May 22, 2017 Agenda Packet
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Changing Workplaces Review Final Report May 23, 2017
Changing Workplaces Review Final Report May 23, 2017 Dear Clients and Friends, Today, the Government of Ontario released the Changing Workplaces Review final report and recommendations, labeling it an “An Agenda for Workplace Rights”. Touted as the first independent review of the Employment Standards Act and Labour Relations Act in more than a generation, the review was commenced in February, 2015. For every Ontario employer, the recommended changes to the Employment Standards Act and Labour Relations Act are far reaching and will have significant impact. The government has undertaken to announce its formal response to the report in the coming days, and may be aiming to table draft legislation modeled on all, or part, of the recommendations prior to the Legislature rising for summer recess (June 1, 2017). If that occurs we could see legislation make its way into force by late Fall or early next year. Sherrard Kuzz LLP will review the report and government response and distribute a comprehensive briefing note, as we did following the release of the Interim Report (see Sherrard Kuzz LLP homepage). In the interim, to review the report click here, and the summary report click here. Sherrard Kuzz LLP is one of Canada’s leading employment and labour law firms, representing management. Firm members can be reached at 416.603.0700 (Main), 416.420.0738 (24 Hour) or by visiting www.sherrardkuzz.com. MAY 2017 THE CHANGING WORKPLACES REVIEW AN AGENDA FOR WORKPLACE RIGHTS Summary Report SPECIAL ADVISORS C. MICHAEL MITCHELL JOHN C. MURRAY TABLE OF CONTENTS THE CHANGING WORKPLACES RECOMMENDATIONS ON Related and Joint Employer ..............................50 REVIEW: AN AGENDA FOR LABOUR RELATIONS ...................................... -
Part Two: What Employers Need to Know About Handling Benefits When Employees Are on Leave
Part Two: What Employers Need to Know about Handling Benefits When Employees are on Leave Presented by: Chelsea Deppert Phone: (404) 240-4268 Email: [email protected] fisherphillips.com AGENDA FOR TODAY • Laws Governing Leave Administration and Benefit Continuation • Best Practices for Premium Payments During Leave • Counting Service Hours for ACA Purposes During Leave • Other Practical Tips for Leave Administration fisherphillips.com Laws Governing Leave Administration and Benefit Continuation fisherphillips.com Employee Leave • There are numerous laws that protect employees on leave: . Family and Medical Leave Act (FMLA) . Uniformed Services Employment and Reemployment Rights Act (USERRA) . Americans with Disabilities Act (ADA) . Pregnancy Discrimination Act (PDA) . State Laws and Workers’ Compensation Laws • Some of these laws may require continuation of certain employee benefits fisherphillips.com FMLA – The Basics • Who is eligible for FMLA leave: . Employer with 50 or more employees within 75 surface miles . Employee must have worked for employer for at least 12 months . Employee must have worked at least 1250 hours in 12 months prior to leave • Eligible employees are entitled to 12 weeks (unpaid) leave in an employer- designated 12-month period for a qualifying event . Serious health condition of the employee or the employee’s spouse, child or parent; . Birth or adoption of employee’s child; or . Qualifying military-related exigency • Eligible employees are entitled to 26 weeks leave to care for seriously ill military member (employee must be the spouse, child, parent or next of kin of the covered service member) fisherphillips.com FMLA – The Basics • FMLA Leave is Unpaid . Employer may require or employee may elect to substitute available paid leave for unpaid leave (e.g., PTO, vacation, sick) • Notice of Need for Leave . -
Student Handbook | 2016-2017
STUDENT HANDBOOK | 2016-2017 Quick Reference TABLE OF CONTENTS ..................................................................................................... 4 SCHOOL OF NURSING ADMINISTRATION ............................................................... 7 CONTACT INFORMATION ........................................................................................... 10 ACADEMIC EXPECTATIONS OF STUDENTS ............................................................ 14 SCHOOL OF NURSING REQUIREMENTS .................................................................. 19 ACADEMIC POLICIES ................................................................................................... 32 GENERAL INFORMATION ........................................................................................... 50 The information contained herein is not to be considered a contract and the Texas Tech University Health Sciences Center School of Nursing reserves the right to make changes to the information and policies contained herein at such times as it deems appropriate. This Student Handbook supersedes all previous editions. The provisions of the Student Handbook do not constitute a contract, express or implied, between any student, faculty member, Texas Tech University System (TTUS), Texas Tech University Health Sciences Center (TTUHSC), and/or the TTUHSC School of Nursing. The TTUHSC School of Nursing shall notify the student of any changes to the TTUHSC School of Nursing Student Handbook occurring during the academic year. At any given time, -
