditor. Indeed, the auditor may usefully be consulted during the drafting stage to ensure th ...
Travel expenses
... HMRC for an agreement. If you are considering approaching HMRC for an agreement you should be aware of a number of issues. HMRC are not obliged to give an agreement in these circumstances, there is no statutory requirement for it to do so. If HMRC is willing to agree to something then it would be on ...
... HMRC for an agreement. If you are considering approaching HMRC for an agreement you should be aware of a number of issues. HMRC are not obliged to give an agreement in these circumstances, there is no statutory requirement for it to do so. If HMRC is willing to agree to something then it would be on ...
This Bill would repeal and replace the Holidays with Pay Act, Cap
... pay for that annual holiday by his employer and in respect of an employee (a) who has one or more years of employment but less than 5 years of employment, with the same employer, the average pay shall be 3/52 of total remuneration for that year of employment; (b) whose employment with the same emplo ...
... pay for that annual holiday by his employer and in respect of an employee (a) who has one or more years of employment but less than 5 years of employment, with the same employer, the average pay shall be 3/52 of total remuneration for that year of employment; (b) whose employment with the same emplo ...
Reasonable Time Frame
... and that it is having work effects which may need accommodation. No “magic words” are required. The EEOC Guidance emphasizes a “plain English” request, and the employee “need not mention the ADA or use the phrase ‘reasonable accommodation.’” Virtually any statement that lets a supervisor know that a ...
... and that it is having work effects which may need accommodation. No “magic words” are required. The EEOC Guidance emphasizes a “plain English” request, and the employee “need not mention the ADA or use the phrase ‘reasonable accommodation.’” Virtually any statement that lets a supervisor know that a ...
- NDLScholarship
... based on a finding by the Board that an employer had violated section 8(a) (3) by permanently closing part of his business after a union walkout. The employer's plea that the closing was due to business reasons was rejected because of his "frequent anti-union statements and repeated refusals to barg ...
... based on a finding by the Board that an employer had violated section 8(a) (3) by permanently closing part of his business after a union walkout. The employer's plea that the closing was due to business reasons was rejected because of his "frequent anti-union statements and repeated refusals to barg ...
356 NLRB No. 28 Kansas City Repertory Theatre, Inc. and Kansas
... Employer nor our dissenting colleague cites any case in which a petition for an election was dismissed solely on the grounds that the employees seeking representation were temporary employees. Moreover, in the two cases cited in the dissent, the only evidence that employees had an “expectancy of fut ...
... Employer nor our dissenting colleague cites any case in which a petition for an election was dismissed solely on the grounds that the employees seeking representation were temporary employees. Moreover, in the two cases cited in the dissent, the only evidence that employees had an “expectancy of fut ...
employers` e-guide no. 8 a guide to career breaks
... entitlement. Paragraph 7.9 of Part 2 of the Green Book (Special Leave) states that additional leave, either with or without pay, may be granted in special circumstances, at the employer’s discretion. ...
... entitlement. Paragraph 7.9 of Part 2 of the Green Book (Special Leave) states that additional leave, either with or without pay, may be granted in special circumstances, at the employer’s discretion. ...
The Employer-Employee Relationship: Definitions and Distinctions
... which stated, among other terms, that Darden would sell only Nationwide policies and that he would forfeit his entitlement to retirement plan benefits if he sold insurance for Nationwide's competitors within one year of his termination and 25 miles of his previous business location. After his termin ...
... which stated, among other terms, that Darden would sell only Nationwide policies and that he would forfeit his entitlement to retirement plan benefits if he sold insurance for Nationwide's competitors within one year of his termination and 25 miles of his previous business location. After his termin ...
probation * guidelines during an employee*s probationary period
... between the needs of the organisation to permanently employ a suitable individual and the needs of the employee to work in an acceptable manner. The question that is answered is: "Is this employment relationship viable in the long term?" Recruitment is an inexact science. Despite good intentions and ...
... between the needs of the organisation to permanently employ a suitable individual and the needs of the employee to work in an acceptable manner. The question that is answered is: "Is this employment relationship viable in the long term?" Recruitment is an inexact science. Despite good intentions and ...
Paid Public Holidays and Vacation/Vacation Pay
... 7. Can an employer and an employee make an agreement whereby another working day off is provided to the employee in lieu of a paid public holiday? Yes, an employer and an employee can make such an agreement. However, the substituted day must be taken by the employee no later than the employee’s nex ...
... 7. Can an employer and an employee make an agreement whereby another working day off is provided to the employee in lieu of a paid public holiday? Yes, an employer and an employee can make such an agreement. However, the substituted day must be taken by the employee no later than the employee’s nex ...
Prohibited Employment Inquiries
... enforces when it comes to the employment of individuals based on their particular religion. In other words, an employer whose purpose and character is primarily religious is permitted to lean towards hiring persons of the same religion. This exception relieves religious organizations only from the b ...
... enforces when it comes to the employment of individuals based on their particular religion. In other words, an employer whose purpose and character is primarily religious is permitted to lean towards hiring persons of the same religion. This exception relieves religious organizations only from the b ...
Paper
... confinement and six weeks after confinement. At that time, EO did not require an employer to pay for the maternity leave taken by the employee. Paid maternity leave was introduced in 1981, whereby a pregnant employee who had been employed under a continuous contract for not less than 40 weeks immedi ...
... confinement and six weeks after confinement. At that time, EO did not require an employer to pay for the maternity leave taken by the employee. Paid maternity leave was introduced in 1981, whereby a pregnant employee who had been employed under a continuous contract for not less than 40 weeks immedi ...
Suspension from duty pending disciplinary investigation:
... investigating officer. The employee should not use Council equipment provided in connection with their employment (including IT equipment) provided in connection with their employment without permission. Any contact should be made through the person who has been nominated as a contact point. It shou ...
... investigating officer. The employee should not use Council equipment provided in connection with their employment (including IT equipment) provided in connection with their employment without permission. Any contact should be made through the person who has been nominated as a contact point. It shou ...
... 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 California law—for instance, a back injury, depression or high blood press ...
Prop 206 Summary
... Employers may require notice of the need to use sick time where the need is not foreseeable provided that a written policy with procedures for employees to provide notice is provided to the employee in advance. The employee cannot be required to find a replacement worker to cover the hours for which ...
... Employers may require notice of the need to use sick time where the need is not foreseeable provided that a written policy with procedures for employees to provide notice is provided to the employee in advance. The employee cannot be required to find a replacement worker to cover the hours for which ...
DFEH 188 CFRA
... known as the California Family Rights Act (CFRA), cover employers who do business in California and employ 50 or more parttime or full-time people. ...
... known as the California Family Rights Act (CFRA), cover employers who do business in California and employ 50 or more parttime or full-time people. ...
I-9 Form - Federal Government Jobs
... Anti-Discrimination Notice. It is illegal to discriminate against any individual (other than an alien not authorized to work in the U.S.) in hiring, discharging, or recruiting or referring for a fee because of that individual's national origin or citizenship status. It is illegal to discriminate aga ...
... Anti-Discrimination Notice. It is illegal to discriminate against any individual (other than an alien not authorized to work in the U.S.) in hiring, discharging, or recruiting or referring for a fee because of that individual's national origin or citizenship status. It is illegal to discriminate aga ...
Employer - Boalt.org
... footnote in Gilmer. In Waffle-House, Court held that even though employee can be bound to arbitrate, agency still free to pursue damages. *But rarely do. Fee splitting: may strike arbitration agreement where share costs and Title VII provides for attorneys’ fees for prevailing party (57). Arbitrator ...
... footnote in Gilmer. In Waffle-House, Court held that even though employee can be bound to arbitrate, agency still free to pursue damages. *But rarely do. Fee splitting: may strike arbitration agreement where share costs and Title VII provides for attorneys’ fees for prevailing party (57). Arbitrator ...
Employment Contract
... provisions of the Employment Ordinance / equal to normal wages under the following circumstances - * the number of sickness days taken is not less than consecutive days / irrespective of number of sickness days taken; and ...
... provisions of the Employment Ordinance / equal to normal wages under the following circumstances - * the number of sickness days taken is not less than consecutive days / irrespective of number of sickness days taken; and ...
FMLA General Notice (PDF)
... are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility. Covered employers must inform employees if leave will be design ...
... are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility. Covered employers must inform employees if leave will be design ...
Employee Rights and Responsibilities under the FMLA
... are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility. Covered employers must inform employees if leave will be design ...
... are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility. Covered employers must inform employees if leave will be design ...