Ch29: Employees Rights
... that an action taken by employer that appears fair affects protected class. No intent to discriminate need be shown. not engage in or allow unwelcome ...
... that an action taken by employer that appears fair affects protected class. No intent to discriminate need be shown. not engage in or allow unwelcome ...
Insurance Agents OH
... accept the wages paid them, and at the same time select what part of their allotted tasks they cared to perform of their own volition, or refuse openly or secretly, to the employer's damage, to do other work.” Elk Lumber Co., 91 NLRB 333, 338 ...
... accept the wages paid them, and at the same time select what part of their allotted tasks they cared to perform of their own volition, or refuse openly or secretly, to the employer's damage, to do other work.” Elk Lumber Co., 91 NLRB 333, 338 ...
The employee who refuses to take sick leave
... The employee who refuses to take sick leave The PEACe helpline receives many calls about sickness absence, frequently seeking advice on how to manage sickness absence. Less common but, nevertheless regular, are queries about employees who are obviously sick or suffering from a medical condition who ...
... The employee who refuses to take sick leave The PEACe helpline receives many calls about sickness absence, frequently seeking advice on how to manage sickness absence. Less common but, nevertheless regular, are queries about employees who are obviously sick or suffering from a medical condition who ...
850 MS-Word - Maine Legislature
... pay, for an employee to: A. Prepare for and attend court proceedings; [1999, c. 435, §1 (NEW).] B. Receive medical treatment or attend to medical treatment for a victim who is the employee's daughter, son, parent or spouse; or [2001, c. 685, §1 (AMD).] C. Obtain necessary services to remedy a crisis ...
... pay, for an employee to: A. Prepare for and attend court proceedings; [1999, c. 435, §1 (NEW).] B. Receive medical treatment or attend to medical treatment for a victim who is the employee's daughter, son, parent or spouse; or [2001, c. 685, §1 (AMD).] C. Obtain necessary services to remedy a crisis ...
DISCLOSURE PURSUANT TO UTAH PUBLIC OFFICERS’ AND EMPLOYEES’ ETHICS ACT
... DISCLOSURE PURSUANT TO UTAH PUBLIC OFFICERS’ AND EMPLOYEES’ ETHICS ACT UTAH CODE TITLE 67, CHAPTER 16 This disclosure is provided pursuant to the requirements of the Utah Public Officer’s and Employees’ Ethics Act, which prohibits a public employee from participating in their official capacity or re ...
... DISCLOSURE PURSUANT TO UTAH PUBLIC OFFICERS’ AND EMPLOYEES’ ETHICS ACT UTAH CODE TITLE 67, CHAPTER 16 This disclosure is provided pursuant to the requirements of the Utah Public Officer’s and Employees’ Ethics Act, which prohibits a public employee from participating in their official capacity or re ...
Slide 1 - First Practice Management
... • Which would include: • Inviting the employee to an investigation • This then being possibly followed by inviting the employee to a disciplinary hearing • If the employee fails to attend any of these meetings – then the Practice could make decisions in their absence, based on the information, as th ...
... • Which would include: • Inviting the employee to an investigation • This then being possibly followed by inviting the employee to a disciplinary hearing • If the employee fails to attend any of these meetings – then the Practice could make decisions in their absence, based on the information, as th ...
Compensable Work Duties Charts
... required by the nature of the work (such as job with chemicals requires bathing for worker Meal periods while on out-of-town business health) Medical attention by company doctor even if Civic or charitable work if requested by injury was at work employer or controlled by employer or if Obtaini ...
... required by the nature of the work (such as job with chemicals requires bathing for worker Meal periods while on out-of-town business health) Medical attention by company doctor even if Civic or charitable work if requested by injury was at work employer or controlled by employer or if Obtaini ...
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 ...
Potential Liability for Employer-Sponsored Social
... event when service pins were presented at the function, the company promoted its sales program and continuity of employment at the event and the event was held every year. In another case, an employee returning home from a summer picnic caused a fatal automobile accident. Although the heirs argued t ...
... event when service pins were presented at the function, the company promoted its sales program and continuity of employment at the event and the event was held every year. In another case, an employee returning home from a summer picnic caused a fatal automobile accident. Although the heirs argued t ...
A Potpourri of Employer Safety and Legal Issues
... faith effort to determine accuracy of any information reported • Employee who makes report without making such an effort may be subject to disciplinary action ...
... faith effort to determine accuracy of any information reported • Employee who makes report without making such an effort may be subject to disciplinary action ...
Sample California Paid Sick Leave Policy
... In order to comply with this law, an employer must ensure they do the following: ...
... In order to comply with this law, an employer must ensure they do the following: ...
quit claim deed - Best Practices Overview
... day of the month in which operations cease with the same force and effect as if such last day of the month were originally set forth as the termination date hereof. 9. EMPLOYEE'S COMMITMENTS BINDING ON EMPLOYER ONLY ON WRITTEN CONSENT Employee shall not have the right to make any contracts or other ...
