Employment Legislation legislation applying in England and Wales affecting contractual or other relations between employers and their employees or workers including (but not limited to) any legislation (and any amendment, extension or re-enactment of such legislation) and any claim arising under European treaty provisions or directives enforceable against the Company by any Employee or Worker.
Employment Legislation. The parties agree to amend this Agreement to comply with any provisions of new employment legislation that may come into force during the term of this Agreement.
Employment Legislation. This agreement complies with the Employment Rights Act 1996 as amended by the Employment Relations Act 1999 and the Employment Act 2002. It also specifically takes into account the responsibilities placed on employers under the following regulations highlighted briefly below : Part Time Workers (Prevention of Less Favourable Treatment) Regulations 2000 – stipulate that part timers are treated no less favourably than full timers with regards to payment, superannuation, leave provision, sickness, maternity, access to training opportunities etc Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 – stipulate that fixed term employees should not be treated less favourably than comparable permanent employees. These regulations also stipulate the use of successive fixed term contracts will be limited to 4 years after which the employee would be considered to be permanent. Race Relations Amendment Act 2000 – seeks to ensure that equality of opportunity exists in all policies and procedures affecting employees and service users.
Employment Legislation. Except to a degree that would not be Materially Adverse, each of the Turkish Subsidiaries is currently in material compliance, and to the best of the Vendors’ and Covenantors’ knowledge, has been in material compliance since incorporation of the Subsidiaries, with applicable Employment Legislation, and none of them has received any notice of any alleged breach or violation of any such Employment Legislation;
Employment Legislation. The Executive and the Company confirm that the conditions regulating this Agreement under the provisions of section 77(4A) of the Sex Discrimination Act 1975 (in relation to claims under that Act and the Equal Pay Act 1970), section 72(4A) of the Race Relations Xxx 0000, section 288(2B) of the Trade Union and Labour Relations (Consolidation) Xxx 0000, paragraph 2 of schedule 3A of the Disability Discrimination Xxx 0000, section 203(3) of the Employment Rights Xxx 0000, regulation 35(3) of the Working Time Regulations 1998, section 49(4) of the National Minimum Wage Xxx 0000, regulation 41(4) of the Transnational Information and Consultation etc. Regulations 1999, regulation 9 of the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, regulation 10 of the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002, paragraph 2(2) of schedule 4 of the Employment Equality (Sexual Orientation) Regulations 2003, paragraph 2(2) of schedule 4 of the Employment Equality (Religion or Belief) Regulations 2003, regulation 40(4) of the Information and Consultation of Employees Regulations 2004, paragraph 12 of the schedule to the Occupational and Personal Pension Schemes (Consultation by Employers and Miscellaneous Amendment) Regulations 2006, paragraph 2(2) of schedule 5 of the Employment Equality (Age) Regulations 2006 and section 147 of the Equality Xxx 0000 or any other equivalent provision in other United Kingdom legislation (the "Employment Legislation") are satisfied.
Employment Legislation. The Supplier shall comply with the requirements of all applicable Unemployment Insurance, Worker’s Compensation and Occupational Health and Safety legislation and all similar regulations applicable to workers employed by it.
Employment Legislation. The Company and the Employee confirm that this Agreement satisfies the conditions regulating compromise agreements and compromise contracts under Section 203(3) Employment Rights Axx 0000, Section 77 (4A) Sex Discrimination Axx 0000, Section 72 (4A) Race Relations Axx 0000, Section 288 (2B) Trade Union and Labour Relations (Consolidation) Axx 0000, Schedule 3A Part 1 Disability Discrimination Axx 0000, Section 35(3) Working Time Regulations 1998 and Section 49(4) National Minimum Wage Axx 0000, Regulation 41(4) Transitional Information & Consultation of Employees Regulations 1999, Regulation 9 of the Part Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, Regulation 10 of the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002, Schedule 4, Paragraph 2 (2) of the Employment Equality (Religion or Belief) Regulations 2003, Schedule 4, Paragraph 2(2) of the Employment Equality (Sexual Orientation) Regulations 2003, Regulation 40(4) Information and Consultation of Employees Regulations 2004 and Schedule 5, Paragraph 2(2) of the Employment Equality (Age) Regulations 2006 (together referred to as “the Acts”).
Employment Legislation. 3.1 Client and UP acknowledge that they are jointly and severally liable for contravention ofrelevant minimum standards expressed in Section 198 of the Labour Relations Act 1995.
3.2 Client warrants that no collective bargaining agreement, wage determination, bargaining council agreement or other similar minimum standards instrument or law, other than the Basic Conditions of Employment Act applies to the category of Temp to be assigned to client.
3.3 Client will not undertake Disciplinary action against a Temp but will immediately inform UP ofany situation involving the employee that warrants disciplinary procedure. UP as employer of the Temp will take all necessary steps it deems fit in the event of alleged misconduct by aTemp.
3.4 Client will give UP immediate notification if any Temp is not performing to agreed and required performance standards and procedures. Client will allow full and reasonable time for UP to counsel the Temp in order to improve the performance standard as is required under accepted industrial relations practice.
3.5 The client indemnifies UP should it prevent or hinder UP from complying with its obligations under the Labour Relations Act or any other applicable labour lawlegislation.
Employment Legislation. In employing the workmen to carry out the FMM Services, the Contractor shall comply and shall cause its sub-contractors (including ‘labour only’ sub-contractors) to comply with all the requirements of the Employment Act 1955 [Act 265], Employment (Restriction) Act 1968 [Act 353], Employees Provident Fund Act 1991 [Act 452], the Industrial Relations Act 1967 [Act 177], the Occupational Safety and Health Act 1994 [Act 514], the National Wages Consultative Council Act 2011 [Act 732] and any other law relating to the employment of workmen PROVIDED THAT the Contractor shall not be entitled to claim for any additional cost and expense whatsoever in respect of its compliance with this clause.
Employment Legislation. The Company and the Employee confirm that this Agreement satisfies the conditions regulating compromise agreements and compromise contracts under Section 203(3) Employment Rights Xxx 0000, Section 77(4A) Sex Discrimination Xxx 0000, Section 72 (4A) Race Relations Xxx 0000, Section 288 (2B) Trade Union and Labour Relations (Consolidation) Xxx 0000, Section 9(3) Disability Discrimination Xxx 0000, Section 35(3) Working Time Regulations 1998 and Section 49
