Employment Law. Except for such failures to be in compliance as would not reasonably be expected to be, individually or in the aggregate, material to the Company and its Subsidiaries taken as a whole, the Company and its Subsidiaries are in compliance with applicable Laws with respect to employment (including applicable Laws regarding wage and hour requirements, immigration status, discrimination in employment, employee health and safety, termination of employment (including WARN) and collective bargaining).
Employment Law. Without limiting the generality of performance obligations set forth elsewhere herein, for any performance required under this Order being performed in the United States of America and/or its territories, Provider agrees that this Order shall be performed in compliance with the following, if applicable to Provider: the employee notice and related obligations found at 29 C.F.R. Part 471, Appendix A to Subpart A, Title VII of the Civil Rights Act of 1964; sections (1) and (3) of Executive Order No. 11625 relating to the promotion of Minority Business Enterprises; 41 CFR §§ 60-1.4(a); Americans with Disabilities Act; Age Discrimination in Employment Act; Fair Labor Standards Act; Family Medical Leave Act; and all corresponding implementing rules and regulations, all of which, including without limitation the contract clauses required and regulations promulgated thereunder, are incorporated herein by reference. Provider shall hire, train, promote, compensate, transfer and administer all employment practices and terms and conditions of employment in compliance with Applicable Law and without discrimination on the basis of race, religion, color, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, age, national origin, physical or mental disability, genetic information or covered veteran status.
Employment Law. The Company and its Subsidiaries are in compliance with applicable Laws with respect to employment and labor practices (including applicable Laws regarding wage and hour requirements, immigration status, discrimination in employment, employee health and safety, collective bargaining, terms and conditions of employment, classification of independent contractors and exempt and non-exempt employees, harassment, retaliation, whistleblowing, disability rights or benefits, equal opportunity, plant closures and layoffs (including WARN Act), employee trainings and notices, workers’ compensation, labor relations, employee leave issues, COVID-19, affirmative action and unemployment insurance), except for such noncompliance that has not had, and would not reasonably be expected to have, a Company Material Adverse Effect.
Employment Law. The Contractor shall comply and shall ensure that its sub-contractors comply with all applicable international standards and labour laws, rules and regulations in relation to employees. The Contractor shall be fully responsible and liable for, and shall indemnify and hold UNICEF harmless for and against (a) any act, omission, negligence or misconduct of the Personnel; (b) any insurance coverage in respect of the Personnel which may be required or desirable for the purpose of the Contract; (c) the safety and security of the Personnel and any sub-contractors’ personnel; or (d) any costs, expenses, or claims associated with any illness, injury, death or disability of the Personnel and/or any sub-contractors’ personnel.
Employment Law. Each of the Company and its Subsidiaries is, and has been since January 1, 2019, in compliance with all Labor Laws, except for such noncompliance that has not had, and would not reasonably be expected to have, a Company Material Adverse Effect. Each employee, independent contractor and service provider who is providing, or in the past three (3) years has provided, services to the Company or any of its Subsidiaries has all work permits, immigration permits, visas or other authorizations required by applicable Law. Each of the Company and its Subsidiaries has met all requirements under Laws relating to employment of foreign citizens and residents, including all Form I-9 requirements.
Employment Law. This might be relevant for PCCs who pay organists, bellringers, vergers, cleaners and othersEmployed or Self-employed or a WorkerAn employee has a contract of serviceSomeone who is Self employed has a contract for services. (service means what they provide/do, not a Church Service!)Self-employed Source: Types of employment status: Checking your employment rights - Acas NB ACAS cannot legally determine the status.You're usually classed as self-employed if you:• are responsible for how and when you work• are the owner of a company or are a freelancer• invoice for your pay• get contracts to provide services for clients• are able to send someone else to do the work for you, if appropriate• are able to work for different clients and charge different fees• do not get paid holiday or sick leaveIf you are self-employed you have some employment rights including:• protection for your health and safety on a client's premises• protection against discrimination If there is a contract you can use Check employment status for tax - GOV.UK (www.gov.uk) to check whether or not someone is employed, self-employed or a worker.
Employment Law. Except as set forth on Schedule 3.16, (a) each Acquired Entity is and has been in compliance in all material respects with all Laws pertaining to employment, including, but not limited to, Laws governing or regarding the payment of wages or other compensation, employee benefits, employment discrimination and harassment, occupational safety and health, and any and all other applicable Laws governing or pertaining to the terms and conditions of employment, and (b) there has been no Action pending or, to the Knowledge of the Company, Threatened against any Acquired Entity alleging any failure to so comply. No Acquired Entity has been in material Breach of any Contract for the employment of any individual.
Employment Law. This Conference understands that the Government has recently proposed a series of changes to Employment Legislation. These changes have been recognised and described by many as; a "bonfire of Employment Rights” that will take the UK back at least 20 years with respect to employment protection. Conference therefore calls upon the Executive Council to: • Launch a Unite campaign against these changes;• Work with the TUC and other unions to instigate a national campaign against these changes;• To totally oppose any insertion fees, which only serve to limit access to justice to those people who have the financial status and ability to pay;• Work with the Employment Tribunal National Members Association to determine areas where Unite can work with them to fight these changes;• Work with the Unite Political Department to hold a series of events in the UK Parliament to oppose these changes. Derby United Craft Branch 3/d.