[mage lang="" source="flickr"]employment law degree london[/mage] I'm 29 and about to graduate with a 2:2 law degree from Birkbeck, University of London...?
I'm a bit disappointed.
I am working almost full time - 2 half days as a nanny, and 3 days as an admin at a charity organisation (with no employment contract even though I've been there now for 2 years). I had billion problems at home with my hubbie and trying to fit in the evening LLB course wasn't easy. I only achieved a 2:2... I did not really have time to apply for training contracts or do summer placements. I assume my application won't even be looked at now when I am a graduate with lower second class degree and no law experience...
I speak a couple of foreign languages - Turkish, Bulgarian and some informal Russian. My only office experience is at this charity org. I do have a degree in Turkish Philology (obtained in Bulgaria). I am experienced with children but am not excited about a job in child care.
Where do I go from here is the question, I guess...
I'd have you first try to get a job with a law firm or organization who deals with legal matters, and which does work with peoples from the regions in which you speak the language. They'd be most likely to value your entire set of skills. So, for example - a UK governmental or non-governmental organization that deals with immigrant issues, a law firm who deals with immigration, etc.
Use the career resources available to you via Birkbeck, and the rest of the University of London.
Make sure your old professors know you're looking.
In my opinion, it's not your 2.2 that's your main issue. It's the lack of training/work placements. Did they not speak to you about the importance of that in your field? To try to make up for that being missing, see if you can do some volunteer work related to the law, for a charitable organization. This counts as work experience. I know you're an admin for a charity now - time to move beyond that, either with your current org or elsewhere.
Continue looking for a job in law, and add that charity legal experience to your CV as soon as you start it. It's going to help you re: employment.
[mage lang="" source="flickr"]california employment law payroll[/mage] In California Law??
Can the EDD (Employment Development Department) keep a 17 year old supposed lien on me,I always paid my unemployment paid, even had a payroll doing this. They took $1,000.00 from me that was mine- the supervisor of the jerk I talked with gave me a false phone number for her, I had to call the fraud unit just to get her phone number. She sounded nice and is to call me back on this Tuesday, can they put a lien on my house? Attach wages etc....they say I owe them over 14 thousand dollars and do not know what to expect....Please Help.........Thank You. I do not even have records from 17 years ago and have never heard from them............
No one can give you an answer because you have given no relevant facts except the amount of the debt.
In general, if the debt is valid then yes, a lien can be placed on any real property.
Court Backs Schwarzenegger On Minimum Wage Pay For CA State Employees
How about an English language workplace ethic law for our country?
My experience in the workplace is I don't speak another language other than English, therefore I feel I should not have to listen to any foriegn language in any american place of employment while I'm working. Companys speak of things like, work as a team, work safe, etc. How can you do this when part of the " team" don't want you to know what their saying? I'm so sick of this sh-t, being force fed to accept this in our great nation. It's like at times you, the americans, are being closed out, by people who came here for better lives,but ignorant to our ways. A lot of times as a "team" we must discuss problems in the work place we all learn from, if you don't speak English, so everyone can understand, the whole prosess ends right there. Save your native language for breaks, or home, not in the workplace.
English in the workplace rules should be in effect when the work in being performed, however the foriegn speakers should allowed to speak in their natives language doing their breaks, lunch, etc. This is America still! The melting pot of the world.
(Steven Camarota - Part II of II) Panel: A Drought of Summer Jobs
what happens to accrued vacation time when you leave a job?
Is your employer legally required to pay you for accrued vacation time when you leave employment? Are the laws different per state, and can they be looked up somewhere?
I dont think so, it depends what the companies policy is. This is why most people schedule there vacation all at once. then quit as soon as they get back.
[mage lang="" source="flickr"]uk employment law constructive dismissal[/mage]
Unfair Dismissal at your workplace because of Racial and Sexual Harassment!
Unfair dismissal at ones workplace is termination of employment without a warning or citing of constructive reasons. Employees find complaining about unfair dismissal a bit too difficult since most HR laws state that the employee needs to complete atleast one year within the organisation. And if the employee has not, which usually is the case, and then he/she is left in the lurch without a job. Unfair dismissals usually occur in cases of sexual harassment or racial discrimination against the employee.
Every employee is entitled to equal employment opportunities, disregarding the basis of his race, religion or gender. However it generally is seen that some employers dismiss their employees citing reasons that are unreasonable and in most cases untrue. The true undisclosed reason could be because the employee belongs to a different race or the employee has not succumbed to sexual advancements made by the employer or an employee favoured by the employer. It is a complex issue since employees are never told of the reason they are asked to leave their jobs. Every employee has the right to know of the valid reason for dismissal and if not done so can make a claim in the Employment Tribunal as stated in the Employment Laws. Again the drawback is the employee should have completed atleast a year in the organisation to make a dismissal claim.
If you are being sexually harassed at your workplace, it definitely is against your will and wish. In these situations it is imperative that you blow the whistle on such acts before your employer even thinks of dismissing you. You do not want to be sacked because you disapprove of sexual harassment and you don’t want to sit on it, especially when you can nip it at the bud. Sexual harassment could be when there is unnecessary conduct that relates to the gender you belong to. Sexual harassment hampers the employee’s dignity and creates an environment that is hostile and degrading to work in. You can also be a victim of sexual harassment if your employee favours your colleague over you just because you are of the opposite sex. There are also a few cases where a woman finds her job being given to someone else after she’s back from her maternity leave. Or the lady employee is asked to leave primarily because she is pregnant, while cleverly there are different reasons that are given for her termination.
Being dismissed from your work place just because you are of a different color, race or creed, without giving proper reasons as to why you have been removed from your work place is termed as unfair dismissal on the basis of racial discrimination. Existing employees face discrimination when their jobs or responsibilities are given off to someone more favourable with the employer or are of the opposite sex. Most of the times, applicants are not hired because of the different race or color they belong to. Most common is the fact that they are underemployed and underpaid and the right employment facilities are not given to them.
The UK has laws in this case to protect employees in the form of The Sex and Discrimination Act (1975 STA) that mentions, that is not law biding if a man or a women, married or unmarried is unfairly dismissed or discriminated.
About the Author
It is possible that you could be a victim of racial discrimination and sexual harassment at work which could lead to unfair dismissal. Why wait to be sacked? You need to know the employment law and blow the whistle!
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Good news for all those senior baby boomers out there or anyone else of seniority living in the UK. You may or may not be aware, but on Sunday 1st October 2006 an important change in UK employment law come into effect. The new legislation will offer hope to anybody who has felt they've been discriminated against in belief that they are too old to continue working. It is hoped that this new law will promote ageism to be as serious and as unacceptable as racism or sexism.
So what does this all mean? Well, one of the biggest changes to be implemented is employers will no longer be able to force compulsory retirement before an employee reaches 65. Before October 1st it was quite common for employers to set there basic retirement age at 60, but not anymore... However, it's unclear as yet whether the compulsory retirement age of 65 will remain or perhaps be scrapped altogether. Unfortunately, we won't find this out until 2011 when a formal review will take place.
