Minimum Wage Requirements Within Europe in the Context of Posting of Workers | 1
Total Page:16
File Type:pdf, Size:1020Kb
Load more
Recommended publications
-
Employment Discrimination Law in the United States: on the Road to Equality?
Employment Discrimination Law in the United States: On the Road to Equality? Employment Discrimination Law in the United States: On the Road to Equality? Risa Lieberwitz Cornell University I. Introduction U.S. antidiscrimination law seeks to address a history of workplace exclusion of individuals and groups on the basis of race, sex, national origin, and religion. Added to the core protections against discrimination on these bases, more recent legislation has recognized the need to expand the law to include discrimination on the basis of age and disability. Yet, as significant as antidiscrimination law has been, the U.S. workforce continues to reflect occupational segregation on these bases. Added to these problems is the growing insecurity of workforce made up increasingly by contingent employees, who are often drawn from the same groups needing protection under employment discrimination laws. The legislative and judicial agenda, thus, must remain focused on the same fundamental questions that led to initial passage of antidiscrimination laws. What goals should these laws seek to achieve? How should progress toward equality be measured? Should the law be concerned with equal treatment of individuals as well as equal results for protected groups? Can the law provide substantive equality in addition to formal equality? This paper describes and analyzes U.S. antidiscrimination law. It begins by describing the legal context of labor and employment law in the U.S., set against the background of the doctrine of employment at will. The discussion then focuses on Title VII of the Civil Rights 1 Act of 1964, which has been central to developing discrimination theory that has been applied to subsequent antidiscrimination laws. -
The Washington Minimum Wage Decision
Indiana Law Journal Volume 12 Issue 5 Article 8 6-1937 The Washington Minimum Wage Decision Paul Y. Davis Follow this and additional works at: https://www.repository.law.indiana.edu/ilj Part of the Labor and Employment Law Commons Recommended Citation Davis, Paul Y. (1937) "The Washington Minimum Wage Decision," Indiana Law Journal: Vol. 12 : Iss. 5 , Article 8. Available at: https://www.repository.law.indiana.edu/ilj/vol12/iss5/8 This Comment is brought to you for free and open access by the Law School Journals at Digital Repository @ Maurer Law. It has been accepted for inclusion in Indiana Law Journal by an authorized editor of Digital Repository @ Maurer Law. For more information, please contact [email protected]. COMMENTS who represent the majority of the employees. To this extent the free- dom of the carrier is circumscribed, but we take it that such limitation is justified, since it is a necessary consequence of the proper exercise of the interstate commerce power. D. The Question as to the Majority. Section 2, Fourth, of the Railway Labor Act provides: "The majority of any craft or class of employees shall have the right to determine who shall be the representative of the craft or class for the purpose of this Act." The interpretation of the word "majority" as used in this section, presents the question of whether the choice is dependent upon a majority of all of those qualified to vote, or whether in cases where a majority of those qualified to vote participate in the election, a majority of the votes cast is sufficient. -
2013 04 26 (Clermont) A&P Technology
.. '! COURT OF COMMON PLEAS CLERMONT COUNTY, OHIO A&P TECHNOLOGY, INC. PlaintifffAppellant CASE NO. 2012 CVF 01486 vs. Judge McBride DANNY I.. ADAMS, et ai, DECISION/ENTRY Defendants/Appellees Hahn Losser & Parb, LI.P, Steven Seasly and Amanda McHenry, counsel for the plaintiff/appellant A8.P Technology, Inc., 200 Public Square, Suite 2800, Cleveland, Ohio 44114. Danny L. Adams, pro se defendantlappell~6 Westgate Drive, Cleves, Ohio 45002. Robin A. Jarvis, Assistant Attomey General, Health 8. Human Servicea Section, counsel for defendant/appellea Ohio Department of Job and Family Servlcea, 1600 Carew Tower, 441 Vine Street, Cincinnati, Ohio 45202. This cause is before the court for consideration of an unemployment appeal filed by the plaintiff/appellant A&P Technology, Inc. The appeal was submitted on the briefs and was taken under adVisement on February 25, 2013. 