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In law, ignorantia juris non excusat (Latin for "ignorance of the law excuses not"), [1] or ignorantia legis neminem excusat ("ignorance of law excuses no one"), [2] is a legal principle holding that a person who is unaware of a law may not escape liability for violating that law merely by being unaware of its content.
High absenteeism in the workplace may be indicative of poor morale, but absences can also be caused by workplace hazards or sick building syndrome.Measurements such as the Bradford factor, a measurement tool to analyze absenteeism which believes short, unplanned absences affect the work group more than long term absences, do not distinguish between absence for genuine illness reasons and ...
The survey asked hiring managers to share the most suspicious excuses employees have given for missing a day of work -- and some might totally shock you. 14 of the most ridiculous excuses people ...
To be at work on time is an implied obligation unless stated otherwise. It is a legal reason for discharge in cases when it is a demonstrable disregard of duty: repeated tardiness without compelling reasons, tardiness associated with other misconduct, and single inexcusable tardiness resulted in grave loss of employer's interests.
This criminal defense straddles the divide between excuse and exculpation. It works by showing that the defendant's mind was not in control of the body's movements at the relevant time and that this loss of control was not foreseeable. For example, a diabetic suffering a hypoglycaemic attack will not be liable for any loss or damage caused. To ...
According to Linkedin, hybrid work is not only here to stay but is on the rise in 2024, with half of job listings in the U.K. advertising for hybrid positions, up from a third in August 2022.
The Labor Code emphasizes that the employment status of a furloughed employee is not terminated. [23] Employees under "floating status" do not render actual work and thus do not receive any salary. [24] However an employee may only be placed on floating status for a period of not more than six months [25] after which the employee could be ...
Generally, the WARN Act covers employers with 100 or more employees, not counting those who have worked fewer than six months in the last twelve-month work period, or those who work an average of less than 20 hours a week. Employees entitled to advance notice under the WARN Act include managers, supervisors, hourly wage, and salaried workers.