Due to the ever lightly pension crisis facing many people living in the UK, the ability to work until 65 now offers some rest bite at least. That's not to say working that long is a good thing, as given the choice I'm sure most people would like to take earlier retirement, but at least seniors can no longer be discriminated against for working longer if they so choose.
While it's commonly thought the new ageism legislation will make a difference, it's a shame more wasn't done by removing the compulsory retirement age of 65 altogether.
About the Author
If you are over 50 and would like to find out more information relating to things that effect your life including hobbies, articles and chat then why not visit life-over-50.com There you'll be able to Prospect Seniors Online, chat to anyone of Baby Boomer Years and even make new Senior Pen Pals.
Re Teen McDonald's Worker Gets Beaten By The Manger!!
Whats the best way to quit taking adderall for good?
I have been prescibed Adderall for 6 years and want to stop taking it. Its a huge hassle to call the doctor 24 hrs in advance and then go in person to get the refill.
I do construction work and take alot of pre-employment and random drug screens. It is a huge hassle to take the drug screen and then wait up to 3 days for the results to be confirmed by an MRO (medical review officer) All these places refuse your proof of medication when you take the drug screen due to what they claim is HIPPA law restrictions but force you to return 3 days later to show the same prescription bottles you tried to give them in the first place! Pharmacys wont fax the required information. My doctors office is too slow to respond.
The headaches far out weigh the benefits.
I am overwellmed by severe bouts of feeling sleepy when I stop taking it. I take two 20 mg tablets a day. One when I wake at 5am and 1 at lunch. I do not take illegal drugs or any other medications.
Thank you for any suggestions
U should talk directly to ur doc about this. Maybe they can help u make the whole process less of a headache. Ur best bet is to stay on it if u r constantly sleepy. Good luck!!!
Defence Force child minders could lose payouts
HUNDREDS of former ABC Learning staff working in Australian Defence Force childcare centres may not get redundancy entitlements because the company's receivers cannot pay and there is uncertainty over the government's employment compensation scheme. Surviving redundancy
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[mage lang="" source="flickr"]employment law essay topics[/mage] Calendar
Based upon space availability, The Champion prints calendar announcements and items for columns, including campus news, newsmakers and others for local organizations and individuals. For a complete listing, visit www.pioneerlocal.com/mortongrove , The deadline is 14 days before the desired publication date, however there is no guarantee for publication. Send releases ...
Is it against the law to lie about income to a real estate broker if no document is signed?
I am currently looking at apartments for myself and my housemates. The brokers asked me to provide him with figures for how much we are each making and our savings. Thing is, we are recent college grads and I am the only one of the bunch who has secured actual employment; everyone else has their parents backing them up. We had to do this or otherwise we couldn't score an appointment to see the apartment.
Unless we risk fine or imprisonment or damage to our credit, we are going to behave as if we have actually secured employment since we are not being asked for proof. Was this a stupid move? Will we be screwed if we actually get far enough to sign a lease?
We have not been asked to provide a paycheck stub or any official proof of income or employment. If that is requested before our appointment, we may just have to cancel. But I'm hoping we can get to the point where we can sign a lease and just pay the deposit because that in itself is a test of the ability to pay.
You will need to submit proof if you are going to apply.
You are just wasting time if you are looking at places where there isn't a chance that you would be approved.
Obama administration vows to end homelessness
WASHINGTON — The Obama administration on Tuesday unveiled an ambitious plan that aspires to end homelessness among some of society's most vulnerable groups within the next decade. Restore Employment Act - DeWitt Ross & Stevens SC
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[mage lang="" source="flickr"]employment law sick leave[/mage] Novartis Verdict Opens Door for More Gender Bias Lawsuits
In a case experts say will open the door for more gender bias lawsuits, pharmaceutical giant Novartis was ordered on Wednesday to pay $250 million in punitive damages to current and former U.S. female employees who accused the company of discriminating against them. Earlier this week, Novartis - which for the past 11 years has won a spot on Working Mother's best companies list - was ordered to ... REMEDIES IF YOU ARE DENIED FMLA RIGHTS
It is important to know what you are entitled to as a new parent or parent to be, but the rules and regulations can be hard to remember. Here's an introduction to the basics.
Statutory Maternity Leave
To qualify for the legal minimum requirement for maternity leave, you need to be an ‘employee’, as opposed to a worker or self-employed. If you are unsure of your employment status, find out at DirectGov.
How it works
All employees are entitled to 52 weeks of maternity leave no matter how long they have been working for their employer
This is divided into Ordinary Maternity Leave (the first 26 weeks) and Additional Maternity Leave (the last 26 weeks)
During the additional period, you have fewer contractual rights
You can take maternity leave from up to 11 weeks before the due date of your child
Statutory Maternity Pay (SMP)
Although it is any employee’s legal right to take maternity leave, you only qualify for SMP if you earn an average of more than £90 per week and have been employed by the same employer continuously for at least 26 weeks up to the 15th week before the due date.
How it works
You need to tell your employer at least 28 days before you want to start claiming SMP
You are entitled to 90% of your average weekly earnings for the first 6 weeks
This drops to a flat rate of £117.18 (£123.06 from 5 April 2009) for the following 33 weeks making 39 weeks in total
Contractual Maternity Pay
Some companies offer enhanced maternity leave and maternity pay, but if you don’t return to work after your maternity period is over, you may be required to pay some money back.
Paternity Leave and Paternity Pay
If you are having a child or adopting a child with your partner you will be entitled to two weeks paternity leave provided you have been continuously employed by the same employer for 26 weeks by the 15th week before the baby is due. The entitlement also applies to partners in same-sex relationships.
How it works
You need to inform your employer in or before the 15th week before the baby is due
You can take your leave in one week blocks or as two consecutive weeks
During your leave you are entitled to 90% of your average earnings or the flat rate of £117.18 (£123.06 from 5 April 2009)
Further information
Your entitlement to maternity leave and maternity leave pay varies according to your employment status. Use the Tiger Tool on Direct Gov to get a personalised statement about what you qualify for.
Other benefits
If you don’t qualify for SMP you may qualify for Maternity Allowance (MA) or other benefits. Contact your local JobcentrePlus for details.
Problems with your employer
If your employer refuses to give you leave and pay that you are entitled to, they are breaking the law. Clarify your rights by checking with your trade union official or your local Citizens Advice Bureau.
Further Information
For further information, and for more great ways to have fun with your family, log on to www.myfamilyuk.com. With a huge collection of articles covering everything from child safety to rainy day activities, you'll find all the help, guidance and entertainment you need to be a great parent. Go now!
About the Author
My Family UK is a brand new website that is turning the online focus back onto families. We're dedicated to supporting you and your family live the life you choose to the full, with games, tips, offers and articles on all aspects of parenting. If your family means the world to you, check out www.myfamilyuk.com.
[mage lang="" source="flickr"]employment law louisiana[/mage] what is the Louisiana Employment Security Law?
The "Louisiana Employment Security Law" provides for unemployment compensation. All employers who paid $1,500 in wages during any quarter in the current or preceding year or employed at least one person, full time or part time, during twenty calendar weeks are covered. Covered employers must make contributions to the Louisiana Unemployment Trust Fund, from which eligible persons' benefits are drawn.
To qualify for unemployment benefits, a claimant must not be unemployed due to his or her "misconduct." Misconduct is based on the specific facts of each case, but has been found to include:
1. Refusing to follow a supervisor's direct orders;
2. Repeated tardiness;
3. Directing profane language at a supervisor;
4. Repeated absenteeism without notice or without good reason;
5. Leaving one's area of responsibility without first obtaining permission;
6. Deliverately violating an employer's reasonable rules of employment;
7. Refusing to submit to a drug test in accordance with company policy;
8. Working while under the influence of drugs or alcohol;
9. sleeping on the job; and
10. Theft of company property.
Additionally, a claimant must be able to work, available to work, conducting an active search for work, and unemployed for a waiting period of one week. In addition to misconduct, other reasons for disqualification from receiving unemployment compensation benefits include, but are not limited to:
1. Leaving a job without "good cause";
2. Failing to apply for or accept suitable work;
3. Failing to report to work because of involvement in a labor dispute;
4. Receiving or seeking unemployment benefits in another state;
5. Receiving vacation pay, holiday pay, severance pay, bonuses, wages in lieu of notice, payments under Workers' Compensation, or payment under a retirement or pension plan;
6. Fraudulently seeking or receiving benefits to which the employee is not entitled;
7. Being discharged for using illegal drugs. To use drug test results as evidence, employers must maintain a written drug testing policy, and the guidelines outlined in the section of this information dealing with drug testing must be followed.
While an employuer is not charged directly for the unemployment compensation benefits paid to its employees, the employer must contribute to the Unemployment Trust Fund at a predetermined rate based on experience. In other words, an employer with a high number of employees who are awarded unemployment benefits will finds its "experience rating" and consequently its contribution to the trust fund, increased the following year.
It is therefore in your best interest to ensure that employees who were terminated for misconduct are denied unemployment compensation benefits. This includes contesting an initial determination of benefits and appearing before an appeals referee to present the facts concerning the termination of employment.
Whoever knowingly makes a false statement to the unemployment agency in order to obtain or increase payments, or to avoid to reduce any contributions will be fined up to $1,000 or imprisoned up to ninety days, or both. Further, officers and directors having the responsibility of remitting contributions can be held personally liable for the total amount of the contributions not collected together with any interest, penalties, and fees accruing theron.
Tulane: Rebuilding After Katrina - Human Rights, Labor & Law
The Employee Polygraph Protection Act limits employer use of lie detector tests.
The Act limits the use of polygraph tests by most private employers. Federal, State and local government employers are exempt from the Act. Private employers in the security business and employers authorized to manufacture, distribute or dispense controlled substances are also exempt.
In general, an employer cannot require or even suggest that an employee or prospective employee take a polygraph test. The only exception is for investigations involving economic loss or injury to the employer’s business. This includes theft, embezzlement, misappropriation, or an act of unlawful industrial espionage or sabotage. The employer must also have a reasonable suspicion that the employee was involved in the incident that is being investigated and the employee must have had access to the property that is the subject of the investigation. If an employer requests that an employee submit to a polygraph test as part of an ongoing investigation, strict requirements must be adhered to regarding notice to the employee, administration of the test, and use of the results. The employer must provide the employee with a statement that provides the basis for requesting the examination that is signed by an authorized representative of the company. The employer must also provide the employee with information about his or her rights and remedies under the Act.
The employee has the right to terminate the test at any time. The employee cannot be asked questions that are degrading or that ask about the employee’s political or religious beliefs, sexual behavior, or legal activities involving unions or labor organizations. Furthermore, the person who administers the test must be a qualified and licensed polygraph examiner who is bonded or carries sufficient liability insurance. The Act also limits the disclosure of the results of the test and the employer’s use of the results. An employer who violates the Act could be subject to a civil penalty of up to $10,000. In addition, an employee or prospective employee who is affected by the employer’s violation of the act can maintain a private civil action for employment, reinstatement, promotion and the payment of lost wages. For more information on the Employee Polygraph Protection Act, consult with an attorney who practices in the areas of Employment Law or Labor Law. Every polygraph examination is administered in a discreet and professional manner.
We have administered thousands of polygraph tests and have more than 20 years of lie detection experience.
We are highly respected and nationally accepted as a polygraph expert.
A detailed written report is provided for every polygraph test and if desired, compelling expert testimony is available for each examination administered.
Also available are independent assessments of polygraph examinations administered by other polygraphists. This service is to ensure that polygraph examinations are prepared, conducted and documented according to professional standards. Do you have a problem where you need to prove the truth to someone? Maybe you have a situation where you need to learn the truth about someone else. When the need for the truth is important
Forensic Psycho physiologist
Polygraph Services for Attorneys,
Businesses, Government Agencies
and Private Individuals.
These are just some areas in which the use of the polygraph has been proven valuable
• Criminal Defense
• Identify the Guilty
• Clear the Wrongfully Accused
• Verify Information & Statements
• Violent Crimes
• Property Crimes
• Sex Crimes & Allegations of Sexual Misconduct
• Sexual Harassment
• Narcotic Investigations
• Hidden Assets
• Domestic Disputes
• Infidelity Issues
• Insurance Fraud
• Allegations of Child Abuse
• Civil Rights Matters
• Allegations of Official Misconduct
• Allegations of Public Corruption
• Equal Employment Opportunity Matters
• White Collar Crimes
• Missing Persons
• Law Enforcement, Government & Security Screening
• Any Time the Need for the Truth is Important
NOTE: For suspected employee thefts, see the requirements of the Employee Polygraph Protection Act (EPPA) of 1988 - click link below
Link - EMPLOYEE POLYGRAPH PROTECTION ACT
BASIC QUESTIONS ABOUT POLYGRAPH ANSWERED
Polygraph Examiner Credentials
Before hiring a polygraph examiner, always find out about their credentials and experience. Ask how long they have been a polygraph examiner. - Ask how many polygraph examinations they have administered. - Find out how many professional polygraph associations they belong to. - Ask if they are qualified as an expert polygraph witness. - Find out how often they attend continuing education courses and find out if they are licensed. If they are experienced and truly professional, they will want you to know about their qualifications and will gladly provide you with this information on their web site or in writing. If this information is not readily available – Ask! The last thing you need is to spend your money on an inaccurate polygraph test. Test results that are inaccurate can cost you a lot more than your money. It can cost you your job, your relationship, your reputation, or in criminal matters.... harm your defense! Always ask for examiner credentials and experiences. DJI
What is a Polygraph?
The term "polygraph" means "many writings." The name refers to the manner in which selected physiological activities are simultaneously collected and recorded.
