Sentences with phrase «against specific employer»

Cross check your resume information against specific employer requirements and your ability to provide performance indicators, figures, and other competitive information.

Not exact matches

This time, the focus is more narrowly on ensuring that people not be forced to agree to potential arbitration as a condition of their employment and that employers be prohibited from «threatening, retaliating or discriminating against, or terminating any applicant for employment or prospective employment or any employee because of the refusal to consent to the waiver of any right, forum, or procedure for a violation of specific statutes governing employment.»

Employment practices liability insurance (EPLI) is a specific type of business insurance that protects employers against lawsuits initiated by employees.

The covenants not to compete, also known as restrictive covenants, typically purport to restrict the entrepreneurs from competing against their former employers for certain time periods and within a specific geographic areas.

In reducing the original punitive damages award, the Court of Appeal balanced the legitimate objective of «punishing» the employer against a requirement of proportionality based on the specific facts of the case.

However, there are many laws that prevent employers from discriminating against employees and potential employees on the basis of specific characteristics, such as age, gender, race and disabilities.

Despite finding against the claimant, however, the Court of Appeal took the opportunity to re-affirm the longstanding principle of law that it is the employer, not the employee, who is responsible for devising a safe system of work and that this extends to the giving of specific warnings about risk.

A typical attorney who self - identifies as an «employee rights» attorney will usually have much more experience (as compared to the typical attorney identified as an «employment attorney» or an «employer defense» attorney) with: (1) representing workers on a contingency - fee basis (where no fee is paid unless the case wins or settles) and offering risk - sharing fee arrangements generally; (2) playing offense, so to speak — analyzing, identifying and prosecuting specific legal violations (whereas employer - side attorneys tend to have more experience in broader - stroke compliance / employer - training matters, and reactive work in litigation that responds to claims they are presented); and (3) identifying with the «little guy» who has been harmed by a larger opponent, often having well - tested strategies that have worked while representing individuals against large organizations and wind up with good case results.

Dead peasant life insurance has led to many class action lawsuits against companies abusing this strategy of purchasing corporate owned life insurance, also known as COLI, on its non-key employees and has also led to the IRS establishing specific guidelines and requirements for all employer owned life insurance policies purchased after August 17, 2006.

Your day to day duties will include: • Speaking with candidates to establish their specific requirements and to obtain a clear and detailed career resume in order to match them accurately against job descriptions in order to successfully fill the vacancy • Advertising vacancies by drafting and placing effective adverts via our ATS (Applicant Tracking System) • Searching candidate databases to match the right person to the client's vacancy • Receiving and reviewing applications, managing interviews and tests and helping create a shortlist of suitable candidates for the client • Using and evaluating a wide range of social media to advertise positions, attract candidates and build relationships with candidates and employers • Headhunting - identifying and approaching suitable candidates who may already be in work • To shortlist the best candidates for interview and select the best candidate (s) to present to the client • To record and monitor the candidate application process onto the database and ensure all details, management information and stages are accurately represented.

The EEOC has issued guidance that requires employers to take specific steps to avoid disparate impact discrimination against protected classes.

This is best availed if you match your offered skills against the prospective employer's specific job demands.

Your objective should offer specific, concrete information that employers can use to evaluate you against other candidates.