If a request for time off is denied because of an "undue hardship," the employer better be able justify it, says [Joseph Bradica]. "You can't just say, 'I think it's going to be busy that day,' " Bradica says. [...] the federal law, Title VII of the Civil Rights Act of 1964, says the request can be turned down if it imposes an undue hardship on the business. The language in the state proposal defines undue hardship as "an accommodation requiring unreasonable expense or difficulty, interference with the safe or efficient operation of the workplace or a violation of a bona fide seniority system or collective bargaining agreement.
... applicable to them under an award, collective agreement, continuing statutory individual agreemeent, common law employment contract, workplace policy, or a combination of these. For advice spec...
... agreement made in 2008 under the Workplace Relations Act 1996. PPI then won the contract to p... the employees are already covered by a collective agreement-based transitional instrument, such as a...
... court against petitioner unions (collectively referred to as the Union), alleging that "pursuantt to contracts and agreements" between the Union and Florida Power, "to which . ... had a duty of care to ensure her a safe workplace, which it had breached by allowing her to be assig...
... preserves various provisions of the Workplace Relations Act 1996 (Cth) (WR Act), such as the appplication of Notional Agreements Preserving State Awards (NAPSAs) and Preserved Awa... wish to partake in enterprise level collective bargaining with their employees (and with unions) ...
A divided US Supreme Court has ruled that an express agreement to arbitrate statutory claims in a collective bargaining agreement is enforceable absent an explicit ban on waivers of the right to bring an action in court in the statute under which a claim was being made. In 14 Penn Plaza & Temco Service Industries v Steven Pyett, the Court found no explicit prohibition in the Age Discrimination in Employment Act (ADEA) on waivers of the right to sue. Accordingly, it ruled that a collective bargaining agreement that clearly and unmistakably requires union members to arbitrate ADEA claims is enforceable as a matter of federal law. The Court found that the ADEA and the National Labor Relations Act clearly permitted the union and employer in this case to bargain for arbitration of workpl...
... this case to bargain for arbitration of workplace discrimination claims. The NLRA did so by empoweri...
... employees were also subject to a Collective Bargaining Agreement (the "CBA") between Xerxes an...] but stated there were [cliques] in the workplace and a number of people could be responsible." J.A....
... of the current Australian Workplace Agreement (AWA) regime; . the introduction of Individual Tra... arrangements which allow AWAs and collective agreements made before the commencement date of th...
... showed high levels of EQ compared to workplace norms. Shepherd (2004) proposed educating students..., managers not only contribute to the collective formulation of cultural norms and views, they expe...1992. Does self-other agreement on leadership perceptions moderate the validity of...
... released last year (click here for our workplace relations update - special election edition, octob... of the current Australian Workplace Agreement (AWA) regime; . the introduction of Individual Tra... arrangements which allow AWAs and collective agreements made before the commencement date of th...
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