Promotion of employment. In addition to arrangements for re-employment leave prescribed in the Act on the Public Em- ployment Service (1295/2002), a salaried employee who has been dismissed on the grounds referred to in section 3 of chapter 7 of the Employment Contracts Act shall be entitled to no more than five working days of re-employment leave for labour market-oriented education, traineeship and on-the-job training under an employment programme. In the event of collective dismissals, the employer and shop xxxxxxx shall seek to work with various agencies to assess the range of support services available for staff under threat of redundancy. These support services aim to improve the employment prospects of the salaried employee.
Promotion of employment. In addition to arrangements for re-employment leave prescribed in the Finnish Act on the Pub- lic Employment Service (no. 1295 of 2002), a salaried employee who has been dismissed on the grounds referred to in section 3 of Chapter 7 of the Finnish Employment Contracts Act shall be entitled to no more than five working days of re-employment leave for labour market-ori- ented education, traineeship, and on-the-job training under an employment programme. In the event of collective dismissals, the employer and shop xxxxxxx shall seek to work with various agencies to assess the range of support services available for staff under threat of redundancy. These support services aim to improve the employment prospects of the sala- ried employee.
Promotion of employment. Equity Xxxxxx House shall promote employment equity through the following actions: • hiring women from traditionally excluded groups; • recruiting women from traditionally excluded groups as volunteers (including Board members); • providing training to Xxxxxx House employees which will sensitize and educate employees in regards to identifying and confronting their own bias and the bias of others; • ensuring the location (the shelter and outside meeting space where possible) is physically accessible and has a welcoming decor; • the dissemination of material that reflect the diversity of the catchment area (e.g. diverse languages, issues); • active networking and information sharing with local organizations whose services are aimed towards traditionally excluded groups; • implementation of anti-harassment policies, with the intent of protecting Xxxxxx House members from abusive treatment; • promotion of the commitment of Xxxxxx House to diversity within the catchment area; • the parties agree to work together to identify and remove systemic barriers that stand in the way of employment equity. Traditionally excluded/oppressed groups include but may not be limited to: racialized women, persons with disabilities, Indigenous people, immigrants and refugees, LGBTQ2IA, women who have been in conflict with the law, seniors, Francophones, and people with low-income.
Promotion of employment. In addition to arrangements for re-employment leave prescribed in the Finnish Act on the Public Employment Service (laki julkisesta työvoimapalvelusta, no. 1295 of 2002), a salaried employee who has been dismissed on the grounds referred to in section 3 of Chapter 7 of the Finnish Employment Contracts Act (työsopimuslaki, no. 55 of 2001) shall be entitled to no more than five working days of re-employment leave for labour market-oriented education, traineeship, and on-the-job training under an employment programme. In the event of collective dismissals, the employer and shop xxxxxxx shall seek to work with various agencies to assess the range of support services available for staff under threat of redundancy. These support services aim to improve the employment prospects of the salaried employee. 14 Evaluation of the dangers and risks of work The Occupational Safety and Health Act (738/2002) regulates the evaluation of the dangers and risks of work. According to the act, the employee must evaluate, while observing the nature of work and operations, and identify in a sufficiently systematic manner any dangers and risks caused by the work, the working times, the premises, other working environment and work conditions and, if these cannot be removed, evaluate their significance in terms of the safety and health of the employees. The federations note that working hours have been specifically added to the act in 2013 as one of the factors for which the employer must evaluate and assess the risks and dangers. If necessary, occupational health expertise will be utilised for the removal of dangers and risks. 15 Personnel and training plans The federations note that according to the Act on Co-operation within Undertakings (334/2007), companies falling within the scope of the said act must prepare annual personnel and training plans in cooperation negotiations in order to maintain and improve the professional skills of the employees. Protocol 69 Preparing a training plan based on future change needs and implementing it promote flexibility, innovation, longer working careers and the employment of salaried employees. The employer is granted an extraordinary tax deduction for implementing a training plan composed in accordance with the requirements of the legislation. The companies will provide guidance to the member companies and elected representatives if necessary in the preparation of a training plan aimed at future changes needed and the right to receive the tax d...
Promotion of employment. During the economic recession, Lithuania faced a strong increase in unemployment with the record high unemployment rate of 17.8% in 2011. Although it reduced between 2011 and 2012, it still remains high and above the EU average (in 2012, the Lithuanian unemployment rate reached 13.3%, the EU-27 average was 10.5%). The situation of unskilled workers and the disabled in the labour market, as well as their unemployment rates are even worse than the country’s average. The unemployment rate of low-skilled workers was the second largest in the EU and reached 36.2% in 2012 (the EU-27 average was 18.6%); the level of integration of the disabled into the labour market is low – only a few percent of the registered unemployed with disabilities participate in vocational rehabilitation programmes. The problem of unemployment is particularly exacerbated by the fact that long-term unemployment and the unemployment rate of low-skilled workers increased during the economic downturn. More than half of the Lithuanian unemployed are long-term unemployed, i.e. they look for a job longer than for a year. In 2012, the long-term unemployment rate was 6.5% in the country (the EU average was 4.5%). According to the Lithuanian Labour Exchange, there were 195,000 registered unemployed in Lithuania in 2012. Only every tenth of them returned to work faster than in a month, whereas even half of all the unemployed were jobless for a year or longer. In 2012, around 41% of the persons who applied to the Lithuanian Labour Exchange did not have any vocational education. In 2012, the labour force participation rate reached 72% in Lithuania, i.e. 28% of the country’s working-age population were unemployed and did not look for a job, while in individual regions the share of this population was even higher – up to 35%. One of the major problems is that the qualification and abilities of jobseekers or inactive persons do not meet the needs of the labour market, and they lack suitable work experience. Difficulties in the labour market are very often faced by persons with low education, young people (due to limited work experience), older people and people with disabilities. According to the data of Statistics Lithuania, the number of people employed in the agricultural, forestry and fishery sectors was consistently dropping from 2001: In 2001 the sector employed 209.300, while in 2012 – 98.800 people. The number of the unemployed in rural areas, including the long-term unemployed who have been job...
Promotion of employment. The Company, recognizing the intent of the Act to provide employment, agrees during the term of this Agreement to exercise good faith to maintain and operate or cause to be maintained and operated an enterprise permitted by the Act and thereby to provide employment in such operations not inconsistent with the best interest of the Company and the Issuer in achieving the purpose set forth in the Act; provided, however, that the Company shall not be deemed guilty or chargeable with any breach of any agreement contained in this Section 8.17 unless and until the Company has failed for a continuous period of one year (strikes, war, acts of God, fire, acts of government and other casualties not under Company's control excepted) to comply with the provisions of this Section.