There are two basic types of polygraph instruments in use today. There is the analog instrument (the kind where you can see the pens moving over the chart paper) and the more advanced computerized polygraph instruments.
A polygraph instrument will collect physiological data from at least three systems in the human body. Convoluted rubber tubes placed over the examinee's upper chest and abdominal area will record respiratory activity. Two small metal plates attached to the fingers, will record electro-dermal (sweat gland) activity. A blood pressure cuff or similar device will record cardiovascular activity (blood pressure and pulse).
A polygraph examination will involve three phases. They are the pretest interview phase, the in-test phase and the post-test interview phase. A typical polygraph examination will last two to three hours, sometimes longer.
In the pretest phase, the polygraph examiner will complete required paperwork and talk with the examinee about the test. During this period, the examiner will discuss and review the questions to be asked, discuss the issue being tested on, and familiarize the examinee with the testing procedure and the polygraph instrument.
During the chart collection phase, the examiner will administer the polygraph examination and collect a number of polygraph charts. Following this, the examiner will analyze the charts and render an opinion as to the truthfulness of the person taking the test. The opinion rendered will be one of the following: No Deception Indicated (truthful), Deception Indicated (not truthful), Inconclusive (the examiner is unable to determine truthfulness or deception), or No Opinion (the examination had to be stopped before completion or some abnormality was noted).
In the post-test phase, the examiner will offer the examinee an opportunity to explain physiological responses in relation to one or more questions asked during the test.
NOTE: It is important to state that a polygraph does not include the analysis of physiology associated with the voice. Instruments that claim to record voice stress are not polygraphs and have not been shown to have scientific support.
Why Critics Figures Vary
One of the problems in discussing accuracy figures and the differences between the statistics quoted by proponents and opponents of the polygraph technique is the way that the statistical figures are calculated.
Critics, who often do not understand polygraph testing, classify inconclusive test results as errors.
In the real life setting, an inconclusive test result simply means that the examiner is unable to render a definite opinion. In such cases, a second examination is usually conducted at a later time.
To demonstrate how the inclusion of inconclusive test results can distort accuracy figures, consider the following example:
If 10 polygraph examinations are administered and the examiner is correct in 7 decisions, wrong in 1 and has 2 inconclusive test results, we calculate the accuracy rate as 87.5% (8 definitive results, 7 of which were correct.)
Critics of the polygraph technique would calculate the accuracy rate in this example as 70% (10 examinations with 7 correct decisions.)
Since those who use polygraph testing do not consider inconclusive test results as negative and do not hold them against the examinee, to consider them as errors is clearly misleading and certainly skews polygraph statistics.
Errors in Polygraph Examinations:
The False Positive & the False Negative
While the polygraph technique is highly accurate, errors can occur. Polygraph errors may be caused by the examiner's failure to properly prepare the examinee for the examination or by a misinterpreting, the physiological data collected during the polygraph examination.
Errors are usually referred to as either false positives or false negatives. A false positive occurs when a truthful examinee is reported as being deceptive. A false negative occurs when a deceptive examinee is reported as truthful.
Since it is recognized that any error is damaging, examiners utilize a variety of procedures to identify the presence of factors, which may cause false responses, and to insure an unbiased review of the polygraph records. These include:
• An assessment of the examinee's emotional state.
• Medical information about the examinee's physical condition.
• Specialized tests to identify the overly responsive examinee and to calm the overly nervous.
• Utilizing only validated testing formats and protocol.
• Factual analysis of the case information.
• A thorough pretest interview and a detailed review of the questions.
• Quality control reviews.
Who Gets Results?
According to various state licensing laws and the American Polygraph Association's Standards and Principles of Practice, polygraph results can be released only to authorized persons. Generally, the individuals who can receive test results are the examinee and anyone specifically designated in writing by the examinee. Such as the person, firm, corporation or governmental agency, which requested the examination and others as, may be required by due process of law.
Admissibility in Court
It is largely the public's general opinion that polygraph testing results are not allowed in court.
The fact is that polygraph results are admissible in most courts across the country. The Supreme Court has yet to rule on the issue of admissibility so it has been up to individual jurisdictions to allow or disallow them. There are some jurisdictions that have absolute bans on admitting polygraph results, but most will allow them.
Why is this public opinion so widespread? The simple fact is that both the plaintiff and the defendant have to agree on having the results of the test are admissible prior to the examination being conducted.
Since the results of the test are likely to benefit one party and not the other, the likelihood that both parties will agree to admissibility before knowing how it will affect their case is small. Because of this, results of polygraph testing are rarely admitted as evidence.
Information Source: The American Polygraph Association
Former: Chief Investigator - NYC Department of Correction
Former: Chief of Security – USA El Al Israel Airlines
President & Director International Security Group - NY/FL/Israel
Investigative & Security Expert with over 35 years of experience
Marvin Badler, Security & Investigative expert has appeared on CBS - 60 Minutes, ABC, NBC, CBS, MSNBC, CNN, FOX NEWS, CNBC, Germany TV, and many more local, national and international TV and radio stations
Reduction Approved: Copan won’t re-employ 3 teachers for 2010-11
Three certified Copan teachers lost their jobs after a meeting that lasted until 11:30 p.m. Tuesday evening. Employment Law Advice
Flight Attendant sues Oprah Winfrey...........does she have a case?
Oprah fired the flight attendant for allegedly having sex on the plane.
The flight attendant denies the charge.
So the flight attendant is suing her for wrongfully firing her.
Here's my question:
Oprah resides in Chicago, Illinois.
Illinois is an employment-at-will state; meaning; the employer can terminate the employee for any reason (except race, gender, ethnicity, religion or national origin).
So if Oprah wants to fire the flight attendant, even if she's innocent....
She has a right to do that!
Oprah can fire her for any reason! whether it be for having sex on board,
or for wearing the wrong pair of shoes or for being a fan of the wrong sports team. or for wearing a funny hat.
She doesn't need a justified cause to fire her...........does she?
but then again; even though Oprah resides in Chicago........the flight attendant might not. The flight attendant performs her duties in the air across multiple states; so which states' laws apply?
Being an "at-will" state merely means that in the absence of a contract, both sides can terminate at any time for any reason. If one has a contract, individually or via a union, the contract controls. Sometimes determining what law controls employment is difficult but it is usually the place in which the contract was made.
Female Workers Speak About $1.68 Million Settlement Reached in One of Largest Sex Discrimination Cases against San Joaquin Valley Grape Grower
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Rockefeller Hosts Forum on Kids and Online Safety
Technology has advanced rapidly since the Children's Online Protection Privacy Act was passed more than ten years ago. StephaneLequeux28-10-06Part1
and i'm working and my best friend is working too.
the difference being she is letting her work control her life.
i am able to fit family life and my social life around my work
but whenever we go out as a group of friends she always blows us off because she's working.
one of our closest friends mum died a few weeks ago and she told her she couldn't come to the funeral because she was working. which i think is now going too far. i'm sure you can get time off for a funeral? she says if she asks for time off work then the boss gets really funny. she's a 16 year old girl working split shifts every day 9-5 and 6-10 and then working 7 days a week. she says they're over staffed, yet when someone asked her to get them a job there she said they weren't looking for anyone.
this is supposed to be a part time job
i haven't spoken to her in ages, and i want to see her.
is there anything i can do? what is the limit on UK employment for a 16 year old?
