Joel Singer is a dedicated lawyer, who will not stop until he has completed the job. His leadership in the legal justice system has been recognized internationally and his hardworking nature continues to be a huge asset to Foreign Affairs. Joel Singer has experience in a legal advisory on numerous issues, including civil status issues, international financial transactions, and a broad range good of other subjects. Joel has been one of the most respected and accomplished experts in the practice of International Law, he is well-known for his high-level involvement with international negotiations and enforcement. Smart, high-energy and effective problem solver who excels at providing tailored solutions to meet the needs of clients. A proven team leader and collaborator who establishes strong working relationships with others to pursue common goals. Joel Singer has worked in Foreign affairs ministry for many years. He is focused on providing legal advice on numerous issues with their clients. He works hard to help clients understand the complex issues of law in simple terms. Joel Singer is one of the best lawyers in DC area. He is well versed at explaining complex legal issues to his clients in a way that they understand. He will explain a case strategy and develop a plan of action that makes sense to his clients. Joel's extensive knowledge and experience make him an invaluable asset to his clients. Joel Singer is an expert at explaining complex issues in simple terms. His letters to clients are so well received that one client commented that he was almost sorry to receive a letter from him: they are so enjoyable to read.
Concepts such as “Happy Workplace”, “work-life balance”, “gender neutral workplaces”; are often touted amongst companies globally.
Hence, compliance under the law has to be adhered by each office of any organisation operating in India.1) An organisation must aim to create a workplace an equitable and safe workplace.2) It shall ensure that the company has a written anti-sexual harassment policy.
In addition to this, ensure that the names and contact details of the Internal Complaints Committee members and the penal provisions under the law are clearly displayed on notice boards in every office or unit;3) There must be a Gender-Neutral policy, over and above the law, although the law mandates only for the protection of Women.
The policy must be in the languageunderstandable by the majority of the employees.4) Regular sensitisation programs for their employees must be provided periodically by the employer and employees should be properly educated on the Sexual Harassment legislation and policy.5) The organisation must educate its employees about on definition of basic terms such as an employee, workplace and sexual harassment as laid down in The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013.6) They must educate employees on the importance of maintaining professional boundaries and to be more observant of the comfort level of others.
It is about maintaining a respectful, dignified and inclusive working environment for all employees.7) Constitute an Internal Complaints Committee with a minimum of four members with following composition:i) Presiding Officer: Woman employed at a senior level at the workplace from amongst the employees.ii) 2 or more members from amongst employees who are preferably committed to the cause of women or who have had experience in social work or have legal knowledge.iii) External member: From an NGO or association committed to the cause of women or person familiar with issues relating to sexual harassment.8) Since ICC has both Social and Legal responsibilities, such that its constitution must be well equipped to handle that immense responsibility.9) The Management, Employer and the ICC must support both the parties to the issue – Complainant and Respondent, and The Local Complaints Committee must provide with their support to all the three parties – Complainant, Respondent and The Company.
If such bias has been proved by any party, then the Act mandates for a dissolution of ICC and new ICC is to be framed by the Organisation.11) It is mandatory for the ICC to take up the case within 7 days from the date of complaint and also forward a copy to the respondent.
Deferred Action for Childhood Arrivals (DACA) is a policy that permits certain people who meet the requirement to get deferred action.
Individuals with granted DACA eligibility to renew their DACA grant are also eligible for work authorization.https://issuu.com/legaldosusa/docs/how_to_apply_for_daca_daca_everything_should_be_kn
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