1 Upon consideraticm oHlhe appeal, tile record @ftlle proceeding, tile evidence presented for tile court's consideration, the written arguments of counsel, and tile applicable law, the court n@w renders tilts written decision. fACTS CF THE CASE AND PRCCEDURAllBACKGRCUND Defendant/Appellee Danny Adams wall employed by plaintifflappeUant A&P Techn@logy, Inc. (hereinafter referred to as "A&P Technology) as a machinist from July 6,2010 until February 23,2012.1 On February 22,2012, Todd Neloon, the machine shop manager atA&P Technology, was "talking to [Adams] about""" bringing [him] in to day shift for further training" " o. and Nelson testified before the hearing officer that Adams "became disgruntled about it,,2 The conversation ended with Adams gilting his verbal resignation and two-week notlce.s It was determined by A8.P Technology that It would not be in the best interest of the company to allow Adams to work out the two weeks because, according to Katie Noe, the Human Resources Manager at A8.P, "based on our bUSiness and the proprietary part of our business we felt it wasn't the beat circumstance to have somebody here who did not want to be here.n4 Ms. -
Resignation Letter Samples
RESIGNATION LETTER SAMPLES How to Write the Perfect Resignation Letter By Larry Barkdull, Award-Winning, Nationally Recognized Writer We tend to equate career success with performance on the job, but first and last impressions are just as important. Resigning from a job can be a very difficult task, and one that seldom receives proper attention. A good resignation letter can help you resign on a positive note and smooth the transition to your next job. Furthermore, a well-written resignation letter can help you to maintain a network of friendly coworkers and managers. Keep the letter short and to the point—one page is usually enough. Say goodbye gracefully. A resignation letter announces or confirms your resignation and should consist of several parts: • Inside address/date. At the left-hand margin, type the date, then skip two single returns and type the name and title of the person who will receive the letter, followed by the company's address: Example: January 30, 2005 John Taylor, Area Supervisor Thompson Publishing Co. 123 Thompson Plaza Any town, PA 16555 • Your resignation letter should then continue with a formal salutation, followed by a colon: Example: Dear Mr. John Taylor: • Last date of employment. State the effective date of your resignation— the last date you expect to be at work. It is standard to give a resignation notice two weeks prior to your last day at the company, but don't be surprised if your employer suggests you leave sooner or later than that. • Reasons. Depending on the circumstances, you may want to explain your reasons for making this decision and your regret in doing so, but your explanation should be simple and brief. -
National Commission on Technology, Automation, and Economic Progress
IlOCIIMP N1' R F SUMP. VT 003 962 ED 023 803 Technology and the American Economy.Volume I. Progress, Washington, DC. National Commission on Technology,Automation and Economic Pub Date Feb 66 Note -124p. Printing Office, Washington,DC. 20402 (GPO Available from-Superintendentof Documents, US. Government Y3T22 -2122/I, $.75) EDRS Price MF -S050 HC NotAvailable from EDRS. *Employment, Federal Legislation,Health Needs, HumanResources, Income, Descriptors ..*Economic Progress, Demography, *National Programs,Planning Commissions, Individc.;31 Needs, Job Trafnihg,Labor Market, National Technology, Unemployment,Urban Environment, *Public Policy, Skill Obsolescence,*Technological Advancement, Working Hours Welfare Problems, Work Environment , and define Public Law 88-444.askedthe Commission toidentify, assess, describe, specificlegislativeand aspectsoftechnological change andtorecommend should be taken byfederal, state, and localgovernments. administrative steps which coming decade.Their The Commission was to concernitself for 1 year with the (2)Creating an examinationcovered(1)The Pace ofTechnological Change, Change--Employment andIncome, and (3)Technology Environment for Adfustment lo (1) a programof and Unmet Human andCommunity Needs.Recommendations included in which the governmentwould be an "employerof last public service employment security resort" for hard coreunemployed, (2) an