RESPONSIBILITIES OF THE EMPLOYER. 1. The Employer agrees to display the following notices supplied by DHS in a prominent place that is clearly visible to prospective employees and all employees who are to be verified through the system:
a. Notice of E-Verify Participation
RESPONSIBILITIES OF THE EMPLOYER. For purposes of this MOU, references to the Employer include the Web Services E-Verify Employer Agent when acting on behalf of the Employer.
1. By enrolling in E-Verify and signing the applicable MOU, the Employer asserts that it is a legitimate company which intends to use E-Verify for legitimate purposes only and in accordance with the laws, regulations and DHS policies and procedures relating to the use of E-Verify.
2. The Employer agrees to display the following notices supplied by DHS (though the Web Services E- Verify Employer Agent) in a prominent place that is clearly visible to prospective employees and all employees who are to be verified through the system:
a. Notice of E-Verify Participation
b. Notice of Right to Work
3. The Employer agrees to provide to the SSA and DHS the names, titles, addresses, and telephone numbers of the Employer representatives to be contacted about E-Verify. The Employer also agrees to keep such information current by providing updated information to SSA and DHS whenever the representatives’ contact information changes.
4. The Employer agrees to become familiar with and comply with the most recent version of the E-Verify User Manual. The Employer will obtain the E-Verify User Manual from the Web Services E-Verify Employer Agent, and will be notified by the Web Services E-Verify Employer Agent when a new version of the E-Verify User Manual becomes available.
5. The Employer agrees to comply with current Form I-9 procedures, with two exceptions:
a. If an employee presents a "List B" identity document, the Employer agrees to only accept "List B" documents that contain a photo. (List B documents identified in 8 C.F.R. 274a.2(b)(1)(B)) can be presented during the Form I-9 process to establish identity.) If an employee objects to the photo requirement for religious reasons, the Employer should contact E-Verify at 000-000-0000.
b. If an employee presents a DHS Form I-551 (Permanent Resident Card), Form I-766 (Employment Authorization Document), or U.S. Passport or Passport Card to complete Form I-9, the Employer agrees to make a photocopy of the document and to retain the photocopy with the employee’s Form I-9. The Employer will use the photocopy to verify the photo and to assist DHS with its review of photo mismatches that employees contest. DHS may in the future designate other documents that activate the photo screening tool. Note: Subject only to the exceptions noted previously in this paragraph, employees still retain th...
RESPONSIBILITIES OF THE EMPLOYER. The Employer will exert all possible efforts to enhance the welfare and protect the rights of Filipino workers hired under this Agreement in accordance with the laws of the Philippines, his country of domicile and international covenants on expatriate employment and in accordance further with the best possible treatment already extended to other workers at its worksite. Except for reasons by the fault of the Employee, force majeure, or flight delay, the Employer shall transport the worker to the worksite within thirty (30) days from the date of scheduled departure as specified by the Employer upon filing of job requisition. Should the employer fail to do so for no valid or justifiable reasons, he shall pay the worker reasonable compensation as may be determined by the appropriate authorities for every month or a fraction thereof of delay. Payment made under this provision will be made to the worker through the Employer's Legal Representative or the government agency appropriate for the purpose. Should the Employer cancel the employment contract, or if the delay already exceeds two (2) months and the worker elects to cancel the said employment contract, the Employer shall pay the Employee an additional amount of compensation as may be determined by the appropriate authorities. In this case, the employer shall not be reimbursed the amount he paid to its Legal Representative for documentation and processing fees. In case of termination of the worker's employment for cause or as a result of death or serious injury, the Employer shall immediately inform the Philippine Embassy/Labor Attache nearest the site of employment and/or the POEA and the Employer's Legal Representative about said event. In case of death of the Employee, the Employer shall bear the expenses for the repatriation of the remains of the Employee and his personal properties to his relatives in the Philippines, or if repatriation is not possible under certain circumstances, the proper disposition thereof, upon previous arrangement with the worker's next-of-kin, or in the absence of the latter, the nearest Philippine Labor Attache or Embassy/Consulate. In all cases, the Employer shall insure that the benefits due the Employee shall be made available to him or his beneficiaries within the shortest time possible.
RESPONSIBILITIES OF THE EMPLOYER. The Employer shall comply with the provisions of the Act.
RESPONSIBILITIES OF THE EMPLOYER. The Employer will:
(a) Maintain a clinical workplace that supports the Program as it meets and strives to exceed the standards of the ACGME as well as the other responsibilities as described in the Institutional and Program Resident/Fellow Handbook(s);
(b) Provide reasonable accommodations to Residents/Fellows with disabilities, as set forth in Employer’s Human Resources Policy A.2, “Employee Recruiting and Retention,” Section 7.0 and in compliance with the Americans with Disabilities Act (“ADA”), ACGME requirements, and all other applicable state and local laws;
(c) Provide a suitable academic environment for clinical and educational experiences in the Resident’s/Fellow’s specialty or subspecialty area;
(d) Provide Resident/Fellow with Physician Well-Being Resources as required by the ACGME and the Sponsoring Institution;
(e) Provide Resident/Fellow timely notice of the effect of leave(s) of absences on the ability of the Resident/Fellow to satisfy requirements for Program completion in concordance with guidance of the Program Director and Program Leadership;
(f) Provide Resident/Fellow with grievance mechanisms that grant reasonable due process rights; and
(g) Provide Resident/Fellow information relating to the eligibility of certification examination(s) by the relevant certifying board(s).
