Employer Requirements. Contractors that are employers certify compliance with applicable state and federal employment laws or regulations, including but not limited to X.X. x. 5, s. 1 (Prevailing Wages for Printing and Distribution of Public Documents); X.X. x. 0, x. 22 (Prevailing Wages for Contracts for Meat Products and Clothing and Apparel); minimum wages and prevailing wage programs and payments; unemployment insurance and contributions; workers’ compensation and insurance, child labor laws, AGO fair labor practices; X.X. x. 149 (Labor and Industries); X.X. x. 150A (Labor Relations); X.X. x. 151 and 455 CMR 2.00 (Minimum Fair Wages); X.X. x. 151A (Employment and Training); X. X. x. 151B (Unlawful Discrimination); X.X. x. 151E (Business Discrimination); X.X. x. 152 (Workers’ Compensation); G.L. c.153 (Liability for Injuries); 29 USC c. 8 (Federal Fair Labor Standards); 29 USC c. 28 and the Federal Family and Medical Leave Act.
Employer Requirements. Contractors that are employers certify compliance with applicable state and federal employment laws and regulations, including but not limited to prevailing wage laws at M.G.L. c. 149, §§ 26-27D (public construction work); M.G.L. c. 149, § 27F (use of trucks, vehicles and other equipment to perform public works functions); M.G.L. c. 149, § 27G (moving office furniture and fixtures); M.G.L. c. 149, § 27H (cleaning state office buildings or buildings leased by the state); M.G.L. c. 6C, § 44 (MassDOT relocation of utilities or utility facility; M.G.L. c. 7, § 22 (contracts for meat products and clothing and apparel); M.G.L. c. 71, § 7A (transportation of students to public schools); Chapter 195 of the Acts of 2014 (MA Convention Center Authority security guard services); minimum wage and overtime law and regulations (M.G.L. c. 151 and 454 CMR 27.00); child labor laws (M.G.L. c. 149, §§ 56-105); all payment of wages, payroll and timekeeping records, earned sick time, meal breaks, domestic violence leave, temporary worker rights, domestic worker rights and anti-retaliation laws at M.G.L. c. 149 (Labor and Industries); M.G.L. c. 151A (unemployment insurance and contributions); M.G.L. c. 152 (workers compensation and insurance); M.G.L. c. 150A (Labor Relations); M.G.L. c. 153 (liability for injuries); 29 U.S.C. c. 8 (Federal Fair Labor Standards); 29 U.S.C. c. 28 (Federal Family and Medical Leave Act); M.G.L. c. 6, § 171A (applicant criminal record information); M.G.L. c. 149, § 105A (MA Equal Pay Act); and M.G.L. c. 175M (Paid Family Medical Leave Act). Federal And State Laws And Regulations Prohibiting Discrimination. Contractors certify compliance with applicable state and federal anti- discrimination laws, including but not limited to the Federal Equal Employment (EEO) Laws; the Americans with Disabilities Act; 42 U.S.C § 12101, et seq., the Rehabilitation Act, 29 U.S.C. § 794; 29 U.S.C. § 701; 29 U.S.C. § 623; 42 U.S.C. c. 45; (Federal Fair Housing Act); M.G. L. c. 151B (Unlawful Discrimination); M.G.L. c. 151E (Business Discrimination); the Public Accommodations Law M.G.L. c. 272, § 92A; M.G.L. c. 272, §§ 98 and 98A, Massachusetts Constitution Article CXIV and M.G.L. c. 93, § 103; 47 USC § 255 (Telecommunication Act; M.G.L. c. 149, § 105D, M.G.L. c. 151C, M.G.L. c. 272, §§ 92A, 98 and 98A, and M.G.L. c. 111, § 199A, and Massachusetts Disability-Based Non-Discrimination Standards For Executive Branch Entities, and related Standards and Guidance, authorized u...
Employer Requirements. The Employer will be required by the Master Custodial Administration Agreement Administrator to meet the following conditions:
Employer Requirements. 15.1 The Employer agrees that at all times he will comply with all State and Federal Laws and Statutes pertaining to the Workers’ Compensation Laws of Ohio, West Virginia, and Kentucky, State and Federal and Social Security withholdings. The Employer further agrees to provide Workers’ Compensation for all Employees covered by this Agreement, regardless of the number of Employees employed by the particular Contractor. The Employer shall furnish to the Union his employment Identification Number, Unemployment Insurance Number and Workers
Employer Requirements. As a condition precedent to qualifying as an Employer under this Agreement, all Employers shall have:
Employer Requirements. If an employer, the Transportation Provider certifies compliance with applicable state and federal employment laws or regulations, including but not limited to minimum wages and prevailing wage programs and payments; unemployment insurance and contributions; workers’ compensation and insurance, child labor laws, AGO fair labor practices; X.X. x. 149 (Labor and Industries); X.X. x. 150A (Labor Relations); X.X. x. 151 and 455 CMR 2.00 (Minimum Fair Wages);X.X. x. 151A (Employment and Training); X. X. x. 151B (Unlawful Discrimination); X.X. x. 151E (Business Discrimination); X.X. x. 152 (Workers’ Compensation); X.X. x.153 (Liability for Injuries); 29 USC
Employer Requirements. The Employer shall establish a 401(k) account for each employee who elects to participate. The Employer shall develop and print a booklet presenting a summary description of the plan and shall distribute said booklet to all employees.
Employer Requirements. A. No Employer shall be a part of this Agreement unless he maintains a legitimate place of business, is engaged in the business of drywall application, is financially able to meet payroll requirements every week, complies with the State of Hawaii Workers Compensation Law, Hawaii Employment Security Law, Social Security Act, and all other State and Federal laws enacted to protect the benefits of the employees.
Employer Requirements. The Employer agrees to:
Employer Requirements. During the performance of this JOC, the Contractor agrees as follows:
