Employment Compliance. The Employer is responsible to comply with all Federal and State laws in regard to eligibility for work.
Employment Compliance. In the last 5 years:
(a) to the Knowledge of Unusual, no allegations of sexual harassment, sexual misconduct, sexual, gender, racial, religious other discrimination which is in violation of applicable Laws, o retaliation or policy violations have been made involving any current or former director, officer, manager, employee or independent contractor of Unusual;
(b) Unusual has not entered into any settlement agreement related to allegations referred to in Section 3.09(a); and
(c) no Legal Proceedings are pending or, to the Knowledge of Unusual, threatened related to allegations referred to in Section 3.09(a) against Unusual.
Employment Compliance. In the last 5 years:
(a) to the Knowledge of Red Cat and the Principal Stockholder, no allegations of sexual harassment, sexual misconduct, sexual, gender, racial, religious or other discrimination which is in violation of applicable Laws, or retaliation or policy violations of a Target Company have been made involving any current or former director, officer, manager, employee or independent contractor of either Target Company;
(b) neither Target Company has entered into any settlement agreement related to allegations referred to in Section 5.32(a); and
(c) no Legal Proceedings are pending or, to the Knowledge of Red Cat and the Principal Stockholder, threatened related to allegations referred to in Section 5.32(a) against either Target Company.
Employment Compliance. In the last 5 years:
(a) to the Knowledge of the Principal Stockholder, no allegations of sexual harassment, sexual misconduct, sexual, gender, racial, religious other discrimination which is in violation of applicable Laws, o retaliation or policy violations have been made involving any current or former director, officer, manager, employee or independent contractor of either Target Company;
(b) neither Target Company has entered into any settlement agreement related to allegations referred to in Section 6.07(a); and
(c) no Legal Proceedings are pending or, to the Knowledge of each Target Company, threatened related to allegations referred to in Section 6.07(a) against either Target Company.
Employment Compliance. The Company is in compliance in all material respects with all Applicable Laws and all Contracts relating to employment, employment practices, immigration (including form I-9 completion and retention), wages, hours, worker classification, eligibility for and payment of overtime and terms and conditions of employment. To the Knowledge of the Company, each employee of the Company or any of its Subsidiaries working in the United States is a United States citizen or has a current and valid work visa or otherwise has the lawful right to work in the United States. To the Knowledge of the Company, the Company has in its files a Form I-9 that was completed in accordance with Applicable Law for each employee of the Company or any of its Subsidiaries or whom such form is required under Applicable Law.
Employment Compliance. Seller has (i) complied with all applicable laws relating to employment or labor, including provisions relating to wages, hours, employment benefits, equal opportunity, occupational safety and health, collective bargaining, and the payment of Social Security and other taxes; and (ii) fully disclosed in writing to Purchaser all relevant facts and issues regarding Seller’s labor and employment matters. There are no policies or practices relating to employment matters other than those described in the Employee Handbook dated June 1, 2000. There have been no attempts to organize or unionize employees of Seller within the last five (5) years.
Employment Compliance. Seller shall comply with all applicable employment laws, rules, and regulations, including, without limitation, Executive Order 11246 of 1965, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (“E mployment Laws”). Seller may also be required to develop and comply with written affirmative action plans in compliance with such Employment Laws. Seller hereby represents and warrants to Umicore that Seller is not the subject of any audit, investigation, or enforcement action by any U.S. governmental entity in connection with any such Employment Laws. If applicable, Employment Laws specifically include, and Seller shall comply with, the following regulations, which are incorporated herein as if set forth in full text: FAR 52.203-15 Whistleblower Protections FAR 52.203-17 Contractor Employee Whistleblower Rights FAR 52.203-19 Prohibition on Certain Confidentiality Agreements FAR 52.222-17 Nondisplacement of Qualified Workers FAR 52.222-21 Prohibition of Segregated Facilities FAR 52.222-26 Equal Opportunity FAR 52.222-35 Equal Opportunity for Veterans FAR 52.222-36 Equal Opportunity for Workers with Disabilities FAR 52.222-37 Employment Reports on Veterans FAR 52.222-40 Notification of Employee Rights Under the NLRA DFAR 252.203-7002 Whistleblower Rights
Employment Compliance. To Seller’s and Owner’s Knowledge, Seller is in compliance in all material respects with the health care continuation requirements of COBRA and all other applicable labor and employment laws and regulations, provided, however, that Seller has not used e-verify and is not making any representation with respect to compliance with any immigration law, rule or regulation. To Seller’s and Owner’s Knowledge, Seller is in compliance in all material respects with all municipal, state and federal laws and regulations regarding the health care continuation requirements, including all COBRA requirements (including notice and the provision of benefits where necessary). Seller is responsible for and shall indemnify and hold Buyer harmless for all labor or employment-related claims for all of Seller’ current or past Employees arising or accruing through the Closing Date (other than to the extent the claim relates to the failure of the Buyer to hire Employees listed on Schedule 7.3(a) as stated in Section 7.3(a)), including but not limited to claims under: Title VII of the Civil Rights Act of 1964; the Federal Civil Rights Act of 1991; the Americans with Disabilities Act; the Age Discrimination in Employment Act; the Older Workers’ Benefit Protection Act; the Federal Family and Medical Leave Act of 1993; the Workers Adjustment and Retraining Notification Act of 1988; the Employee Retirement Income Security Act of 1974; the Equal Pay Act; any and all employment-related Connecticut statutes, laws and regulations; the orders and decisions of the Connecticut State Labor Commissioner; any other federal, state, local law, regulation or ordinance; any action based on any alleged breach of contract, unconscionability, breach of the covenant of good faith and fair dealing, fraud, fraudulent inducement or any other tort; any violation of public policy or statutory or constitutional rights; any claim for severance pay, overtime, wages, bonus or similar benefit, car allowance, relocation expenses, housing allowance, sick leave, pension, retirement, stock options, vacation pay, holiday pay, life insurance, health or medical insurance, reimbursement of health or medical costs, or any other fringe benefit; and any claim for disability.
Employment Compliance. To the best knowledge of Seller, Seller has complied with all applicable laws relating to employment or labor, including provisions relating to wages, hours, employment benefits, equal opportunity, occupational safety and health, collective bargaining, and the payment of Social Security and other taxes. There are no written policies or practices relating to employment matters. To the best knowledge of Seller, there have been no attempts to organize or unionize Seller’s employees within the last five (5) years.
Employment Compliance. Mokume is in compliance in all material respects with all applicable laws, agreements and contracts relating to employment, employment practices, immigration, wages, hours, and terms and conditions of employment, including, but not limited to, employee compensation matters. A list of all current employees, officers and consultants of Mokume and their current title and/or job description and compensation is set forth on Schedule 3.16.1 to the Mokume Disclosure Letter. Mokume does not have any employment contracts or consulting agreements currently in effect that are not terminable at will (other than agreements with the sole purpose of providing for the confidentiality of proprietary information or assignment of inventions). Mokume has no liability to any employee, officer or director of Mokume, for the payment of any bonus or other compensatory payment that will be triggered by or become payable as a result of, the execution or delivery of this Agreement or the consummation of the Merger or any of the other transactions contemplated by this Agreement or any of the agreements which are exhibits hereto.
