Sentences with phrase «act as our employees»

He was acting as an employee of BRK at the time.

I undertake to perform these services without compensation, and in performing my services, I acknowledge that I am not acting as an employee of the Association.

For example, the court noted that there was insufficient information presented to determine if the maintenance worker was acting as an employee of the defendant at the time he was removing the tree, and if the maintenance worker was determined to be an employee of the defendant, the defendant may be liable for the maintenance worker's actions.

But when you practice law, send out invoices, create marketing material, and otherwise run your law firm, you are acting as an employee for your law firm, not as an alter - ego of the business entity.

Since emails are typically less formal, employers see them as a candid snapshot of who you are - and potentially how you will act as an employee.

For example, a licensee may not be licensed to provide real estate services with ABC Realty Inc. and at the same time act as the employee of a developer, marketing development units on behalf of that developer.

When there is one broker, and there are different salespersons licensed under the same broker, each salesperson is an employee of the broker and their actions are the actions of the employing broker ․ When one salesperson obtains the listing and represents the seller, and another salesperson employed by the same broker represents the buyer, they both act as employees of the same broker.

You will not act as our employee under the meaning of or application of any United States federal or state laws relating to unemployment insurance, old age benefits, social security, worker's compensation, or any regulations which may impute any obligation or liability to ReferralExchange.com by reason of an employment relationship.

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.

Massoumi says he's found that a critical hiring strategy is subjecting new hires to a role - playing scenario, in which someone applying for an enterprise - sales role, for instance, might have to pitch ZocDoc to another employee acting as a member of a hospital system.

In general, under the Fair Labor Standards Act (FLSA), individuals can't volunteer services to for - profit, private - sector companies unless the activity benefits the employee, such as in the case of an unpaid internship.

Descriptions can even act as incentives for employees who want to pursue career development activities to earn a promotion.

This act of selfishness actually holds back that employee for getting the development that they deserve as is extremely de-motivating.

Instead, Raz recommends assigning another employee to show your new hire around, field basic questions, make introductions, and act as a sounding board, which can go a long way toward alleviating that dreaded «fish out of water» feeling during the first weeks.

The random acts of kindness spanned the globe — and as photos and videos were shared on social media, the do - goodery spread beyond employees.

20 percent time can act as a clear message to your employees: We believe in you, you're an integral part of our culture, and we want you to succeed and follow your passions.

More pejoratively: The term «tech bro» also refers to a tech company employee who acts entitled, lacks self - awareness and is tone deaf about sensitive issues such as the realities of urban poverty.

Now that the Affordable Care Act (ACA) is here to stay for a while, at least, this challenge will come to a head in the form of the Cadillac Tax, as employers brace for a potentially drastic change in the way they offer benefits to their employees.

The cost is nothing more than a little bit of lost productivity on the part of the top employees who act as coaches, and even that's partly if not entirely offset by the performance bump in those they train.

As you know, former Uber employee Susan J. Fowler published a blog post over the weekend (which has since gone viral), accusing numerous members of Uber's management team of various acts of impropriety.

While Schnatter has discussed his uniquely homespun hiring process before as well as his employee management strategy, this latest act should serve as a heartrending example of how great leaders, with a little empathy, can transform their companies into communities.

Another way good businesses care for their employees is to keep confidential things confidential, as required by the Privacy Rule of the Health Insurance Portability and Accountability Act of 1996 (known more commonly as HIPPA).

An intranet is a company - exclusive service that acts as a social platform, information hub and employee communication portal.

Then there were the random acts of cruelty, such as an employee who went out of her way to get someone fired, she recalls.

They step out of the way (and maybe play too much golf) as the employee sort of spirals into a place of too much self - reliance, feeling like theirs is a solo act.

And then watch as employees improve their responses, once it's clear that you actually act on their feedback.

Small businesses are sued for a wide variety of reasons, from breach of contract to product defects to employee relations to noncompliance with federal regulations (such as the Americans with Disabilities Act).

He's been propagating the «day 1» mantra for decades, and it's meant as a reminder that Amazon should never stop acting like a startup — even though the company now boasts more than 560,000 employees and more than 100 million members of Amazon Prime, the company's paid service for free shipping on select items.

