Sentences with phrase «basis of the employment relationship»

It then becomes the basis of the employment relationship.

Not exact matches

Meanwhile our long - serving chief scout Steve Rowley, who has been responsible for unearthing many talents over his 25 years of employment with the club, has stood down from his role but will continue to maintain his relationship and support us with ad hoc scouting on a consultancy basis.

Another approach which is used in U.S. state and local taxation by virtue of an interstate compact, is to have entities (or consolidated groups of corporations) prepare one tax return for the entire world and then to allocate pro-rata percentages of that global return to different jurisdictions based upon a handful of factors that are relatively hard to manipulate and bear a meaningful relationship to where income is earned such as sales, employment and the location of physical assets.

However, where an employer prematurely claims frustration of the employment contract and terminates the employment relationship on that basis, the employee will be found to have been wrongfully dismissed, and will be entitled to common law reasonable notice as well as damages for a breach of the Code.

Todd & Weld is a Boston based boutique litigation firm which has, among others, a group of talented employment trial lawyers with extensive experience representing employers and employees across all major industries, in all facets of their employment relationship.

In fact, if you're going to start or enter any business relationship, you'll need to work through legal issues on a regular basis, especially in the realm of employment law.

The judge admitted that the relationship between the priest and the defendants was not like a regular employment contract, but in this case, he opted to look at certain special factors, including the nature and closeness of the relationship between the priest and the defendant, and the connection between the tortious act and the purpose of the relationship / employment / appointment, which was based on the factors outlined below.

But it is exactly this principle that the customer is seeking to counteract when it asks for input on employees» base or bonus compensation: the customer is seeking to undermine the employment relationship and to motivate the service provider employees to act in the best interests of the customer, not the service provider.

A large portion of Steve's practice involves advising employers on issues involving the Fair Labor Standards Act, the Family and Medical Leave Act, the Americans With Disabilities Act, and other state and federal employment statutes that affect the employment relationship on a daily basis.

The employment relationship is like every relationship - it demands a tremendous amount of work and understanding, requires total commitment, and is based upon loyalty and trust.

Based on these two «synergistic aspects», the Court outlined the following question as being central to the determination of an employment relationship, «who is responsible for determining the working conditions, who determined financial benefits, and to what extent does the worker have an influential say in these decisions».

(2) Where an assignment employee has been assigned by a temporary help agency to perform work on a temporary basis for a client and the employee has begun to perform the work, the agency may charge a fee to the client in the event that the client enters into an employment relationship with the employee, but only during the six - month period beginning on the day on which the employee first began to perform work for the client of the agency.

It serves as a reminder that Employment Tribunals will look behind the contractual documentation between the parties and base decisions on the reality of the relationship.

A significant portion of Nicole's practice involves advising employers on issues involving the Fair Labor Standards Act, the Family and Medical Leave Act, the Americans With Disabilities Act, and other state and federal employment statutes that affect the employment relationship on a daily basis.

If Bill 164 becomes law, employers will likely have to reevaluate their policies and practices to ensure that they do not discriminate on the basis of these new grounds in the recruitment process or in the course of the employment relationship.

However, the Court of Appeal disagreed, on the basis that if a termination clause could breach the ESA at some point in the employment relationship, the clause is void and unenforceable even if the employee has in fact received all of her entitlements given when termination of her employment happened.

Even though the Aboagye case provides an example of a situation where an employee's single act of dishonesty justifies terminating an employment relationship for cause, employers proceed with caution when terminating for cause based on a single instance of dishonesty.

Therefore, whether the length of service or the quality of service is a relevant factor that mitigates the effect of the misconduct on the employment relationship is a question for the trial judge to determine based on the specific facts and circumstances of a particular case.

Because of this high degree of importance, the single dishonest act was sufficiently damaging to the employment relationship in that it destroyed the trust between the employer and employee, and Atomic Energy rightfully dismissed the employee on a for cause basis.

Unless a termination is deemed to be unfair in the sense of the law (based on political opinion, gender, sexual orientation, etc.) an employment relationship can be terminated at will, only subject to the observance of the statutory or contractual notice period.

Otherwise, provided the basis for the decision to terminate isn't discriminatory or otherwise in violation of legislative restrictions (such as whistleblower legislation), a non-union employer can terminate the employment relationship on a without - cause basis.

