Employment Action definition

Employment Action means hiring, assessment, termination, search, compensation or goal setting respect to an employee.
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Employment Action means an Action raised or made by or on behalf of an Employee and that is based on an employer-employee relationship between such person and the Company or the Subsidiaries and pertains to employment workplace claims of sexual harassment, retaliation, wrongful termination, hostile work environment and similar claims but does not include claims related to employee benefits, including pension plans except and solely to the extent that any such employee benefit claim is one for which a Seller Indemnified Party is entitled to indemnification from Buyer under Section 12.2(d), (e) or (f).
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Employment Action means any action (positive or negative) related to any aspect of employment, including, but not limited to, hiring, training, temporary assignment, transfer, reclassification, layoff, assignment of overtime (and other benefits of employment), discipline, and termination, as defined in the Employment Plan.
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Examples of Employment Action in a sentence

  • No Employment Action covering an Executive Assistant may be based on any Political Reasons or Factors.

  • No Employment Action covering an Actively Recruited Position may be based on any Political Reasons or Factors.

  • Except as specifically provided herein, this Employment Plan does not apply to any Employment Action concerning employees holding Exempt Positions.

  • BHR will post on the County’s website quarterly reports of the total number of hires, Promotions, Transfers and Terminations by Department during the preceding three-month period, including: (1) the number and type of each such Employment Action; (2) the dates of each Employment Action; (3) the title of the Position; and (4) whether such Employment Action was pursuant to a posted or emergency hire.

  • All employees of the County who have access to and/or use ATAS will be required to execute an electronic No Political Consideration Certification when taking any Employment Action using ATAS.

  • Therefore, no Employment Action covering a Position in the Public Defender’s Office may be based on any Political Reasons or Factors.

  • No Employment Action covering an Assistant Public Defender Position may be based on any Political Reasons or Factors.

  • All County employees will be required to sign, in hard copy or electronically, as applicable, an NPCC whenever they initiate or are involved in any Employment Action.

  • If any provision in a CBA allows for management discretion involving any Employment Action, such management discretion must be exercised subject to the Executive Order, Ordinances, applicable law, and the procedures contained in the Employment Plan and Personnel Rules.

  • Nothing herein provide shall be construed as a limitation upon the application of other laws which establish different standards of compliance or upon the application of requirements for the hiring of local or other area residents (e.g. those under the Public Works Employment Action of 1977 and the Community Development block Grant Program).


More Definitions of Employment Action

Employment Action means action by an Indemnitee that could result in claims for alleged or asserted wrongful discharge, improper hiring, discrimination, federal or state civil rights claims, and claims under the Americans with Disabilities Act or the Family and Medical Leave Act. Such claims are covered by this indemnity agreement only under the following circumstances:
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Related to Employment Action

  • Adverse employment action means an action that affects an em- ployee ’s compensation, promotion, transfer, work assignment, or performance evaluation, or any other employment action that would dissuade a reasonable employee from making or supporting a report of abuse or neglect under Family Code 261.101.

  • Employment outcome means, with respect to an eligible individual, entering, advancing in, or retaining full-time or part-time competitive integrated employment as defined in 34 CFR §361.5(c) (9) (including customized employment, self-employment, telecommuting, or business ownership), or supported employment as defined in 34 CFR §361.5(c) (53), that is consistent with an individual's unique strengths, resources, priorities, concerns, abilities, capabilities, interests, and informed choice. (Note: As specified in federal rule, a designated State unit may continue services to individuals with uncompensated employment goals on their approved individualized plans for employment prior to the effective date of the final federal regulations until June 30, 2017, unless a longer period of time is required based on the needs of the individual with the disability, as documented in the individual's service record.)