Such platforms act as open forums for employees to post and write about their business ideas and creative musings.

Even though they are not required by the Fair Labor Standards Act, if you permit your employees to take breaks, they must be counted as hours worked.

McDonald's and the National Labor Relations Board will finally go head - to - head in court on Monday as the fast - food company faces long - standing allegations that it violated employee rights under the National Labor Relations Act.

They supplement base pay to provide competitive compensation, can act as a recognition tool to award employees for satisfactory work, and they help ensure that employees» interests are aligned with shareholders.

With many employers finding themselves vulnerable to unsightly overhead or looming taxation of very generous plans — such as the Cadillac Tax — under the Affordable Care Act (ACA), a growing tactic has been to shift the burden of healthcare to employees.

If an employee wants to work part time to take care of an ailing spouse or a sick child, this should be treated as a «demand» for FMLA leave (Family and Medical Leave Act) and not a «request» for a flexible schedule.

According to Karen Elliot, an employment law attorney at Sands Anderson, if you have more than 20 employees and use Twitter as the primary means of job postings, you could be hit with a claim under the Age Discrimination in Employment Act of 1967.

Jeff Howe, a journalism professor at Northwestern University, who was one of the first professionals to use the word, defines it as «the act of taking a job traditionally performed by a designated agent (usually an employee) and outsourcing it to an undefined, generally large group of people in the form of an open call.»

The act calls for the disclosure of the ratio between the pay for a company's CEO and the median pay of all other employees — known as the CEO - worker pay ratio.

When an employee refuses to act as a team player or sabotages the work of another team member, all these areas are affected.

Small - business owners are worried that employee health - care costs will rise substantially as the Affordable Care Act is implemented, and that Congress and the President won't agree on taxes and spending, sending the country over the fiscal cliff into a recession in 2013.

Our employees selected the art; we have them acting as curators.

«The White House officials who provided this week's briefing stated that several White House employees came forward and «confessed» that they failed to forward official records from their personal email accounts to their governmental email accounts within 20 days, as the Presidential Records Act requires,» Cummings continued.

This group of Uber employees flew into Miami for 10 days in part for a work retreat, and in part to act as a kind of advance squad, whose duties include networking with hospitality workers, scouting venues, and recruiting Miami Uber drivers.

On April 8, 2016, the Department of Labor (Department) published a final regulation (Fiduciary Rule or Rule) defining who is a «fiduciary» of an employee benefit plan under section 3 (21)(A)(ii) of the Employee Retirement Income Security Act of 1974 (ERISA or the Act) as a result of giving investment advice to a plan or its participants or benefiemployee benefit plan under section 3 (21)(A)(ii) of the Employee Retirement Income Security Act of 1974 (ERISA or the Act) as a result of giving investment advice to a plan or its participants or benefiEmployee Retirement Income Security Act of 1974 (ERISA or the Act) as a result of giving investment advice to a plan or its participants or beneficiaries.

That's why Bob recommends that merchants instruct employees to «act as if they were customers» if a store is empty in order to make it more enticing.

The Compensation Committee, consisting entirely of independent directors, is responsible for Apple's compensation and incentive plans and programs, approves all compensation for Apple's executive officers, and acts as the administrative committee for Apple's employee equity plans.

(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblEmployee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.

The Cash Balance Plan is a defined benefit plan and the 401 (k) Plan is a defined contribution plan, both intended to qualify under the IRC and comply with the Employee Retirement Income Security Act of 1974, as amended (ERISA).

As a result, whenever we propose to file a registration statement under the Securities Act, other than with respect to (1) a registration related to any employee benefit plan or a corporate reorganization or other transaction covered by Rule 145 promulgated under the

Morgan Stanley Wealth Management is not acting as a fiduciary under either the Employee Retirement Income Security Act of 1974, as amended or under section 4975 of the Internal Revenue Code of 1986 as amended in providing this material except as otherwise provided in writing by Morgan Stanley and / or as described at www.morganstanley.com/disclosures/dol.

The correct fiduciary decision - making process for selecting an investment under the Employee Retirement Income Security Act, or ERISA, is to investigate the particular investment in question so as to fully understand it and, based on the facts gathered, make a rationale decision as to whether it fits the role prescribed for it in the plan's investment portfolio.