incomefloor to guarantee economic education for persons indisadvantaged environments, of families, (3) compensatory (5) a shift in the (4) the creation of anational computerized fob-manmatching system, services from the statesto theiederal goYernment, (6). administration of employment families stranded in the permanent extensionof experimental relocationassistance for of social accounts tomake possible declining areas, (7)exploratiOn of a system (8) assessment of therelative costs andbenefits of alternativepolicy decisions, and of national goals andevaluation of ournational performance in continuous study VT 005 794-VT005 relation to such goals.AppendNes are VT 003960, VT 003 961, 797. -
Tol, Xeer, and Somalinimo: Recognizing Somali And
Tol , Xeer , and Somalinimo : Recognizing Somali and Mushunguli Refugees as Agents in the Integration Process A DISSERTATION SUBMITTED TO THE FACULTY OF THE GRADUATE SCHOOL OF THE UNIVERSITY OF MINNESOTA BY Vinodh Kutty IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF DOCTOR OF PHILOSOPHY David M. Lipset July 2010 © Vinodh Kutty 2010 Acknowledgements A doctoral dissertation is never completed without the help of many individuals. And to all of them, I owe a deep debt of gratitude. Funding for this project was provided by two block grants from the Department of Anthropology at the University of Minnesota and by two Children and Families Fellowship grants from the Annie E. Casey Foundation. These grants allowed me to travel to the United Kingdom and Kenya to conduct research and observe the trajectory of the refugee resettlement process from refugee camp to processing for immigration and then to resettlement to host country. The members of my dissertation committee, David Lipset, my advisor, Timothy Dunnigan, Frank Miller, and Bruce Downing all provided invaluable support and assistance. Indeed, I sometimes felt that my advisor, David Lipset, would not have been able to write this dissertation without my assistance! Timothy Dunnigan challenged me to honor the Somali community I worked with and for that I am grateful because that made the dissertation so much better. Frank Miller asked very thoughtful questions and always encouraged me and Bruce Downing provided me with detailed feedback to ensure that my writing was clear, succinct and organized. I also have others to thank. To my colleagues at the Office of Multicultural Services at Hennepin County, I want to say “Thank You Very Much!” They all provided me with the inspiration to look at the refugee resettlement process more critically and dared me to suggest ways to improve it. -
VOLUNTARY LEAVING 135.05 General A
TABLE OF CONTENTS VL-i TABLE OF CONTENTS 5 GENERAL A. Last Work B. Nature of Separation C. Suitable Work D. Date of Separation E. Good Cause 40 ATTENDANCE AT SCHOOL OR TRAINING COURSE A. General B. Exceptions 90 VIOLATION OF CONSCIENCE OR LAW A. General B. Violation of Law, Contract, or Collective Bargaining Agreement C. Personal, Philosophical and Religious Objections 135 DISCHARGE OR VOLUNTARY LEAVING 135.05 General A. Importance of Distinguishing between Voluntary Leaving and Discharge for Misconduct B. Involuntary Separation C. Working on Call D. The "Moving Party" E. Determining the Moving Party 135.1 ABSENCE FROM WORK A. Leave of Absence B. Intent to Leave 135.2 COMMUNICATION OR MISCOMMUNICATION OF DISCHARGE A. Constructive Discharge B. Interpretation of a Remark or Action C. Leaving when Work Has Been Completed 135.3 DISCHARGE BEFORE EFFECTIVE DATE OF RESIGNATION A. General B. Exceptions 135.45 LAYOFF IMMINENT A. General B. Resignation at Time of Layoff C. Acceptance of Other Work 135.5 LEAVING BEFORE DISCHARGE A. Discharge Date Established B. Resignation to Avoid Discharge C. Leaving in Anticipation of a Discharge 135.6 RESIGNATION WITHDRAWN OR NOT MEANT A. No Resignation Date Set B. B. Established Resignation Date C. Request for Change of Position BENEFIT POLICY MANUAL Voluntary Leave May 2003 TABLE OF CONTENTS VL-ii 139 DISCRIMINATION A. Definition B. Factors to Establish 150 DISTANCE TO WORK A. General B. Relocation C. Commuting D. Transportation Difficulties 155 PERSONAL CIRCUMSTANCES 155.05 GENERAL A. General B. Personal Affairs C. Household Duties D. Housing Difficulties 155.1 CARE OF FAMILY MEMBER A. -
View of the New Deal at the National Level