RESPONSIBILITIES OF THE EMPLOYER. 5.1 The Employer agrees to ensure that the Bursary Recipient fulfils the following obligations towards the programme:
(a) Attends the Induction,
(b) Attends the specified Block Weeks,
(c) Completes this programme, or
(d) Does not deregister from the Programme
5.2 The Employer agrees that should the Bursary recipient not achieve any of the above deliverables, that they will repay the full value of funds disbursed for the programme for that Bursary Recipient to the Project Sponsor.
RESPONSIBILITIES OF THE EMPLOYER. A. The Employer retains full and final authority and responsibility with respect to compliance with COBRA Continuation of Coverage Provisions and except as provided in Article V., paragraph E, the Employer shall have the sole responsibility for and shall bear the entire cost of compliance with all federal, state and local rules and laws including, but not limited to: any licensing; filing; reporting and disclosure requirements as they may apply to its Health Benefits Continuation Coverage or COBRA Continuation Provisions; and all costs, expenses and fees relating thereto.
B. Except to the extent that Article V, paragraph D applies, the Employer shall undertake the defense of any action against it and/or HCSC and shall be responsible for the costs of defense; provided, however, that HCSC shall have the option, at its sole discretion, to employ attorneys selected by it to defend any such action, the costs and expenses of which shall be the responsibility of the Employer.
C. It is understood by the Employer that COBRA imposes penalties on an employer or Plan Administrator who fails to accurately comply with the COBRA Continuation of Coverage Provisions. It is further understood by the Employer that HCSC shall in no way be responsible for any said penalties nor does HCSC agree to be liable for damages resulting from any said penalties which may be imposed on the Employer or Plan Administrator for non-compliance of COBRA Continuation of Coverage Provisions. The penalties may include, but are not limited to: loss of federal tax deduction for expenses paid or incurred for any Group Health Plan maintained by the Employer; failure to notify the employee of continuation rights, either initially or upon a Qualifying Event resulting in a penalty payment of up to $100.00/ per Qualified Beneficiary per day of delay; and highly compensated individuals who participate in a Group Health Plan for which the Employer fails to follow the COBRA requirements may not be permitted to exclude from income the amount contributed by the Employer in his or her behalf for such coverage.
D. The Employer hereby agrees to identify the employee who shall act as the sole contact between the Employer and HCSC in regard to COBRA Health Benefits Continuation Coverage matters under this Agreement.
E. The Employer hereby agrees to be solely responsible for providing the initial notice regarding Health Benefits Continuation Coverage under COBRA and for providing and updating their Summary Plan Des...
RESPONSIBILITIES OF THE EMPLOYER. The E-Verify Employer Agent shall ensure that the E-Verify Employer Agent and the Employers represented by the E-Verify Employer Agent carry out the following responsibilities. It is the E-Verify Employer Agent’s responsibility to ensure that its clients are in compliance with all E-Verify policies and procedures.
1. The Employer agrees to display the following notices supplied by DHS in a prominent place that is clearly visible to prospective employees and all employees who are to be verified through the system:
a. Notice of E-Verify Participation
RESPONSIBILITIES OF THE EMPLOYER. 1. Submit preliminary requirements and information available to him to the Consultant.
2. Naming a person with enough experience to represent him for co-ordination with the Consultant and to help the Consultant in acquiring the information referred to above.
3. Pay the Consultant due payments in the dates stipulated in the Contract.
RESPONSIBILITIES OF THE EMPLOYER. 1. The Employer agrees to display the notices supplied by the Department of Homeland Security in a prominent place that is clearly visible to prospective employees.
2. The Employer agrees to provide to the SSA and the Department of Homeland Security the names, titles, addresses, and telephone numbers of the Employer representatives to be contacted regarding the Basic Pilot.
3. The Employer agrees to become familiar with and comply with the Basic Pilot Manual.
4. The Employer agrees that all Employer Representatives performing employment verification queries will complete the Basic Pilot Web-Based Tutorial.
5. The Employer agrees to comply with established Form I-9 procedures, with one exception: When an employee presents a "List B" identity document, the Employer agrees that it will only accept "List B" documents that contain a photograph. (List B documents identified in 8 C.F.R. § 274a.2(b)(1)(B)) can be presented during the Form I-9 process to establish identity).
6. The Employer understands that participation in the Basic Pilot does not exempt the Employer from the responsibility to complete, retain, and make available for inspection Forms I-9 that relate to its employees, or from other requirements of applicable regulations or laws, except for the following modified requirements applicable by reason of the Employer's participation in the Basic Pilot: (1) identity documents must have photographs, as described in paragraph 5 above; (2) a rebuttable presumption is established by section 403(b) of IIRIRA that the Employer has not violated section 274A(a)(1)(A) of the INA with respect to the hiring of any individual if it obtains confirmation of the identity and employment eligibility of the individual in compliance with the terms and conditions of the Basic Pilot; (3) the Employer must notify the Department of Homeland Security if it continues to employ any employee after receiving a final nonconfirmation, and is subject to a civil money penalty between $500 and $1,000 for each failure to notify the Department of Homeland Security of continued employment following a final nonconfirmation; (4) the Employer is subject to a rebuttable presumption that it has knowingly employed an unauthorized alien in violation of section 274A(a)(1)(A) if the Employer continues to employ any employee after receiving a final nonconfirmation; and (5) no person or entity participating in the Basic Pilot shall be civilly or criminally liable under any law for any action taken in ...