As to time off for a funeral that is usually only for close family like parents/children/siblings/spouse.
'She says they are overstaffed...' - '...they weren't looking for anyone' That is what overstaffed means they don't need more people.
Perhaps your friend is working so hard and so many hours for a special reason, saving for something, helping out her family etc. Unless she is unhappy with things I think it is probably best to leave her to deal with her life her way.
As you get older you will find that work does take up most of your life in the end, whether or not that is right/fair.
Discrimination on account of part time or fixed term appointment
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President Obama's Remarks in Buffalo (Prepared Version)
Hello, Buffalo! This is my first visit to western New York as President, and I am so happy to be here – especially since it’s not snowing like it was last Sunday. And I thought Chicago was bad. Canadian Forces - Military Police
I have recently been accepted at Cambridge - u.k. to study law.
What is the difficulty level of this degree - in terms of focus, dedication, daily revision etc.
Also in terms of employment,does employment - especially significant employment in terms of economical income - largely depend on the University educated at? e.g. most applicants from Oxford and Cambridge find employment in top law firms, far quicker and easier than say those of Plymouth University.
Thanks.
Yes it is true you will probably find it easier to be employed by the top law firms than someone who went to Plymouth, but you have to rememeber that times are changing and alot of these law firms and chambers are actually now shying away from the elitist universities. It could sometimes depend on your background, race, and gender as the legal system is trying to make itself seem more equal. So you may find you have gone to Cambridge and still be unattractive to law firms.
Also your work experience and results matters equally as much as what university you have gone too. The elitism of law is dying. But with a degree from Cambridge, because it is so well renowned, whether you get a 2.1 or a 2.2 you will still be able to find a job out of law much easier. Mainly because you will have a degree from a prestigious university.
Law is law at all universities, it may be taught differently but it will not be any harder than at any other university in the UK. Although at Cambridge you are expected to dedicate alot of your time to your degree. In fact you are not even allowed to have a job, otherwise you will be kicked out of the university.
Philadelphia Employment Law Attorney Paoli Lawyer PA
[mage lang="" source="flickr"]employment law redundancy notice[/mage] Breach of employment law (contract)?
I have received my redundancy letter dated the 05/12/07 today (07/12/07) stating that my contract is to end on the 21/12/07 giving me only 2 weeks notice even though my contract states 4 weeks (from me if i am to leave to persue another job and vice versa if the company are to end my contract) Is this a breach of employment law and should i be paid the 4 weeks even if i am to end on the 21/21/07?
Correct. You should be paid for 4 weeks but they can stop you from working that day if they choose (assuming your contract does say 4 weeks).
Can we select candidates for redundancy from our part-timers?
Is it legal for an employer to require a potential employee to pay for pre-employment drug testing?
I am a New Mexico resident and was just offered a nice position with what appears to be a pretty good company. The only condition was that I pay for my pre-employment drug test. I have worked for SEVERAL companies over the years, and have probably submitted to at least 50 tests... but have never been required to pay for the test.
I am questioning the LEGALITY of this in New Mexico and am looking for a specific website or document that I can use to verify the facts. I appreciate everyone who is quick to give a "yes they can" or "no they can't" answer... but I am really interested in the written law, and where I might find said writing.
Thanks in Advance,
I don't think there is any law written that says "Yes they can make you pay" or "No they can't make you pay", so I can't find any web site to link you to.
But I would have to question that if the company can't foot the bill for a drug test, what other areas are they skimping on? Do you have to pay for your own office supplies you use? Do they have a vending machine in the bathroom for toilet paper?
I would like to preface this by saying it doesn't affect me personally - I'm not in this profession - so I don't need actual advice. I'm just curious. It occurs to me that when you advertise a job, you can't specify that only a certain gender, age range, race etc can apply. So when it comes to acting auditions how do they get round this? Is it actually legal or is it just that nobody bothers kicking up a fuss? Please note I am not saying that it's wrong to be able to specify who you're looking to cast, just interested where it stands under the law. (Am talking about UK law as I know nothing of US employment law!)
That's really interesting - it hadn't occurred to me it applied to carers too.
I'm guessing it's only a real problem legally if people don't expressly say what they're looking for, then discriminate...
Yes they can. They have to state in their advert that they are looking for whatever sex and then state they have a right to advertise as such under section whatever under the discrimination act.
You will more commonly see it when advertising for carers who need to be a specific sex for the patient concerned
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Employment Law Solicitors - 7 Essential Qualities to Look For!
7 tips for large to small businesses that are looking to hire an Employment Law Solicitor or to simply check that you are getting a good service from your existing advisor.
Nobody needs to be reminded that due to the economic recession we are currently experiencing, times are hard for all businesses, whatever their size. Although it may not the first thing that comes to your mind if you are involved in running a business, clear, concise employment law advice should be strongly considered no matter what the economic climate, especially if you are looking to reduce the size of your workforce or review contractual terms and conditions. Consequently, here are seven tips on what to look for if you need employment law advice:
1. Ensure it is affordable
2. Risk Management Service
3. Regular Employment Meetings
4. Ask for a Risk Management Report
5. An Employment Manual
6. Insurance Cover
7. Online Consultant Service
Ensure it is Affordable
It is obvious to most people that you want to ensure you get value for money from the advice you receive. However, there are inherent dangers in seeking the cheapest option. There is usually a reason you are given a low estimate of costs and it may be that the person concerned lacks the experience that you require. Many firms of solicitors with employment specialists now offer HR and employment protection schemes that were previously the territory of non legal firms. The advantage of selecting a firm of solicitors who operate such a scheme is not only their levels of expertise but that they will be fully insured with a well established complaints procedure if things go wrong. Unlike most of the non legal companies, you should also be able to find a solicitor's employment law protection scheme that only lasts for one year, which allows you to evaluate the service over that period before you decide whether to renew the service or not.
Risk Management Service
A good employment law advisor will first of all carry out a free risk management audit, which is basically a health check of your employment practices. A specialist employment solicitor will visit you to look at your personnel records, review procedures, uncover any weaknesses, and assess what needs to be done to improve any problem areas.
Regular Employment Meetings
You should also ensure that the scheme offers regular employment meetings, where the company you have hired will meet and talk with you or your HR department, management team and other key members of your team. This will enable them to understand and review your terms and conditions of employment, disciplinary and grievance procedures, absenteeism, flexibility, equal opportunities and redundancy arrangements and to make appropriate amendments.
A Risk Management Report
Following your health check, you should ask for a comprehensive risk management report. This will review your current policies, practices and compliance with legislation. It will also include an action plan for any improvements that could reduce the risk of disputes with your staff.