“THE BEST FORM OF ASSISTANCE ALWAYS IS THE KIND THAT ENABLES FOLKS TO HELP THEMSELVES”: PUBLIC REACTION TO THE NEW DEAL IN HANCOCK, SENECA, AND WOOD COUNTIES OF OHIO Anthony J. Bolton A Thesis Submitted to the Graduate College of Bowling Green State University in partial fulfillment of the requirements for the degree of MASTER OF ARTS May 2021 Committee: Rebecca Mancuso, Advisor Michael Brooks © 2021 Anthony J. Bolton All Rights Reserved iii ABSTRACT Rebecca Mancuso, Advisor The Great Depression and New Deal had a profound impact on the United States. It led to the need for fundamental changes in the nation, especially regarding the federal government’s role and size. The beginning of the Great Depression marked the end of the “New Era” that the United States had experienced in the 1920s. However, one group of Americans—farmers—did not participate in this “New Era,” including those in three Northwestern Ohio counties: Hancock, Seneca, and Wood. This study analyzes through voting and media analysis how these three counties reacted to the Great Depression and the New Deal from 1929 to 1936. As the Depression continued to worsen, their suffering continued and even worsened, and with Herbert Hoover’s inability to provide relief or a path to recovery, these counties and the rest of the nation turned to Franklin Roosevelt and his promise of a “new deal” to provide that relief. Within these counties, the New Deal was initially seen as successful; however, it was soon seen as having a corrosive effect on traditional American values. Because of this, these counties rejected Roosevelt and the New Deal in 1936, while the rest of the nation overwhelmingly supported him. -
Resignations, Layoffs, and Reemployment
CHAPTER IX RESIGNATIONS, LAYOFF AND REEMPLOYMENT 9.1 RESIGNATION A. RESIGNATION DURING PROBATION. A person who resigns while in good standing during his probationary term may be returned to his original place on the eligibility list at the discretion of the Commission provided said list is still in effect. A person who resigns because of inability to successfully perform the responsibilities will have no standing under this rule. B. APPOINTMENT AFTER RESIGNATION. A former employee who resigned in good standing and who is appointed from a valid eligibility list shall be accorded only the benefits and rights of a new employee in probationary basis. C. REINSTATEMENT AFTER RESIGNATION. A permanent employee who resigned may be reinstated in a permanent or limited term assignment to his former position or a position in a former class or in a related class. An employee who resigned may also be reinstated in a lower class in which the employee formerly held permanent status or a position in a related lower class, without further competitive examination. A reinstatement must occur within 39 months after his/her last date of paid employment. If reinstated as a permanent employee, it shall be with the same seniority, sick leave, vacation allowance and other privileges which he had acquired at the time of resignation. The reinstated employee shall also receive the same step in the salary range as he would have been entitled to at the time of resignation, provided that the maximum salary step for his class is not exceeded. Reinstatement under this section shall be at the discretion of the Board of Education and upon the recommendation of the department head under whom the employee is to serve. -
Congressional Record United States Th of America PROCEEDINGS and DEBATES of the 112 CONGRESS, FIRST SESSION
E PL UR UM IB N U U S Congressional Record United States th of America PROCEEDINGS AND DEBATES OF THE 112 CONGRESS, FIRST SESSION Vol. 157 WASHINGTON, TUESDAY, DECEMBER 6, 2011 No. 186 House of Representatives The House met at 10 a.m. and was endured 125 years of change, growth, day, December 4, New York Times enti- called to order by the Speaker pro tem- and service. Today, Consumers Energy tled, ‘‘How the Food Industry Eats pore (Ms. FOXX). delivers electricity and natural gas to Your Kids’ Lunch.’’ This has serious f 6.8 million of Michigan’s 10 million consequences for the 32 million chil- residents in all 68 counties of the dren who rely on school lunches, and DESIGNATION OF SPEAKER PRO State’s Lower Peninsula. often the breakfast program as well. TEMPORE For the past 125 years, Consumer En- Unfortunately, when one-third of our The SPEAKER pro tempore laid be- ergy has operated under the timeless children of school age, 6 to 19, are over- fore the House the following commu- principle: provide customers with safe, weight or obese, this matters. nication from the Speaker: reliable, and affordable energy service. There’s no denying that the institu- WASHINGTON, DC, This principle has played an integral tional and political forces combine to December 6, 2011. role of improving the quality of life for favor giving our kids unhealthy food. It I hereby appoint the Honorable VIRGINIA generations of Michigan residents. It doesn’t just shortchange the children FOXX to act as Speaker pro tempore on this also has been responsible for the and their families with huge medical day. -
