Not exact matches
Panic buttons are
needed because hospitality
employees «are vulnerable to crimes and
other threatening behavior, including sexual assault,» the proposed ordinance
states.
I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and
other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and
other confidential and proprietary information, including procedures, customer lists, and particular desires or
needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any
other person or entity, any trade secrets or
other confidential or proprietary information obtained by
Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the
stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.
Cuomo's statement released earlier in the day on the Council 82 agreement specifically called out the unions, saying that, «If similar contract terms were adopted by New York's
other public
employee unions, the
state could achieve the $ 450 million in savings
needed to avoid the 9,800 layoffs.»
However, the Governor has signed
other education legislation, including measures to require criminal - records checks of new
employees of private schools, to survey the
need for «parenting» education, and to update the
state's standardized tests for 12th - grade students.
If Colorado and
other states allowed charter schools to opt out of the
state pension system, these schools could create plans that better fit the
needs of their
employees.
That includes teachers and
other employee salaries who work with students with disabilities, services and resources for those students, transportation for students with disabilities and
other expenditures to ensure districts are serving students with disabilities in accordance with federal and
state laws that can range from due process costs or even tuition for schooling alternatives when a public school can't meet their
needs.
In order for a customer to travel with an emotional support animal, the customer must provide to a Southwest Airlines
employee current documentation (not more than one year old) on letterhead from a mental health professional or medical doctor who is treating the customer's mental health - related disability
stating: The passenger has a mental or emotional disability recognized in the Diagnostic and Statistical Manual of Mental Disorders — Fourth Edition (DSM IV); the passenger
needs the emotional support of psychiatric service animal as an accommodation for air travel and / or for activity at the passenger's destination; the individual providing the assessment is a licensed mental health professional or medical doctor, and the passenger is under his or her professional care AND; the date and type of mental health professional's or medical doctor's license and the
state or
other jurisdiction in which it was issued.
Pet stores would
need to keep certificates that
state the sources of their animals and make them available to animal control officers, law enforcement, code compliance officials or
other city
employees.
If you have
employees, they'll
need to be accountable for Medicare, payroll taxes, and any
other taxes the
state you've incorporated in levies.
A lot of
other states simply call it vicarious liability, but the important thing is if that's what you're trying to show, that a company or employer should be responsible for the negligence of their
employees, you
need to be able to show that the person who was negligent, the
employee, was acting for the most part in furtherance of their employer's interests, doing the job they were hired to do.
Assisted with processing payroll for over 2,000
employees in 48
states on a biweekly basis, while addressing
other payroll
needs such working with
employees to resolve any payroll related issues
Professional Experience American Red Cross (Douglasville, GA) 11/2007 — Present Communications Manager • Lead the strategic direction and implementation of all public relations and communication functions to achieve American Red Cross Blood Services collection goals and organizational objectives • Collaborate with Chapter counterparts to promote a singular American Red Cross image and messaging throughout the
state • Develop viable communications plan to assure effective community awareness of critical
need for donations • Produce market communications and develop media outreach initiatives, including press releases, media inquiries, and special project updates, to ensure image and brand consistency • Author and edit scripts, presentations, and speeches for use by senior - level organization executives • Establish partnership within the community to enhance awareness of the blood donation program while leveraging key relationships with local - and
state - level media professionals • Develop and implement an annual public relations and communications budget to ensure self - sufficiency and utilize financial resources in an efficient manner • Execute and supervise all staff - related functions including hiring, training, evaluation, and career development to create a well - qualified team and enhance operational success • Plan and implement
employee award and recognition programs to honor milestone achievements, customer service excellence, and the accomplishment of national initiatives • Perform all duties and responsibilities in compliance with standard operating procedures, Safety Quality Identity Potency Purity (SQUIPP), the Code of Federal Regulations (CFR), Occupational Safety and Health Administration (OSHA), the Food and Drug Administration (FDA), and all
other applicable federal,
state, and local entities
• Managed talent acquisition programs for multi-billion dollar companies across the United
States • Clients included Yahoo!, Microsoft, Tumbleweed Communications, BEA, & Aderactive • Responsible for designing and implementing comprehensive recruitment and training programs • Trained and led staffing team consisting of recruiters, sourcers, coordinators, and schedulers • Offered guidance in recruitment, interview, negotiation, and training best practices • Developed execution plans offering metrics, hiring goals, and improvement strategies • Evaluated company staffing model, identified
needs, and recommended remedial measures • Interacted with company CEO's, Presidents, and
other members of senior leadership • Partnered with HR, Development, and
other company departments to best meet company goals • Significantly cut personnel costs and turnover rate through recruitment of career
employees • Recruited, interviewed, screened, and filled positions from entry level to senior leadership • Negotiated and finalized compensation packages and job descriptions • Managed complex personnel issues during company acquisitions and mergers • Responsible for ensuring that recruitment procedures empowered underrepresented groups • Authored reports detailing cost per hire, turnover ratios, and retention statistics • Utilized online and in - person recruitment tools and methods to attract best possible candidates • Developed working knowledge of varied professional fields to best fill positions • Built strong, long - term relationships with industry leaders across multiple professions • Cultivated sourcing pool for technology, sales, marketing, and
other professional skill sets • Maintain strong ties to leading colleges and universities for recruitment purposes • Performed all duties in professional, efficient, and effective manner