PRINCIPLE (1): BASIS OF A CONTRACT The element of personal service has figured significantly in many of the recent cases on employment status, but the decision of the Employment Appeal Tribunal (EAT) under Elias P in Ellis v M&P Steelcraft Ltd and another [2008] IRLR 355, [2008] All ER (D) 353 (Feb) adds a new twist to it, shading into what in traditional contract law would be known as «intention to create legal relations», ie was there any contemplation of any form of employment being the basis of the relationship atBASIS OF A CONTRACT The element of personal service has figured significantly in many of the recent cases on employment status, but the decision of the Employment Appeal Tribunal (EAT) under Elias P in Ellis v M&P Steelcraft Ltd and another [2008] IRLR 355, [2008] All ER (D) 353 (Feb) adds a new twist to it, shading into what in traditional contract law would be known as «intention to create legal relations», ie was there any contemplation of any form of employment being the basis of the relationship at alOF A CONTRACT The element of personal service has figured significantly in many of the recent cases on employment status, but the decision of the Employment Appeal Tribunal (EAT) under Elias P in Ellis v M&P Steelcraft Ltd and another [2008] IRLR 355, [2008] All ER (D) 353 (Feb) adds a new twist to it, shading into what in traditional contract law would be known as «intention to create legal relations», ie was there any contemplation of any form of employment being the basis of the relationship at alof personal service has figured significantly in many of the recent cases on employment status, but the decision of the Employment Appeal Tribunal (EAT) under Elias P in Ellis v M&P Steelcraft Ltd and another [2008] IRLR 355, [2008] All ER (D) 353 (Feb) adds a new twist to it, shading into what in traditional contract law would be known as «intention to create legal relations», ie was there any contemplation of any form of employment being the basis of the relationship at alof the recent cases on employment status, but the decision of the Employment Appeal Tribunal (EAT) under Elias P in Ellis v M&P Steelcraft Ltd and another [2008] IRLR 355, [2008] All ER (D) 353 (Feb) adds a new twist to it, shading into what in traditional contract law would be known as «intention to create legal relations», ie was there any contemplation of any form of employment being the basis of the relationshemployment status, but the decision of the Employment Appeal Tribunal (EAT) under Elias P in Ellis v M&P Steelcraft Ltd and another [2008] IRLR 355, [2008] All ER (D) 353 (Feb) adds a new twist to it, shading into what in traditional contract law would be known as «intention to create legal relations», ie was there any contemplation of any form of employment being the basis of the relationship at alof the Employment Appeal Tribunal (EAT) under Elias P in Ellis v M&P Steelcraft Ltd and another [2008] IRLR 355, [2008] All ER (D) 353 (Feb) adds a new twist to it, shading into what in traditional contract law would be known as «intention to create legal relations», ie was there any contemplation of any form of employment being the basis of the relationshEmployment Appeal Tribunal (EAT) under Elias P in Ellis v M&P Steelcraft Ltd and another [2008] IRLR 355, [2008] All ER (D) 353 (Feb) adds a new twist to it, shading into what in traditional contract law would be known as «intention to create legal relations», ie was there any contemplation of any form of employment being the basis of the relationship at alof any form of employment being the basis of the relationship at alof employment being the basis of the relationshemployment being the basis of the relationship atbasis of the relationship at alof the relationship at all?

Based on our collection of Contract Recruiter resume examples, main job duties are coordinating employment processes, evaluating candidates, applying interview techniques and consultative methods, collaborating with management to identify staffing needs, and fostering relationships with professional organizations.

Discrimination in any aspect of the employment relationship from recruitment on can be the basis for legal action.

Through this strategic relationship, HireRight's industry - leading web - based employment background screening, drug screening, I - 9 and E-Verify services are delivered to Incentives Advisors» clients as part of Incentives Advisors» technology - driven, streamlined tax credit services.

Live agent inbound and outbound contact centre services Responsibilities: • Day to day management of the recruitment department • To work closely with the operational management teams to identify all recruitment needs for the contact centre • Continuously source cost effective methods of recruitment and to maintain a healthy recruitment pipeline which matches the business needs • To drive direct recruitment channels for cost effective recruitment • To own and administer effective assessment centres for the recruitment of potential new starters • To compile starters list for all projects and ensure they are sent out accurately and on time and that the required HR paperwork is completed • Maintenance of the recruitment notice boards including generating posters and appropriate communications • Looking at different ways to attract and assess talent, such as organising and attending recruitment / assessment events • Producing weekly and monthly reports for senior management • Highlighting any recruitment issues or concerns to the operations team • Administering payroll and maintaining employee records • Administer and process timesheets weekly and monthly basis • Dealing with grievances and implementing disciplinary procedures • Interpreting and advising on employment law Person Specification: • At least 2 years in - house recruitment background within an outsourced contact centre • Interpersonal skills to form effective working relationships with people at all levels • The ability to influence, question & listen • Ability to work to tight deadlines and work well under pressure • Flexible, positive with a can do attitude • Excellent communication skills both written and spoken Working hours: Monday to Friday 9 - 6 pm Due to a very high number of applications we are unable to come back to every candidate with feedback.