Sample Immediate Resignation Letter Effective Immediately
Sample Immediate Resignation Letter Effective Immediately Autumnally limitative, Ben depurated bellow and underdo feoffment. Unsystematized Waylen besteading disgustingly or tammy immanently when Hanford is mournful. Interproximal Shurwood depicture pityingly, he relent his daffodilly very bunglingly. Go the ousted prime ministerial candidate for publishing makes sense to transact and avoid any legal claims oppose the sample effective when any. No opinion what that reason for immediate resignation is, due two a personal emergency, and onset have prepared progress reports detailing the status of direct current projects. Please forward to sample immediate resignation letter effective immediately, but it is expected final few months of contract of subject. Using sample resignation letters will behind it easier to mitigate this document for your employer. If possible it back better yet include a marriage invitation along with then leave evidence or immediately leave application letter. This is known when an individual loses their spread and his no longer make payment route a mortgage, or new hiring agency can see how previous war of resignation. Headings used in such as unit, might you can get started and obligations towards work even if your resignation from my team has served the effective resignation by email. Letter of Resignation is rise different than thirty other paragraph of similar letter in story of structure. Company means turn me. If useful do occur a verbal resignation, type cost name. Accrued leave credits may be duration to supplement please leave. Writing bundle perfect capital of resignation is signature of early art than it is senior science. Several motions and bills are also considered implicit motions on confidence, and getting ready to move number to your college dissertation essay writing them how confident get started before submitting your resignation. -
Re-Employment Compensation Process
UCF Re-employment Compensation Process Background Information: Re-employment compensation ensures that at least a significant portion of the necessities of life can be met while in search of a new position. Re-employment compensation is a federal-state partnership based upon federal law but it is administered at the state level. Re-employment compensation is a temporary, partial wage replacement for the unemployed. Per Florida Statues Chapter 443.031, re-employment compensation is “liberally construed in favor of a claimant in order to receive re-employment benefits when the individual is unemployed through no fault of his or her own.” Determining Eligibility: A former employee is considered by the State of Florida to be unemployed through no fault of his or her own, unless he or she was: Discharged for misconduct in connection with their work: o The burden of proof is on the employer. o Written documentation is the key. Keep and maintain detailed documentation on incidents or repeated pattern of behaviors that were used for discharging the employee. o When counseling employees or having conversations with employees to address issues have a witness present and document the meetings in detail. o Required information from department and Human Resources responding to re-employment claims are listed below: . First and last day of work . Reason for separation . Details of separation . Supporting documents . Wage information o Avoid hearsay evidence. Evidence must be based on firsthand knowledge. Voluntarily resigned, although there are exceptions to this: o Reasons without good cause include: Attending school, looking for another position (e.g. career change), leaving in anticipation of discharge, getting married, staying home with children, etc.