An Employment Manual
If you have made the right choice in hiring an employment law advisor, they will also supply you with an employment manual - an invaluable source of reference for good employment practice. This includes information on fair procedures for recruitment and absenteeism, guidance on how to draft employment contracts, a selection of over 100 specimen letters and forms, and many other aspects of good HR practice.
Insurance Cover
Insurance cover is also important. When you're protected by insurance cover, you'll no longer have to worry about the costs of defending an action brought against you by an employee as a high-quality policy will cover legal costs and expenses to defend employment disputes of up to £100,000 per claim. In certain circumstances, compensation awards that you're ordered to pay by an employment tribunal and out of court settlements agreed by insurers will also be covered.
Online Consultant Service
In this age of modern technology, it may seem like a given but some Employment Law Advisor do not necessarily offer online consultant services. By using an external consultant service you have control over exactly what HR services are delivered to you and how it is implemented.
This article is free to republish provided the authors resource box below remains intact.
Why french students oppose the youth employment laws?
I am writing on an essay about the The Pros and Cons of the Law set by the french government during march. The Law is that it ensures youth from 18-25 years old will have job. The employers can end their job contracts with no reason after they reached 26.
I want to hear more views. Cause i am not so familiar with it.
I want to know more about why "students" themselfs objects the law...?
It can all be traced back to the French Revolution, where the monarchy was thrown off and people believed that they should have full power. Unfortunately, their power also consisted of chopping the heads off of people who didn't agree with them. Nonetheless, the sheer poverty of the lower classes during the monarchy led the people to this point. Basically, it involves the right to work. The problem is that it has progressed to the idea that they have the right to a job for life.
Even though the unemployment rate for youths is a staggering 25%, and for poor youths even higher, the idea of giving up on "privilege" is anathema to the French. The new law would have taken away what they saw as their right to a job for life. It would have allowed an employer to terminate employment of a person under 26 within the first two years of employment for any reason. That didn't sit well with the students, as all they could see was the negatives. The problem is that no employers want to hire anyone because they have no recourse to fire the bad ones. It is a bad situation in France, and something is going to have to change for the economy to improve.
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California Labor Law Poster Related To Employment Law
California labor law poster gives a lot of information to the employees and it also makes sure that employers are paying necessary attention to the requirements given in the employment law. It is necessary that they follow the rules and regulations of the employment law or else they can be penalized for it. The employer should tell the employees about the employment law rights by pasting a law poster in a place where it is visible to the employees. Essentially, there are eight basic Federal employment laws that an employee should know about.
The first employment law is related to the Title VII of the Civil Rights Act of 1964 which prohibits all employers from discriminating on the basis of their, religion, national origin race etc which is a wrong practice and should not be encouraged at any workplace. The employment law also prohibits sex discrimination towards women and sexual harassment.
The second employment law is the Civil Rights Act of 1966 that discourages any kind of discrimination amongst employees on the basis of ethnic origin and race which every employer should follow in the organization as it will bring in a healthy working environment in the workplace. The California labor law poster combined with safety posters deals with this.
The third law is very interesting and is the Equal Pay Act of 1963 that directs employers to pay same wages to men and women who perform the same task under similar conditions and thus no discrimination is allowed.
The Californialabor law postersstates the Disabilities Act and prohibits employers from discriminating against persons with disabilities and is certainly a law that needs to be encouraged at all workplaces in America and around the world at large.
This particular employment law stops employers from discriminating against employees on the basis of national origin or citizenship who have the authority to work in the United States. Such employees feel safe to have a law like this.
Then there is an employment law called the Age Discrimination in Employment Act or the ADEA that discourages discrimination against persons who are 40 years of age or above in any organization.
Similarly, there are a few more basic employment laws that take care of the interests of an employee and prove beneficial to them.
About the Author
IDSTC provides MLM Software , Network marketing software for MLM, direct sales industry. Get business solutions with Multi Level Marketing Software, Direct Sales Software, party plan software .
[mage lang="" source="flickr"]employment law msc[/mage] Do I need law studies except from psychology to get into Forensic Psychology?
I know that someone could become a Forensic Psychologist only by obtaining a degree in Psychology (and taking a MSc degree in the field, etc.). Would it be helpful to also obtain a degree in law? Is it possible to increase your employment possibilities? And/or become a better professional?
Interesting question.... But I would think that a minor or second major in Criminal Justice would serve better. A law degree (that is law school) would offer an education in the practice of law.
However, if the goal is to be a forensic psychologist, your major strength should be in psychology with the addition of a basic working knowledge of court procedures, investigative process, and legal jargon. That sort of knowledge would be available through a criminal justice curriculum.
I've heard the pay is average... Some states anywhere from 25,000 to 30,000 a year. Not nearly enough for the protection that they offer or for putting their lives on the line.
[mage lang="" source="flickr"]employment law advice scotland[/mage] I have just read Paul W question regarding trainee builders earning £4 an hour.?
Is the employment law different in Scotland as in Edngland/Wales. I have a guy working with me and he is a trainee roofer. He doesn't go to college as he is trained on site and training day's within the firm. He is on £4.43 per hour. He isn't 22 until Dec this year. I was telling him today that his rate is too low as the minimum wage has increased. It's a shame, he's a good lad and hard working. Can anyone advice please
[mage lang="" source="flickr"]employment law mn[/mage] Has anyone ever been coveted you to the point of aggravation?
I have someone who likes to copy me and wants the things I have, especially any new men I have in my life. I divorced my husband due to a bad situation, she did the same (for no justifiable reasons). I enrolled and graduated from college, she did the same (went to the same school). At one time I had decided to go to law school, she decided if she graduated, she would do the same. I got engaged and she investigated to find out who I was engaged to? I met my fiance at the time at my place of employment (he still works there and he's my new husband). Guess what? She now works there, too. She also has tried to talk to him. Am I just being a little paranoid? Should I be aggravated, or should I just be flattered that I am considered so d@mn good that somebody wants to imitate/covet me? What do you guys think?
Just ignore this person and get on with your life. She might be some kind of a wacko person.
Employment Attorney, Employment Lawyer in Roseville MN 55113
[mage lang="" source="flickr"]labor and employment law canada[/mage] Wonkbook: Primary results complicate FinReg; read Elena Kagan's every written word; oil reaching Louisiana
In last night's Arkansas Democratic primary, Lt. governor Bill Halter forced Blanche Lincoln into a runoff. Question of the day: How does that effect efforts to write her proposal to split derivatives swap desks off from banks, which is one of the things she's running on, out of the bill? Will her fellow Senate Democrats really do anything to weaken her back home? Chris Dodd's idea is to offer ... Firm Introduction
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What’s New With India’s Employment?
Employment in India is at an all-time high despite the dullness of the global market as a whole and the employment opportunities are expect to only grow from here with companies in the south creating a number of jobs.
