The act authorizes discharge of an employee by an employer only under limited enumerated circumstances; provides that employees discharged for reasons other than those enumerated to be wrongfully discharged; authorizes the commissioner to adopt additional grounds for discharge of an employee as long as they are not inconsistent with current enumerated grounds; establishes a wrongful discharge compliant process and hearing for which an employee may, within 30 days of discharge, file a complaint to the commissioner; requires that upon a wrongful discharge finding by the commissioner the employer shall be reinstated with back pay; authorizes the commissioner to request the Superior Court of the Virgin Islands to enforce any order issued; establishes evidentiary standards for determining finding of fact on appeal; and authorizes a wrongfully discharged employee to bring an action for compensatory and punitive damages.

This ordinance requires grocery employers to retain employees for 90 days upon change in control of the store; prohibits grocery employers from terminating employees during those 90 days without cause; requires grocery employers to conduct a performance evaluation of the employees at the conclusion of the 90 days and consider for continued employment employees with satisfactory performance; requires public notice of a change in control of the grocery store; and provides judicial remedies, including hiring and reinstatement rights, from and back pay, and the value of benefits lost, for violation of the ordinance, along with an award of reasonable attorneys' fees to a successful plaintiff.

This ordinance requires that upon receipt of a 'No-Match' letter, the City of Santa Fe will take no adverse action against any city employee listed on the notice, including firing, laying off, suspending, retaliating, or discriminating against any such employee, and that the City of Santa Fe will not ask any employee, either orally or in writing, to provide documentation to re-verify immigration status, except as required by law.

This ordinance adds three protected classes (gender identity, genetic identity, citizenship status) and expands three protected classes (family status, social security and domestic partners). This means that Madison residents are entitled to equal opportunities in employment, housing, public accommodations and city facilities without being discriminated against based on membership in any of these classes. These are in addition to already established protected classes in Madison such as age, race, color, sex, religion, sexual orientation, etc. In addition this ordinance protects credit history under employment.

This ordinance ensures that each resident receives full benefits of citizenship and equal employment opportunities regardless of a person's perceived or actual race, color, sex, religion, ancestry, national origin, sexual orientation, gender identity or expression, familial status, family responsibility, marital status, age, disability or handicap, use of service animals and/or mechanical aids.

Employee engagement is the degree to which an employee is passionate about and committed to their job and organization. If staff are fully engaged in their jobs, then they will put in the extra effort needed to provide the best services possible. This report outlines options local governments can take to improve employee engagement, thereby improving productivity and reducing turnover; the first half of the report discusses how to match people with a job that aligns with their skills and passions, while the second half addresses how to shape the culture of the organization in order to bolster engagement.

This resource provides a legal enforcement guide for the city of New York's ordinance to stop credit discrimination. The practice of credit history discrimination has a disproportionately negative effect on unemployed people, low income communities, communities of color, women, domestic violence survivors, families with children, divorced individuals, and those with student loans or medical bills. The ordinance prohibits employers from discriminating against employees and job applicants on the basis of their consumer credit history.

Experienced grocery workers with knowledge of proper sanitation procedures, health regulations, and understanding of the clientele and communities they serve are instrumental in maintaining health and safety standards in grocery establishments. As a result, this ordinance requires that grocery retailers retain employees when the stores ownership changes hands.