Search for: "Waters v. Qualified Personnel, Inc." Results 1 - 20 of 35
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When a firm seeks to use ESG principles in its business operations and/or investing decisions, it may do so by providing public disclosures, statements, or claims related to the following types of criteria: Environmental: Information related to, inter alia, energy efficiencies, water usage, water and ground pollution, greenhouse gas emissions, impact on biodiversity and deforestation, use of recycled or renewable materials, or a product’s cradle-to-grave lifecycle. [read post]
4 Dec 2022, 5:20 am by Bernard Bell
  Id. at 172, 174.[11] Do the DOJ Deliberations Over the Sham Letter Qualify As Government Misconduct? [read post]
19 Apr 2022, 12:37 pm by Bernard Bell
  The District Court did not find anything “special or technical” about the TRIG questions, and, as a consequence, concluded that the questions did not qualify as “law enforcement techniques. [read post]
Jackson ruled that Guam could pursue a cost-recovery claim against the U.S., holding that an earlier consent decree addressing violations of the Clean Water Act at the landfill did not resolve Guam’s liability, and that it therefore did not trigger a contribution claim. [read post]
21 Jan 2021, 12:54 pm by John Elwood
Alamu, 20-31, asks the court once again to revisit qualified immunity. [read post]
2 Oct 2019, 10:21 am by Deborah Heller
Clayton County, GA (No. 17-1618) and Altitude Express, Inc. v. [read post]
5 Jul 2016, 4:00 am by The Public Employment Law Press
 Retaliatory Personnel Action - An employee of a state agency claimed that she suffered unlawful retaliation for opposing an employment practice prohibited by Title VII and other employment discrimination laws. [read post]
20 Nov 2015, 9:04 pm by Stephen Bilkis
During that period, she received home care services from defendant Rockaway Home Attendant Services, Inc., a licensed home care services agency. [read post]
28 Sep 2015, 2:10 pm by Cynthia Marcotte Stamer
In addition to paying backpay, Shell and Motiva committed to retrain managers, payroll personnel and human resources personnel on the FLSA’s requirements including the importance of requiring accurate recording and pay for all hours worked with emphasis on pre-and post-shift activities. [read post]