Sentences with phrase «about your employer during»

A great way to show your enthusiasm is emphasizing something positive you discovered about the employer during the interview — or from your research.

If you noticed any red flags about your employer during your interview, be cautious about accepting the job offer.

Not exact matches

If you want to attempt to stop office romances from ever occurring in the first place, employers should educate employees about the companies» office romance rules during the hiring process.

If they don't want Susie whispering hurtful words about Scott during breakroom chats, employers need to refrain from doing it themselves.

Employers must strive to have open discussions about workplace culture during the hiring process.

During the interviewing process, it is illegal for employers to ask certain interview questions about many personal details, however asking about military affiliation is not out of bounds.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

For instance, the amount of maternity leave a new mother receives and her employer's policy about pumping breast milk during the workday are two major factors.

Cuomo will reveal during his State of the State speech Wednesday that his administration is about to begin sponsoring temporary visas for all undocumented immigrants who can show they have been victims of wage law violations or physical abuse by their employers.

Carter is passionate about the value of these tests to the employer, and in my interview with him he offered readers some excellent tips on how to deal with the whole practice of testing during interviews.

During the interviews, the former employees were asked their opinion of their former employers, whether there were efforts to retain them, their experiences when they left and details about their new jobs.

Don't talk about compensation, benefits, problems with your current employer, and so on, during an initial phone interview.

Q: The U.K. Equality Act 2010 also allows employers to ask questions about health and disability during interviews that relate to the job applicant's ability to carry out essential functions of the job.

Date - Free Dating and playful compaininsh 25 Years Young and employers in Western territories during Sunday 3rd October 3, 4, women wanting sex app only for serious about the name Beautiful GIRL, Gorgeous.

During what is known as the «joining window», a one month period from the eligible jobholder's automatic enrolment date, the employer must give information to the pension scheme about the eligible jobholder; give enrolment information to the eligible jobholder; make arrangements to achieve active membership for the eligible jobholder, effective from their automatic enrolment date.

Even if you have provided the employer with a plethora of work samples and talked about your past job experience in your eLearning portfolio, the hiring manager is still going to want to know more about the experience that you have gathered during your time in the eLearning industry.

Many trans workers find themselves out of employment during or after transition and many employers struggle to find advice about good practice.

As an employer, you must provide to collectors the name and telephone number of the appropriate DER (and C / TPA, where applicable) to contact about any problems or issues that may arise during the testing process.

If your employer offers the account as a part of your benefits package you would normally hear about it during open enrollment.

However, prior to the offer of severance being accepted, the employer, based on information that it subsequently obtained about the employee's conduct during his employment, withdrew its offer of severance.

If you have reason to believe that your employer committed a violation by terminating you for any unlawful reason, I encourage you to learn more about your situation and your rights as an employee during a free case evaluation.

During the early part of 2016, his employers began to have some concerns about his performance.

These policies offer useful guidance to employers about the evolving legal definition of disability, medical information an employer can or can not request during the accommodation process, and the features of an appropriate drug or alcohol testing program in the workplace.

Although this is a first instance decision (and not binding on other courts), it demonstrates that employers need to be very careful about their timing when making any direct approach to employees during collective bargaining if they are to avoid falling foul of section 145B.

This case is the first challenge to an employer's decision about enhanced pay during a period of shared parental leave.

While reading Jottings By An Employer's Lawyer (which by the way is a very good US blawg for those who are interested), I found out about a case where news anchor Tom Burlington at Fox 29 in Philadelphia was fired for using the n - word during a staff meeting at which reporters and producers were discussing reporter Robin Taylor's story about the symbolic burial of the word by the Philadelphia Youth Council of the NAACP.

After about 19.5 years of employment, he was terminated with cause because of a string of incidents, which included allowing 1,500 defective camshafts to be processed with «roping» marks during his shift and then lying to the employer about what had happened.

Chicago labor and employment partner Frank Saibert authored this column about a recent unanimous decision by the U.S. Court of Appeals for the District of Columbia Circuit that reversed a National Labor Relations Board ruling regarding employee rights during an interrogation by an employer.

During the application process, you will be asked some routine questions (name, address, employer, income, etc.) along with questions about your medical history.

During the phone interview, you will be asked some routine questions (name, address, employer, income, etc.) along with several questions about your medical history.

If you want to learn more about the health plans being offered by your employer or if you are not satisfied with the answers to your questions during open enrollment, contact your state insurance department.

In fact, a consumer study conducted by the Life Insurance and Market Research Association (LIMRA) during Life Insurance Awareness Month 2015, found that half of U.S. workers have additional or supplemental life insurance benefits available to them through their employer, yet only about 50 percent choose to participate.

However, keep in mind that employers will know why you didn't include the GPA and may ask you about it during the interview process.

According to a survey conducted by Harris Poll and Glassdoor, 53 percent of U.S. workers believe employers should not ask about current salary or salary history during job negotiations.

If you think the timing is off because you're just about to get a promotion, pay rise or excellent training opportunity, then it's important to realise that these are all factors which can be negotiated with your potential new employer during the later stages of the interview process.

The downside to this type of formatting, however, is that you still may be asked about specific lengths and dates of employment which can take up valuable time during your interview in which you're trying to make a lasting impact on your potential new employer.

A good way to get a heads up on this is to ask the employer during your job interview about the prospective time frame to fill the position.

If, during a job interview, a potential employer asks about your core competencies and your «technical qualifications,» the interviewer may want to know about your computer / software / hardware skills versus other skills you possess that are not related to computer technology.

If the employer has concerns about your job history, let those questions arise during your interview — and be prepared with an honest explanation that does not speak negatively about any former employers, Weiner says.

During the interview, certain questions can prompt candidates to speak negatively about themselves or their previous company, whether it's answering the question «why are you looking to leave your current employer?»

It presents an opportunity to discuss information about things you forgot to mention during the interview and to follow up with information the employer asked you to provide.

There are two basic reasons to research employers: To aid you in your job search To help prepare you for your interview Researching an employer during your job search can help you determine more about that organization and... [Read more...]

How to ask about salary: It's generally always best to ask about salary as early as you can.This might be possible during the application stage (if the employer asks you to provide your salary expectations), but if not — it's perfectly acceptable to ask at interview stage.

The New York City Council passed public advocate Letitia James's bill Wednesday, banning public and private employers from asking candidates about their previous salaries during the hiring process and taking a job candidate's pay history under consideration when coming up with a new salary offer.

Be sure to tell your prospective employer about any plans you have during the application process or interview.

As of October 31, 2017, New York City will have a new law that prohibits employers in New York City from asking about, relying on or verifying a job applicant's salary history during the hiring process.

If you're researching a recruiter or potential employer, it's best to be transparent about it — go ahead and follow them on Twitter, that way if you mention one of their tweets during the interview, it won't catch them off guard!

A prospective employer can not ask about your financial status or credit rating during an interview.

Even though employers can't legally ask directly about your age, they sometimes ask questions during a job interview to try to determine how old you are.

This document is considered a formal letter handed over to an employee during the meeting when the employer is about to discuss the termination.