The IT and ITES boom has not gone out of style, and are still growing steadily. They in fact, are the primary hirers right now. Other hot hirers are those with telecommunication jobs, healthcare jobs, etc. Those in the retail industry are relatively safe as well thanks to the many middle class folks who give they power as a result of their purchases.
Another quickly growing field is that of medical tourism. Many come from abroad to get their medical treatment done here as cost for medicines and treatment in other countries is easily several times the cost here.
I have even heard from some friends that booking the round trip ticket, plus booking a hotel and paying for all hospital treatment and bills still works out to be cheaper than driving down to your local doctor in places like the States, Europe, etc. Another reason this happens is possibly due to the fact that Indian doctors are held in high regard. It is perhaps because this is a quickly growing trend that the tourism industry is promoting is along with their other endeavors.
Employment services tell us that the entertaining jobs, publishing jobs, media jobs, etc have a very fast growth in salaries and rumor has it that the Indian textile industry will be creating nearly 5 million jobs by 2010!
The goal to attain to in all of this is to register you with a good employment site. Why, you may ask? Because even as the market is currently going down, what goes down must sooner or later come up! And you want to be in on the action when it happens. It’s not only India that is doing well. Employment overseas is also on the rise.
If you are one of those that are looking to get into a good job and are not exactly sure of what you want to do, you may want to explore various possibilities such as legal employment, part time employment, etc.
But most importantly, do NOT forget to read up on the employment laws of the country in which you live. Many layoffs are happening now and that too to people who are largely unaware of what their rights are as employed laborers. Every country has a law of the land, and you would do well to read it. Did you know they cannot fire you on the spot, unless there is a breach of policy, misconduct or unless your contract specifically states otherwise?
And, did you know that under the Payment of Gratuity Act which was created in 1972, all workers are entitled to 350,000 gratuities after 5 years of continuous service? Ipto.co.uk further added to this: The Payment of Gratuity Act, 1972 requires employers to pay a gratuity to workers earning less than a certain limit upon termination of service. Well! If more people would have known about even just these laws, it may have made their work easier.
About the Author
SC Mishra is offering job advice for quite some time. He is a writer with an enthusiasm for writing about anything. If you would like get more information about Employment, employment in Gulf and Jobs blog.
National Origin Discrimination, Labor Law, and Employment Law in Hawaii: Employers Increasingly Facing Litigation over English-Only Rules
National Origin Discrimination, Labor Law, and Employment Law in Hawaii: Employers Increasingly Facing Litigation over English-Only Rules as More Complaints are Filed with the EEOC
Title VII prohibits discrimination because of “national origin.” The Equal Employment Opportunity Commission, the agency charged with the enforcement of Title VII, defines national origin discrimination as the denial of equal employment opportunity because of an individual’s ancestry, place of origin, or because the individual possesses the physical, cultural, or linguistic characteristics of a national origin group.
The EEOC has consistently scrutinized English-Only policies very closely and has taken the position that such policies can be a proxy for national origin discrimination.
Given the amount of attention given to immigration issues on a national scale, the significant increase in national origin claims being filed with the EEOC in the last few years is no surprise. Many of these claims arise from employers promulgating English-Only policies. In the EEOC’s view only the most limited policies do not violate Title VII.
Recently, the EEOC brought suit against a California Nursing Home company that prohibited Spanish-speaking employees from speaking Spanish to Spanish-speaking residents, and also while on breaks or in the parking lot of the facilities.
According to the EEOC, in addition to being required to comply with an overbroad English-Only policy that the employer did not apply even-handedly, it was alleged that Hispanic employees were given desirable work than non-Hispanic counterparts, were paid less, and promoted less often. In April 2009 the EEOC and the company settled for $450,000.
Hawaii employers are also finding it difficult to balance legitimate business needs and Hawaii employment practices law prohibiting ancestry or national origin discrimination. Hawaii law, HRS Chapter 378, prohibits discriminating against an employee in the terms or conditions of employment, because of their “ancestry.” However, as a practical matter “ancestry” and “national origin” are synonymous under Hawaii law.
Hawaii law is arguably more expansive than Title VII in that employers are precluded from making pre-employment inquiries and requests for information which tend to lead to disclosure of the person’s ancestry/national origin, unless the inquiry is justified by a bona fide occupational qualification.
Both the EEOC and the Hawaii Civil Rights Commission (“HCRC”) have issued regulations addressing the issue of English-Only rules and whether and to what extent employers prohibiting foreign languages to be spoken in the workplace have violated the prohibition against national origin discrimination.
The EEOC and HCRC’s regulations presume that blanket English-Only rules are per se unlawful. Their position also is that limited English-Only policies are lawful only if justified by business necessity. 2002 EEOC guidelines list the following examples where business necessity justifies an English-Only policy:
For communications with customers, coworkers, or supervisors who speak only English;
in emergencies or other situations where workers must speak a common language to promote safety;
for cooperative work assignments in which the English-Only rule is needed to promote efficiency;
to enable a supervisor who only speaks English to monitor the performance of an employee whose job duties require communication with coworkers or customers.
Employers with English-Only rules should also consider doing the following:
Implement cultural sensitivity training programs for supervisors;
provide non-native English-speaking employees English classes;
ensure to the extent possible an even-handed application of the rule;
draft or revise the English-Only rule as narrowly as possible;
give employees fair notice of the rule and consequences for violating the policy;
have the policy written in other languages spoken in the workplace.
Roman Amaguin, Esq. is a Hawaii attorney specializing in employment law, labor law, and civil litigation. His philosophy is to provide practical solutions to both complex and common workplace, employer/employee, and civil disputes. As a Hawaii attorney, Mr. Amaguin regularly appears before all federal and state courts in Hawaii, as well as state and federal administrative agencies such as the U.S. EEOC and Hawaii Civil Rights Commission.
Union wins redundancy court bid
A union has won its High Court bid to block cost-cutting measures that threaten the level of redundancy pay for civil servants. Irwin Mitchell Glenn Hayes Employment Law Advice
Dual nationality, possible for British subjects living in France or Spain ?
British born, residing in Spain or France for longer than 10 years, can a British subject now obtain dual nationality in either of these two countries ?
Or does one have to renounce his or her British nationality ?
It seems that Spanish & French subjects get a fairer treatment when applying for a civil servant's post in Great Britain however in Spain for example, British citizens don't often receive the same . By opting for dual ( if that be the case in order to help better ones position in the employment world... ) nationality could this be possible .
Searching on the net , I have been unable the find info on what the law is in ths respect.
[mage lang="" source="flickr"]employment law books for employees[/mage] Unemployment Benefits?
Ok, i am in Texas and its a "right to work state". Now two weeks a go a fellow employee was fired, then asked to resign. She wrote a letter of resignation because they threatened not to pay her PTO. Then this week they came in and did the same for me. Telling me that I was conspiring with her to draw up a law suit, and continued to accuse me of stealing. Which i would never do. Then asked me to sign a paper that said I did all of the above and that I have ended my employment. I refused to sign and left. They have down in their books that my last day of work was actually three days before the above conversation took place. Now they are telling me that I need to turn in a resignation letter so the above reasons are not put in my file for termination. Is this legal? I feel like this is black mail and they are trying to cover their tales so I can't file for unemployment, or draw a lawsuit. But technically they fired me with out a reason since I wasn't notified for three days. Any help?