Paid Safe and Sick Leave Law: Frequently Asked Questions
Paid Safe and Sick Leave Law: Frequently Asked Questions COVID-19 Alert Update about Workplace Laws During COVID-19, available at nyc.gov/workers, includes a summary of City labor laws for employers and employees as you deal with the impact of COVID-19 on your workplace. The Department of Consumer and Worker To contact OLPS: Protection (DCWP) Office of Labor Policy & Standards (OLPS) enforces NYC’s Earned • Email [email protected] Safe and Sick Time Act (Paid Safe and Sick • Call 311 (212-NEW-YORK outside NYC) Leave Law) referred to in FAQs as the Law. and say “Paid Safe and Sick Leave” • Use Live Chat, available at These FAQs provide general information and nyc.gov/BusinessToolbox guidance for employees and employers. They (employer inquiries only) are not intended to serve as individualized • Visit nyc.gov/workers2 legal advice.1 For specific questions, you should contact your legal advisor. Sections I. GENERAL QUESTIONS II. EMPLOYEES COVERED BY THE LAW III. RIGHT TO AND NOTICE OF SAFE AND SICK LEAVE IV. USE OF SAFE AND SICK LEAVE V. HOW SAFE AND SICK LEAVE IS PAID VI. RETALIATION VII. EMPLOYER RECORDS VIII. COMPLAINTS AND ENFORCEMENT IX. OTHER FEDERAL AND STATE LAWS RELATED TO LEAVE 1 OLPS will update FAQs as appropriate. Please note the date at the bottom of FAQs and check nyc.gov/workers to make sure you have the most current FAQs. 2 Visit nyc.gov/workers for the law and rules, helpful sample documents, and information about other labor laws enforced by DCWP. Updated November 2, 2020 Page 1 of 41 I. -
Read Excerpt (PDF)
mission • B L A C K A spun radio dial passing clean through poetry. A stut- j o s h u a t r o t t e r tering loop of Endgame recorded by Stockhausen, mission creep remixed by Kraftwerk. The chatter of minotaurs and creep metadata. Transmissions from far-off futures or new pasts, recordings from a recoded present topped off • Y E L L O W with a cherry. Evel Knievel, above it all, mysterious, for- ever taciturn. Mission Creep comes on with the inferno of apocalyptic prophecy and melts on your tongue like the last snowflake of a nuclear winter. joshua trotter • MAGENTA • C YA N 5” x 8” stock: 70lb Zephyr pg = 112 spine .35” isbn 978 1 55245 319 3 www.chbooks.com $. cdn | $. us missj oios hnu ac trreoetpt e r Coach House Books, Toronto copyright © Joshua Trotter, 2015 first edition Published with the generous assistance of the Canada Council for the Arts and the Ontario Arts Council. Coach House Books also acknowl - edges the support of the Government of Canada through the Canada Book Fund and the Government of Ontario through the Ontario Book Publishing Tax Credit. library and archives canada cataloguing in publication Trotter, Joshua, author Mission creep / Joshua Trotter. Poems. Issued in print and electronic formats. ISBN 978-1-55245-319-3 (paperback). I. Title. ps 8639. r657 m57 2015 c811'.6 c2015-905040-5 Mission Creep is available as an ebook: isbn 978 1 77056 428 2 Purchase of the print version of this book entitles you to a free digital copy. -
Student Handbook
Hendrick Medical Center School Of Radiography Policies And Procedures Student Handbook March 2012 Reviewed and or Revised 3/22/2012 ______________________________ Program Director 1 Hendrick Medical Center School Of Radiography Policies And Procedures Table Of Contents 15440.01a: Hendrick Medical Center Mission ...................................................................... 3 15440.01b: Hendrick Medical Center School of Radiography Mission ................................. 3 15440.02: Payment and Refund Policy .................................................................................. 4 15440.03: Dress and Conduct ............................................................................................... 5 15440.04: Program Hours ..................................................................................................... 8 15440.05: Attendance Policy ................................................................................................. 9 15440.06: Ethics .................................................................................................................. 12 15440.07: Sick Leave and Make-Up Time ........................................................................... 14 15440.08: Leave of Absence ............................................................................................... 15 15540.09: Make-Up Work .................................................................................................... 16 15440.10: Grading Policy ................................................................................................... -
Organizational Behavior Seventh Edition