... day of the month in which operations cease with the same force and effect as if such last day of the month were originally set forth as the termination date hereof. 9. EMPLOYEE'S COMMITMENTS BINDING ON EMPLOYER ONLY ON WRITTEN CONSENT Employee shall not have the right to make any contracts or other ...
WIS Newsletter No. 4 of 2012 - Walk Industrial Services Pty Ltd
... due to his work related injury and was not “unpaid”..the fact that [workers’ compensation] payments were made pursuant to a legal obligation upon the employer is the critical consideration. The Tribunal concluded that an “absence on workers compensation is not an excluded period with the meaning of ...
... due to his work related injury and was not “unpaid”..the fact that [workers’ compensation] payments were made pursuant to a legal obligation upon the employer is the critical consideration. The Tribunal concluded that an “absence on workers compensation is not an excluded period with the meaning of ...
05. Employee and dismissal
... · four months if the employment lasted 15 years or longer. The term for the Secretary General’s assessment of the request or the redundancy plan can be deducted from the period of notice, if the remaining period of notice is at least one month. The period of notice for the employer can only be short ...
... · four months if the employment lasted 15 years or longer. The term for the Secretary General’s assessment of the request or the redundancy plan can be deducted from the period of notice, if the remaining period of notice is at least one month. The period of notice for the employer can only be short ...
Dealing With Hygiene Problems in the
... Employers may want to first decide who will deal with hygiene problems when they arise (e.g., human resources or the employee’s direct supervisor). The person chosen to deal with the problem should verify that the problem exists, by either making sure information about the problem came from a reliab ...
... Employers may want to first decide who will deal with hygiene problems when they arise (e.g., human resources or the employee’s direct supervisor). The person chosen to deal with the problem should verify that the problem exists, by either making sure information about the problem came from a reliab ...
employment law in bulgaria - Rechtsanwalt in Bulgarien COELER
... subject to how long he has been employed in the company. In the first 10 years of his employment with a company he would be entitled to 14 working days, between 10 and 15 years minimum 16 working days and from 15 years employment minimum 16 working days. In particular cases- for example rehabilitati ...
... subject to how long he has been employed in the company. In the first 10 years of his employment with a company he would be entitled to 14 working days, between 10 and 15 years minimum 16 working days and from 15 years employment minimum 16 working days. In particular cases- for example rehabilitati ...
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 ...
Industrial Law
... Annual Holidays Act 1944 (NSW), s3 – confers entitlement to annual leave on a “worker” who is a “person employed”. Long Service Leave Act 1955 (NSW), s4 – confers entitlement to long service leave on a “worker” who is a “person employed”. Workers Compensation Act 1987 (NSW), s4 – applies to a “perso ...
... Annual Holidays Act 1944 (NSW), s3 – confers entitlement to annual leave on a “worker” who is a “person employed”. Long Service Leave Act 1955 (NSW), s4 – confers entitlement to long service leave on a “worker” who is a “person employed”. Workers Compensation Act 1987 (NSW), s4 – applies to a “perso ...
Step 2 - HopgoodGanim
... whether all or part of a purported GRP is actually a GRP: – the employer particularly needs to know if it is required to withhold from the payment, and if so, how much to withhold; and – the penalty for failing to withhold is equal to the amount the payer failed to withhold (subject to remission). ...
... whether all or part of a purported GRP is actually a GRP: – the employer particularly needs to know if it is required to withhold from the payment, and if so, how much to withhold; and – the penalty for failing to withhold is equal to the amount the payer failed to withhold (subject to remission). ...
G.S. 58-89A-5
... licensee of the responsibilities of employers with respect to the assigned employees, including hiring, firing, and disciplining of employees; and b. That the licensee and the client company assume the responsibilities required by this Article. "Person" has the same meaning as in G.S. 58-1-5(9). "Pe ...
... licensee of the responsibilities of employers with respect to the assigned employees, including hiring, firing, and disciplining of employees; and b. That the licensee and the client company assume the responsibilities required by this Article. "Person" has the same meaning as in G.S. 58-1-5(9). "Pe ...
Chapter 9: Employment Protection
... redundancy or other genuine operational requirements of the business ...
... redundancy or other genuine operational requirements of the business ...
Workplace Drug and Alcohol Testing
... learned during testing. The statute provides that test result reports, as well as other information gathered during the testing process, are confidential information and cannot be disclosed by the employer or the laboratory to any other employer or to any third-party individual, private organization ...
... learned during testing. The statute provides that test result reports, as well as other information gathered during the testing process, are confidential information and cannot be disclosed by the employer or the laboratory to any other employer or to any third-party individual, private organization ...
