Search for: "Communications Workers v. SBC DISABILITY INCOME"
Results 1 - 10
of 10
Sorted by Relevance
|
Sort by Date
18 Aug 2015, 7:52 pm
Specifically, the EEOC lawsuit charges Magnolia with engaging since 2012 in systematic discrimination based on disability, a record of disability and perceived disability in violation of the ADA by refusing to hire and denying accommodations with persons disabilities, and ultimately firing individuals that Magnolia regarded as disabled, had a record of a disability or had an actual disability. [read post]
19 Oct 2015, 8:46 pm
Additionally, the Final Rule continues the requirement that employers provide workers with an effective means of communicating with persons capable of responding to the worker’s needs in case of an emergency. [read post]
6 Jul 2012, 11:34 am
Pacific Health Plan Communications Bootcamp: SBCs, SPDs & Beyond* August 28, 2012 12:30 P.M.-2:00 P.M. [read post]
28 Sep 2015, 2:10 pm
Obama Administration Proposal Would Extend FLSA Minimum Wage & Overtime Requirements To 5 Million+ Workers. [read post]
22 Apr 2024, 4:01 am
A parenting report was ordered by consent in September 2021 under s 211 of the Family Law Act, SBC 2011, c 25 (BC FLA). [read post]
15 Sep 2015, 4:42 am
Common engagements include internal and external workforce hiring, management, training, performance management, compliance and administration, discipline and termination, and other aspects of workforce management including employment and outsourced services contracting and enforcement, sentencing guidelines and other compliance plan, policy and program development, administration, and defense, performance management, wage and hour and other compensation and benefits, reengineering and other change… [read post]
21 Aug 2015, 6:07 pm
The Supreme Court’s recent King v. [read post]
21 Aug 2015, 11:24 am
The Supreme Court’s recent King v. [read post]
20 Jul 2012, 8:15 pm
Concerned about how the mandates and costs of the Patient Protection & Affordable Care Act will impact your corporate and family finances following the Supreme Court’s June 28, 2012 National Federation of Independent Business v. [read post]
23 Jan 2017, 2:47 pm
Beyond knowing what has to be done to adopt and communicate the desired changes, employer and other sponsors and fiduciaries, their consultants, brokers and advisors need to consider the requirements and consequences that the planned changes might have under applicable plan documents and vendor agreements to avoid unanticipated costs or liabilities as well as what actions are needed to ensure that ERISA’s prudence and other fiduciary requirements are met. [read post]