PRINT Organizational Behavior Seventh Edition John R. Schermerhorn, Jr. Ohio University James G. Hunt Texas Tech University Richard N. Osborn Wayne State University ORGANIZATIONAL BEHAVIOR 7TH edition Copyright 2002 © John Wiley & Sons, Inc. All rights reserved. Printed in the United States of America. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a data base retrieval system, without prior written permission of the publisher. ISBN 0-471-22819-2 (ebook) 0-471-42063-8 (print version) Brief Contents SECTION ONE 1 Management Challenges of High Performance SECTION FOUR 171 Organizations 81 Organizational Behavior Today 3 Illustrative Case: Creating a High Performance Power 173 Learning About Organizational Behavior 5 Organization 84 Empowerment 181 Organizations as Work Settings 7 Groups in Organizations 87 Organizational Politics 183 Organizational Behavior and Management 9 Stages of Group Development 90 Political Action and the Manager 186 Ethics and Organizational Behavior 12 Input Foundations of Group Effectiveness 92 The Nature of Communication 190 Workforce Diversity 15 Group and Intergroup Dynamics 95 Essentials of Interpersonal Communication Demographic Differences 17 Decision Making in Groups 96 192 Aptitude and Ability 18 High Performance Teams 100 Communication Barriers 195 Personality 19 Team Building 103 Organizational Communication 197 Personality Traits and Classifications 21 Improving Team Processes 105 -
Fenwick Employment Brief for November 2013
Fenwick Employment Brief November 15, 2013 Michael A. Sands 650.335.7279 Allen M. Kato 415.875.2464 flurry of new california employment § Required time off (and other reasonable statutes continues accommodations) that must be afforded to victims The California Legislature passed and Governor now applicable to an expanded list of crimes Brown approved the following new statutes impacting The current law prohibits discrimination or retaliation California employment law that shortly take effect in against an employee who is a victim of a felony crime 2014. and who takes time off to attend judicial proceedings related to that crime. AB 288 expands the list of Employment Discrimination – FEHA amendment covered crimes including victims of a crime involving prohibits discrimination on account of military or driving under the influence and crimes involving veteran status violence (not limited to crimes charged as a felony). In The California Fair Employment and Housing Act addition, the protection to attend judicial proceedings (“FEHA”) prohibits discrimination against employees has been expanded to cover delinquency proceedings, on account of race, religion, gender and other sentencing, post-conviction release hearings, and the protected categories. AB 566 amended FEHA to add like. “military and veteran status” as additional protected categories. Existing federal and state laws protect § Time off for volunteer fire and law enforcement employees in military service and veterans from training expanded to cover emergency rescue discrimination; now, FEHA protection and remedies training will be available to such employees. Employers Presently, employers who employ 50 or more are, however, permitted to inquire about military or employees must allow an employee who is a volunteer veteran status for the purpose of awarding a veteran’s firefighter to take a leave of absence of up to 14 days preference where such preferences are allowed by law. -
(Subscription Price One Dollar a Year) No. 6 the Ninety^Ltiner
(Subscription price The Ninety^lTiner - Room 901 One dollar a year) 411 Fifth Avenue, U.YiCity Clara Studer, Editor No. 6 March 15, 1933 Transport Pilot Tear of 1928 Although she^did not fly a transport on regular schedule, Edith Foltz, Oregon’s first woman pilot and the fifth woman in this country to hold a transport license, did - and as far hack as 1928 - co-pilot on^charter trips for a western airline; and is thus the first woman not in name only transport pilot. Her story in answer to an inauiry is hest as she tells it herself: "In the fall of 1928 I had my first opportunity to fly as a co-pilot on a tri-motored Bach on the West Coast Air Transport ISne, which operated between Seattle and San Francisco. I wasn’t on the pay -roll then and didn’t make so many trips, but just went when I was / invited by one of the pilots. You see, I owned an 055 Eagleroek and /’ soloed it in one hour and 50 minutes, hut 'that didn’t mean that I knew all about flying. So the pilots on this line took turn about giving me instruction. A woman flying alone in this Northwest country was quite a novelty then, and at first these pilots, all former Army pilots, flew with me out of curiosity, thinking it impossible for a woman to fly decently, But after flying a while with me they decided that maybe I would be a pretty good pilot with more instruction. So they pro ceeded to see that I got it* "Finally the chief pilot on the airline said that I haAdled the Bach as well as any of the co-pilots and that I could be his special co-pilot, that is, go with him on charter trips. -
