Took on supervisory roles such
as scheduling employees, setting growth goals and training employees
Not exact matches
Sure, if you run a retail or service business, there's no way to chuck
employee schedules, but if your team is doing office - based work, you might consider tossing your set hours and letting your people come and go
as they please.
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.
With over 20 years industry experience, Bimalis responsible for making sure the world learns about the benefits of Celayix's solutions that include: advanced
employee scheduling, time and attendance,
employee communication
as well
as integration modules for payroll and billing.
«The process forces
employees to reflect and to jot out a forward - looking plan for getting stuff done, all while requiring a minimal disruption in the
employee's actual work,» writes Chen, who adds that
as employees can compose their Snippets on their own
schedule, the practice is maker friendly, i.e., it doesn't break up long blocks on concentrated work.
With over 20 years industry experience, Bimal is responsible for making sure the world learns about the benefits of Celayix's solutions that include: advanced
employee scheduling, time and attendance,
employee communication
as well
as integration modules for payroll and billing.
You could also make it so
employees are able to
schedule time off
as well
as inform managers about sick leave or other unplanned days off.
This tool (disclosure: I'm the vice president of marketing at the company) aims to makes
scheduling hourly
employees as easy
as possible.
Invest in
employees» professional development through onsite and offsite educational opportunities and implement special perks, such
as flexible work
schedules, catered lunches and offsite team - building exercises.
It's clearly a good idea for everyone to communicate when you're going to
employees as well
as possibly customers and key partners
as far in advance
as you can and to make every effort to lighten your
schedule for the days you'll be away.
«Lots of folks get cold feet when it comes to taking that needed three - day weekend,» Baer writes before offering common excuses we give ourselves for not taking the time we need to maintain our mental balance — such
as fears it will hold back our careers or misguided notions that those with a bit of
scheduling flexibility (aka freelancers and entrepreneurs) don't need to take time to themselves in the same way regular
employees do.
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.
Nearly half of
employees use flexible
scheduling here: «dream
schedules» allow
employees to begin work
as early
as 5:30 AM, and PTO can be
scheduled by the day, week or hour.Read the Great Place to Work review here.
Working
as a sandwich maker at a Regina Quiznos franchise owned by his father, Boesch saw how frustrating and time - consuming the simple task of
scheduling employees could be.
The company wants the experience of being a freelancer who gets work through Gigster to be «
as good or better» than being an
employee «somewhere like Google» — but with the added benefits of being able to set your
schedule and work from wherever you are, anywhere in the world, he said.
«Here you can work condensed work weeks; we have many [
employees] that do part time; we have an internship program that focuses on moms reentering the workforce,» said Chrissy Toskos, vice president of campus recruiting at Prudential Financial, the 140 - year - old insurance company that uses nontraditional work
schedules as one way to compete for millennial talent.
They followed 474
employees, half of whom were allowed to work flexible hours, deciding when and where they worked — at the office, from home, or elsewhere — while still logging in the same number of work hours
as those who maintained a rigid work
schedule.
Also included: point - of - sale software, real - time appointment booking, and email newsletter campaigning
as well
as timekeeping that lets
employees check their
schedules and hours worked via any Internet - connected device.
(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 obl
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 obl
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 obl
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 obl
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 obl
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 obl
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 obligation.
Any
Employee regularly employed on a full - time or part - time (20 hours or more per week on a regular
schedule) basis, or on any other basis
as determined by the Corporation (if required under applicable local law) for purposes of the Non-423 Plan or any separate offering under the Code Section 423 Plan, by the Corporation or by any Designated Affiliate on an Entry Date shall be eligible to participate in the Plan with respect to the Offering Period commencing on such Entry Date, provided that the Committee may establish administrative rules requiring that employment commence some minimum period (e.g., one pay period) prior to an Entry Date to be eligible to participate with respect to the Offering Period beginning on that Entry Date.
Just
as with the amount of your salary, the
scheduling of your paychecks
as an owner should be comparable to that of an
employee in a similar role at a similar business.
Specializing in educational software and technology, Ellucian offers
employees three weeks of paid vacation time at their start date,
as well
as remote and flexible
scheduling opportunities.
With 35 percent of people saying that they would consider switching jobs for a job that allowed them to work remotely, according to Gallup, companies need to consider incorporating more flexibility into their
scheduling as a way to retain and attract top - level
employees.
Essential Functions: • Coordinate details of winery events such
as winemaker dinners, private dinners, corporate events, and
employee appreciation events • Market and sell winery weddings • Manage correspondence with wedding clients and other event attendees • Calculate budgets and execute other financial documents •
Schedule vendors, musicians, caterers and other talent for winery events • Coordinate and monitor event timelines and work orders • Develop marketing plans to maximize exposure for the winery events and weddings • Act
as a host to guests arriving to the vineyard directing them to a tasting bar or table • Collect payments and record data pertaining to income and expenses • Work with management in order to handle complaints and dissatisfied customers • Assist office with administrative tasks: phone calls, emails, etc. • Ensure the facility is properly maintained and organize clean - up and repairs • Hire and supervise part time event staff • Act
as a concierge for guests, providing recommendations on hotels, restaurants, wineries, breweries, and other activities in the area • Other assignments
as needed
A smartphone allows you to organize and structure your day,
as well
as the
schedules of your
employees.
Passage of the bill would define a joint employer
as an entity with actual, direct and immediate control over
employees, with significant control over essential terms of employment such
as hiring, determining pay and benefits, day - to - day supervision of
employees, and assigning individual work
schedules.