Several points of interest..
1) I refused to sign and left.: did you LEAVE or were you told you were fired to leave..
if you left on your own on the BELIEVE they were going to fire you.. then they can claim you abandoned the job... if however you were told to leave and that you were termed you should be good
2) NEVER sign any admission to guilt unless you are under the advice of a lawyer.. simply don't sign it..
3) who cares what they have in their books either as the last day or cause for leaving.. they can't communicate the cause of termination without facing slander (or defamation i always get em confused) cases.. so all they can really say is you did work there you don't anymore.
they will in all probability contest your unemployment... it will go to a phone based trail with an arbitration judge.. and if they can't show just cause for you being fired.. (and no conspiring to setup a law suite is NOT justification) you will win and get unemployment back to the date of termination...
Employment Advice to Help Combat Increasing Redundancies in 2009
In these times of economic recession it may appear to be an obvious point to make; get employment advice, particularly regarding redundancy and unfair dismissal. Commentators have indicated that it would be little surprise if the amount of claims in this area were to rise sharply in the coming months, if the economic downturn continues.
Redundancy is a form of dismissal so to claim redundancy you must have been dismissed. You must have been dismissed because you are genuinely redundant otherwise you may well have a claim for unfair dismissal. Employers often claim that people have been made redundant when it is in fact unfair dismissal to avoid making a redundancy payment.
There are three main reasons for which unfair dismissal may be claimed:
1. When it is not a real redundancy (such as when the employers business or part of business has ceased to operate, it has relocated or the need for a particular type of work has diminished)
2. When you have been unfairly selected for redundancy. You should have been selected for redundancy fairly, been fully consulted, given the correct notice period, discussed alternatives and received the correct amount of redundancy pay.
3. When you are being dismissed for a discriminatory reason. Common reasons include those such as race, or because you are pregnant. The 1976 Race Relations Act, for example, makes it unlawful for your employer to discriminate against you on the grounds of your colour, nationality, ethnic or national origins. It is unlawful for an employer to discriminate against you on the grounds of race in the following ways: refusing to employ you or consider you for a job; offering you a job on less favourable terms than others; refusing to promote or transfer you to another job; giving you less favourable benefits than a colleague; shorten your working hours, dismissing you or making you redundant.
The 2005 Disability Discrimination Act is enacted to end all discrimination against disabled people. It is unlawful for an employer to discriminate against disabled people in recruitment and their everyday employment. All businesses, whatever their size, are covered by the Act. If you feel you have been treated less favourably for a reason related to your disability without justification, then you may have a claim.
Employers are under an obligation to make 'reasonable adjustments' to work arrangements, the working environment and recruitment procedures to accommodate disabled people. Recommended 'adjustments' are numerous and include acquiring or modifying equipment, offering flexible working hours, time for rehabilitation or counselling, providing supervision and more.
It is also no longer lawful to discriminate on grounds of age. The new age discrimination laws apply to all types of employer and all employees whatever their age or status.
It is unlawful for your employer to treat you differently from others because of your sex, because you are married or because you are having or have had a gender reassignment. Direct discrimination, such as sacking a woman because she is pregnant, or promoting someone because they are single is also illegal.
There are three categories into which a number of claims fit. They are indirect discrimination, harassment, and victimisation. Indirect discrimination is where you are put at a disadvantage due to certain working practices or rules, such as refusal to appoint part time workers without a good reason. Harassment can be when other employees are behaving in an offensive manner. An example of this is sexual remarks or gestures, or a display of material of a sexual nature. Victimisation is where you are being treated unfairly for making a complaint about discrimination on the grounds of exclusion, or unfair disciplinary procedures.
Of course, these are simply brief descriptions of the reasons for which you may claim unfair dismissal. If you think you may be eligible to claim on the grounds of unfair dismissal, then it would be a wise move to seek good legal advice first.
This article is free to republish provided the authors resource box below remains intact.
Choose The Best Firm To Hire New York Workers Compensation Lawyer
Do not let the insurance companies reduce the benefits that you would get as compensation from your employer. Call New York Workers Compensation Attorney and utilize the law which is in your favor. They will educate you appropriately about the kind of steps that you will have to take in future and what all you will have to face ahead.
Under New York law, it is the work of the New York Workers Compensation Lawyer to represent you if you have been injured by negligence or some medical malpractice. In fact, to seek compensation in favor of you is their most challenging task.
A true, experienced and licensed New York Workers Compensation Lawyer would surely bring outstanding results for you. It is strictly mentioned in the New York workers compensation law that the workers are entitled to get compensation from their employer in New York. This means that the employer needs to have an insurance policy for workers like you. You may be provided compensation through a private insurance company, a competitive state fund and many more. In whatever way you receive, you must receive the compensation and the New York Workers Compensation Attorney would fight for your rights.
You are also entitled to get the full medical benefits as compensation if you have been injured in the workplace due to some faulty machinery or lack of proper safety measures. However, in that case, you will have to choose a physician from a list maintained by the agency of the state.
Based on the wage that you get you will get the compensation. This is applicable more in the cases of temporary or permanent total disability. You may also get benefits for serious disfigurement of your face, neck, head and chest.
New York Workers Compensation Attorney will help you file your case within strict deadlines so that even occupational hearing losses can be compensated. Last but not the least if you are killed your surviving spouse or your dependant would get some compensation based upon your wage. However, irrespective of your earning, a minimum compensation would be surely given to your family.
The fees that you would have to pay to the New York Workers Compensation Lawyer for compensation would vary largely in accordance with the case. Legal consultation for compensation of injury may be different from legal consultation for compensation of the dead. However, different companies in New York charge different rates on the New York Workers Compensation Attorney. Therefore it is up to you to select the best firm.
About the Author
If you are in search of a right firm to hire New York Workers Compensation Attorney then fightingforyou.com/ny-workers-compensation is the ideal company for you. Here you would get free legal consultation from the New York Workers Compensation Lawyer. Service charges would be charged only after service is being rendered to you. So you can rely upon them and seek the compensation benefits through their help.
WARN Act New York Business Lawyer Mathew Tully
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Ordinance will make it easier to enforce smoking law
The City Council has approved a new ordinance to make it easier to enforce a state ban on smoking in public places. The city ordinance will allow the Galesburg Police Department to prosecute the smoking ban, eliminating the state’s cumbersome enforcement mechanism. Employment Law: Overtime Wages
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Employers should be wary of the possibility that a court could imply the term of mutual trust and confidence into an employment contract, and that a breach could bring consequences. Federal Employment Lawyer, John Mahoney, Quon vs. Arch Wireless - Tully Rinckey - Washington DC