  • Supported employment means the ongoing supports to participants who, because of their disabilities, need intensive ongoing support to obtain and maintain an individual job in competitive or customized employment, or self-employment, in an integrated work setting in the general workforce at or above the state’s minimum wage or at or above the customary wage and level of benefits paid by the employer for the same or similar work performed by individuals without disabilities. The outcome of this service is sustained paid employment at or above the minimum wage in an integrated setting in the general workforce in a job that meets personal and career goals. Supported employment services can be provided through many different service models.

  • Employment Termination means the effective date of: (i) Executive’s voluntary termination of employment with the Company with Good Reason, or (ii) the termination of Executive’s employment by the Company without Good Cause.

  • Employment Business means as per the Employment Agencies Xxx 0000 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003, an Employment Business is a business that offers contracts of employment to temporary workers, whose services are then temporarily offered on secondment to Framework Public Bodies.

  • Post-Employment Period shall have the meaning set forth in Article 8.

  • Employment benefits means all benefits provided or made

  • employment zone means an area within Great Britain designated for the purposes of section 60 of the Welfare Reform and Pensions Act 1999 and an “employment zone programme” means a programme established for such an area or areas designed to assist claimants for a jobseeker’s allowance to obtain sustainable employment;

  • Disability benefit recipient means a member who is receiving a disability benefit.

  • Employment Law means any provision of this Act or any of the following Acts:

  • Covered Employment means employment in a covered position.

  • Employment means any occupation, vocation or employment, or any form of vocational or educational training. Provided, however, that "employment" shall not, for the purposes of this article, include membership in any law enforcement agency.

  • Supported employment services means provision of job training and supervision available to assist an individual who needs intensive ongoing support to choose, get, and keep a job in a community business setting. Supported employment is a service planned in partnership with public vocational assistance agencies and school districts and through Social Security Work Incentives when available.

  • Self-employment shall be where a Claimant sets up his/her own business and is responsible for paying his/her tax and National Insurance.

  • Employment Period has the meaning set forth in Section 2.01.

  • Joint Remediation Committee has the meaning set forth in Section II.A.2.

  • Active Employment means you must be actively at work for the Sponsor:

  • Corrective action means action taken to eliminate the cause of a potential or real non- conformity or other undesirable situation;

  • Employment Termination Date means, with respect to a Participant, the first day upon which the Participant no longer has an employment or service relationship with the Company or any Related Company.

  • Termination of Employment means that the Executive ceases to be employed by the Company for any reason, voluntary or involuntary, other than by reason of a leave of absence approved by the Company.

  • Employment agency means a person regularly undertaking with or without compensation to procure employees for an employer or to procure for employees opportunities to work for an employer and includes an agent of such a person.

  • Severance Term means the six (6) month period following Employee’s termination by the Company without Just Cause (other than by reason of death or Disability) or by Employee for Good Reason; provided, that if such termination occurs within twelve (12) months following a Change in Control, the Severance Term shall be the twelve (12) month period following such termination.

  • Period of Employment shall include any extension thereof pursuant to the preceding sentence. Provision of notice that the Period of Employment shall not be extended or further extended, as the case may be, shall not constitute a breach of this Agreement and shall not constitute “Good Reason” for purposes of this Agreement. Notwithstanding the foregoing, the Period of Employment is subject to earlier termination as provided below in this Agreement.

  • Term of Employment means the period specified in Section 2 below.

  • Medical Benefits means the monthly fair market value of benefits provided to the Employee and the Employee’s dependents under the major medical, dental and vision benefit plans sponsored and maintained by the Company, at the level of coverage in effect for such persons immediately prior to the Employee’s termination of employment date. The “monthly fair market value” of such benefits shall be equal to the monthly cost as if such persons elected COBRA continuation coverage at such time at their own expense.

  • Retaliatory personnel action means denial of any right guaranteed under the Act and any threat, discharge, including a constructive discharge, suspension, demotion, unfavorable reassignment, refusal to promote, disciplinary action, sanction, reduction of work hours, reporting or threatening to report the actual or suspected immigrant status of an employee or the employee’s family, or any other adverse action against an employee.