Naval Academy teams will continue to compete
as scheduled,
as most athletic department
employees are civilians, according to Navy spokesman Scott Strasemeier.
Joint Employer Definition — Vote Passed (242 - 181, 9 Not Voting) Passage of the bill would define a joint employer
as an entity with actual, direct and immediate control over
employees, with significant control over essential terms of employment such
as hiring, determining pay and benefits, day - to - day supervision of
employees, and assigning individual work
schedules.
The governor plans to announce sweeping new worker
scheduling rules today that call for employers to set
employees»
schedules two weeks in advance, but stop short of prohibiting what's known
as on - call
scheduling.
Because the minimum wage is
scheduled to go up by 70 cents per hour in New York State
as of January 1 — with annual rises until it reaches $ 15 by 2022 — the salaries of
employees making under $ 10.40 per hour have to be raised.
A full - time
employee is an
employee who is classified by the employer
as such or whose normal work
schedule is 40 hours or more per week.»
Lifespan Pharmacy provides services to Lifespan
employees and the public, including delivery of prescription medications to the bedside of Rhode Island / Hasbro Children's Hospital inpatients
scheduled for discharge from the hospital,
as well
as free home delivery of medications.
Although larger corporations such
as HBO and Apple are able to offer regularly
scheduled yoga classes in dedicated spaces, smaller businesses or non-corporate jobs need to be a little more creative in how they offer their yoga classes to
employees.
When he gets the job, he's assigned
as the personal intern for Jules, despite the fact that she doesn't remember agreeing to the program in the first place, nor does her extremely busy
schedule allow her time to deal with an elderly
employee who she's worried won't be able to keep up.
The report added that Kojima and other senior staff «now essentially work
as contractors, not permanent
employees,» with their contracts
scheduled to end in December.
Technology - aided learning programs allow
employees to work on a more flexible
schedule as they provide the flexibility of time and...
Technology - aided learning programs allow
employees to work on a more flexible
schedule as they provide the flexibility of time and location.
Washington — Negotiations that could lead to stricter federal controls on asbestos in school buildings are
scheduled to begin this week,
as the Environmental Protection Agency and a union representing school - maintenance
employees attempt to settle a lawsuit over the issue.
This has brought a drastic shift in the way
employees work,
as they can accommodate a dynamic
schedule that takes them away from the workplace for long periods.
Syncing data from all these with an LMS offers several advantages such
as important
employee data getting automatically updated, critical compliance tests automatically
scheduled, data from across different platforms available to access complex reports etc..
The greatest shift is the inclusion of technology in the learning delivery, which ensures that
employees can learn
as per work
schedule and other commitments.
As this approach is free from the bounds of classrooms,
schedules, and computers, it allows
employees to be spontaneous in their learning.
While the plan called for a cut of 5.5 percent to education, dropping per - pupil funding by $ 550, funding limits could be offset at the district level by increased
employee contributions to health care and pension programs, and by giving local school districts other tools such
as wage freezes and adjustments in salary
schedules.
As far back as far as 1996, Education Week reported that some school districts had difficulty tracking «the expiration of employees» teaching certificates and the status - review schedules of children in special education.&raqu
As far back
as far as 1996, Education Week reported that some school districts had difficulty tracking «the expiration of employees» teaching certificates and the status - review schedules of children in special education.&raqu
as far
as 1996, Education Week reported that some school districts had difficulty tracking «the expiration of employees» teaching certificates and the status - review schedules of children in special education.&raqu
as 1996, Education Week reported that some school districts had difficulty tracking «the expiration of
employees» teaching certificates and the status - review
schedules of children in special education.»
In instances when smaller organizations or nonprofits can not compete with large or private sector organizations, many organizations offer unique benefits — such
as comprehensive medical insurance plans, flexible
schedules, or financial planning services — to entice
employees.44 Alpert Jewish Family and Children's Service, or AJFCS, a nationally accredited social services agency in Palm Beach, Florida, uses innovative benefits to recruit and retain talent — especially workers in the later stages of their careers.
There are many reasons that districts consider contracted transportation, but more often than not the reasons fall into one of the following categories: an aging fleet and limited resources; costs increasing faster than funding; overextended resources and
scheduling difficulties; changes challenging the system such
as redistricting, addition of inter-district schools and parental choice; or administrative headaches such
as dealing with parents,
employee absenteeism, drug and alcohol testing, and mandated paperwork.
The annual salary adjustment under the performance salary
schedule for an
employee rated
as highly effective must be greater than the highest annual salary adjustment available to an
employee of the same classification through any other salary
schedule adopted by the district.
As an MRO, you are prohibited from doing the following as part of the verification process: (e) You must not verify a test negative based on information that a physician recommended that the employee use a drug listed in Schedule I of the Controlled Substances Ac
As an MRO, you are prohibited from doing the following
as part of the verification process: (e) You must not verify a test negative based on information that a physician recommended that the employee use a drug listed in Schedule I of the Controlled Substances Ac
as part of the verification process: (e) You must not verify a test negative based on information that a physician recommended that the
employee use a drug listed in
Schedule I of the Controlled Substances Act.
(b) You should
schedule follow - up tests on dates of your own choosing, but you must ensure that the tests are unannounced with no discernable pattern
as to their timing, and that the
employee is given no advance notice.
Granting an
employee time off from work or an adjusted work
schedule as a reasonable accommodation may involve modifying leave or attendance procedures or policies.