Sentences with phrase «accommodate employees at»

Not exact matches

Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787 program; 4) margin pressures and the potential for additional forward losses on new and maturing programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on pension plan assets and the impact of future discount rate changes on pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled employees and our relationships with the unions representing many of our employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.

So, it's crucial to develop programs to initially accommodate a realistic portion of your employees and not try to serve everyone at once.

The holiday season is prime time at many small businesses, and they may not have enough staff to accommodate the extra work as well as the time off many employees want.

Post hiring, you should also be looking at the possibilities of making the workplace accommodating for all of your employees.

If a mom has returned to work and is breastfeeding, why is it so difficult for some employees to accommodate them and figure out a way so the mom can pump at work in a clean, comfortable environment?

That would open up enough space on four floors of the county office building to accommodate about 165 health and social services employees now scattered in leased office space at three downtown locations.

Delaware North executives maintain that the company has outgrown its quarters at Key Center and that no office space in the region can accommodate its needs, which include not only offices, but a hotel and restaurant to train employees.

Mr. Crowell alleges that American's employees at Miami International Airport failed to properly accommodate his service animal, and in doing so, aggravated Mr. Crowell's post-traumatic stress disorder (PTSD).

«The plant will begin converting its body shop in November when the tooling and equipment specific to the Ford Expedition and Lincoln Navigator will be disassembled and transferred to Kentucky Truck Plant -LSB-...] in the interim, 1,000 employees will be transferred next door to Wayne Assembly Plant where a third crew will be added in January to accommodate increased production of the hot - selling Ford Focus» Small Vehicles at Michigan Plant: Only in 2010 Retooling a manufacturing plant of that size isn't easy or quick, so the C - class vehicles will only start production in 2010.

It is often difficult to determine at what point the accommodation obligation has ended because the employer has accommodated the employee's disability - related limitations to the point of undue hardship.

The takeaway from this decision, or at least my brief summary of it, is that employees do not need to establish both that their employers violated their rights and that the employer could not accommodate them; they must only establish a violation.

The Court of Appeal ruled that the employer's decision to put the employee on an unpaid leave of absence in August 2010 was not an infringement of his rights because, at that time, the employer had accommodated the employee to the point of undue hardship.

Employers need employees to be working at certain times and, for operational needs, often can not accommodate every request — even if they wanted to.

Accommodating a Prospective Employee at the Interview: 3 Things to Consider When Adapting Your Recruitment Process

The Canadian Human Rights Commission's recent publication «Impaired at Work — A guide to accommodating substance dependence,» which aimed to assist federally regulated employers address substance dependence in the workplace, was «really useful» in informing employers and employees of their rights and obligations, for example.

If you are interested in obtaining additional information about an employer's obligation to reasonably accommodate disabled employees, you may contact Jonathan at [email protected].

In an arbitration between the Corporation of Quinte West and CUPE, Local 759, (decision released on October 21, 2011), Arbitrator Paula Knopf considered whether an employer has an obligation to accommodate an employee who suffers from allergies that are caused, at least in part, by scented products in the workplace.

Q.B.); nor a case in which the employee had accepted prior transfers: Reber v. Lloyds Bank International Canada 1985 CanLII 153 (BC CA), (1985), 18 D.L.R. (4th) 122 (B.C.C.A.), Jim Pattison Industries Ltd. v. Page, [1984] S.J. No. 448 (C.A.), Durrant v. Westeel - Rosco Ltd. 1978 CanLII 277 (BC SC), (1978), 7 B.C.L.R. 14; nor a case in which the employer faced financial difficulties compelling consolidation or restructuring: Smith v. Viking Helicopter Ltd. reflex, (1989), 68 O.R. (2d) 228, Morris v. International Harvester Canada Ltd. reflex, (1984), 7 C.C.E.L. 300; nor a case in which the employer was attempting to accommodate an employee who was no longer able to perform at a level required of the position in which the individual was employed: Canadian Bechtel Ltd. v. Mollenkopf (1978), 1 C.C.E.L. 95, and Marko v. Toromont Industries Ltd., [1998] O.J. 5539 (QL)(Gen. Div.)

The services of an experienced, third party Disability Manager can assist employees and employers in arriving at innovative solutions that accommodate the needs of returning employees while avoiding undue hardship on the part of the employer.

Johnstone set off a firestorm of debate at the start of this year when the court affirmed the Canadian Human Rights Tribunal's decision that employers had the legal obligation to accommodate an employee's family status — including parental responsibilities, specifically finding childcare.

So, sure businesses might sometimes face a hurdle or two in accommodating new parents at work, but should employers think so little of their employees that accommodation isn't worth the effort?

While the legal meaning and extent of the terms «handicapped» and «undue hardship» are constantly being tested before tribunals at all levels, the concept is uncontroversial — an employer must adapt the workplace to accommodate a disabled employee to a certain point.

Create Resume Amy Hughes 100 Main Street, Cityplace, CA, 91019 [phone] [email protected] Professional Summary Employee highly effective at anticipating and accommodating needs.