Reemployment Assistance Covid-19 Frequently Asked Questions
REEMPLOYMENT ASSISTANCE COVID-19 FREQUENTLY ASKED QUESTIONS DETERMINING YOUR QUALIFICATION AND ELIGIBILITY FOR REEMPLOYMENT ASSISTANCE BENEFITS To qualify for benefits, you must have lost your job through no fault of your own. We will gather facts and determine whether you qualify. When the department receives information regarding your claim the following will happen: • Your claim will be referred to a worker to determine eligibility. • You may be contacted for additional information by telephone, email or mail. • A separate determination will be made for each issue and job separation that may affect your claim. When we finish reviewing your claim, a written determination will be available electronically and/or by mail to explain your eligibility status. • If you are eligible on all issues, you will receive payment for any weeks that you requested during the bi-weekly process. • If you are not eligible, the written determination will explain the reason we denied your claim and will explain your appeal rights. • If you disagree with a determination that denies benefits, you may request an appeal hearing. When reviewing your claim, we will look to answer several questions that will impact your eligibility. Here are some examples: Ability and Availability Issues: In addition to reviewing why you lost your employment, we will look at whether you are able to work in another job. If you are not available to accept a job if one is offered, you will not qualify for benefits. When reviewing your claim, we will look to answer several questions that will impact your qualification. Here are some examples: Discharge: If you were fired from your job, we will look at the reasons why. -
Congressional Record United States Th of America PROCEEDINGS and DEBATES of the 112 CONGRESS, SECOND SESSION
E PL UR UM IB N U U S Congressional Record United States th of America PROCEEDINGS AND DEBATES OF THE 112 CONGRESS, SECOND SESSION Vol. 158 WASHINGTON, TUESDAY, JANUARY 24, 2012 No. 10 House of Representatives The House met at 10 a.m. and was ‘‘CBS News correspondent Clarissa ghanistan, and the little girl, as you called to order by the Speaker pro tem- Ward found one reason in the Pech Val- can see, Mr. Speaker, is looking at the pore (Mr. PAULSEN). ley. Americans lost their lives there flag. She has no idea that her daddy is f building a base called Nangalam. When dead. She will know one day that her they tried to hand over their gains to father died to prop up a corrupt leader DESIGNATION OF SPEAKER PRO the Afghan Army, the base went to named Karzai and a corrupt govern- TEMPORE ruin. ment, and then she will learn from the The SPEAKER pro tempore laid be- ‘‘Army Major Guillermo Guillen, history books as she gets into high fore the House the following commu- from southern California, is frustrated. school that no nation has ever con- nication from the Speaker: ‘You’re relying on us to do all of your quered Afghanistan and no nation will WASHINGTON, DC, security for you. You need to be par- ever conquer Afghanistan. January 24, 2012. ticipating,’ Guillen told an Afghan As we listen to the President tonight I hereby appoint the Honorable ERIK PAUL- counterpart. and he talks about the state of affairs, SEN to act as Speaker pro tempore on this ‘‘On a recent patrol, some Afghan I hope he will mention that he intends day. -
Ashley Park Prek-8 School Provides Academic Skills and Habits of Character to Ensure Scholars Both Believe in and Fulfill Their
Ashley Park PreK-8 School provides academic skills and habits of character to ensure scholars both believe in and fulfill their limitless potential in high school, college and beyond. Culture Team Agenda/Minutes 11-13-18 The Culture Team at Ashley Park will collectively “own” and represent the culture of staff and scholars at Ashley Park – otherwise known as our “heart work”. The Culture Team will also serve as a traditional school leadership team as it relates to Title IX and other quarterly needs and issues. 1. FAC Concerns (led by Kelley and Tia) Concerns that have been discussed already: ○ Lunch breaks- office staff, nurse, specials teachers (this has been adjusted for specials) ○ Officer whitley- office move to front of the school where Mr. Neill’s office was/Ms. Lawer moves to the ⅘ hallway as a possibility (ask Loftus about this) ○ Additional copy machine in the academy ○ Key fab on the back door ○ More support with discipline for their Tier 3 scholars ○ Fix the women's bathroom door lock on ⅘ hallway ○ lunch room schedule (adjusts have been made) ○ too many unscheduled meetings- not enough planning time, interrupting day ○ mental health support: coaches being supportive with copies/breaks to breathe i. less impromptu meetings ○ Dress code: people want to wear AP blue with jeans and casual friday ○ Safety concerns: when internet was down, phones weren't workingshe, getting in and out of the schools (safety procedure if internet/phones/doors are down) ○ Blinds that don't shut all the way 2. MTSS Brainstorm (led by Brenda, input