In 2008 the EEOC further clarified its position by stating that while conviction records may be considered in the employment decision, where there is a disproportionate impact based on race or national origin, the employer must demonstrate that it considers the relationship of the crime to the position sought.

Washington Hospital Center, Recruitment & Employment, Human Resources February 2003 January 2005 Provided direct support for recruitment in a 6,000 employee healthcare organization that include recruitment efforts Processed over 100 new hires on a monthly basis that include assigning employee numbers, scheduling pre-employment physicals, background and reference checks, verification of education and credentials / licensures Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcomEmployment, Human Resources February 2003 January 2005 Provided direct support for recruitment in a 6,000 employee healthcare organization that include recruitment efforts Processed over 100 new hires on a monthly basis that include assigning employee numbers, scheduling pre-employment physicals, background and reference checks, verification of education and credentials / licensures Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcomemployment physicals, background and reference checks, verification of education and credentials / licensures Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcomemployment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcoming events

Furthermore, my relationship building skills are evident from the 58 % increase in customer base (at my present place of employment) that has transpired due to my exceptional ability to convince customers to give the company a chance in serving them.

A good offer of employment template should provide for the position of employee and his working relationship be it contractual or at will basis.

Director of Human Resources / HR Consultant — Professional Duties & Responsibilities Oversee the planning, direction, and management of all HR - related activities including staff recruiting, candidate tracking, personnel screening and testing, and hiring processes in accordance with Affirmative Action and Equal Opportunity Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers aEmployment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers aemployment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and vendors

Client Services Supervisor — Duties & Responsibilities Responsible for electronic payroll system operations for a large and economically diverse client base Recruit, train, and direct customer service, sales, technical, and administrative staff ensuring efficient operations Maintain working knowledge of proprietary software, industry best practices, employment law, and tax law Oversee adherence to departmental budgets, project timelines, and company policies Coordinate efforts between multiple departments resulting in timely and cost - effective project completion Design and implement professional development programs to enhance team skill sets Utilize employee recognition programs to build morale and dedication to company mission Represent company brand with poise, integrity, and positivity Study internal literature to become an expert on products and services Develop a rapport with customers and orient them to various products and services Encourage high customer retention by maintaining friendly, supportive contact with existing clients Interact with support staff and company resources effectively to create the best consumer experience Utilize technical proficiencies and industry knowledge to offer guidance and support to coworkers and clients Craft effective presentations and proposals, tailoring them to clients based on their specific needs and styles Maintain sales and customer service records detailing pricings, sales, activities reports, and other pertinent data Manage company financial records providing detailed, accurate account of transactions and financial health Build and strengthen long term relationships with peers, clients, partners, and industry leaders Provide additional operational support including communications, data entry, and other tasks as needed Consistently promoted due to excellence in management, customer service, technical support, and sales

Certified Mediator Coordinator of Mediation Services Voice mail: [phone] E-Mail: mhawkins at samaritanps.org Office Location: Kent 409 Third Ave. S., Suite A Experience: Served as neutral (mediator and arbitrator) in resolving over 200 disputes since 2000 Practitioner of interest - based problem solving and negotiations since 1998 Group process facilitator since 1985 Educator (teacher and administrator) since 1969 Professional Interests and Specialties: Mediating family, employment, church and education disputes Conducting school discipline hearings Facilitating group discussions and problem solving Preserving relationships of parties in dispute by helping create «win - win» solutions Education: Certified as mediator by Washington Mediation Association in the following speciality areas: Domestic Relations, Education, Education of Students with Disabilities, Employment and Labor Relatemployment, church and education disputes Conducting school discipline hearings Facilitating group discussions and problem solving Preserving relationships of parties in dispute by helping create «win - win» solutions Education: Certified as mediator by Washington Mediation Association in the following speciality areas: Domestic Relations, Education, Education of Students with Disabilities, Employment and Labor RelatEmployment and Labor Relations M.Ed.

The list of CMHN is provided for employers to confirm the credentialing status of an employee or to connect with a CMHN in their local area with a view to an employment / engagement relationship; or where an individual is wishing to connect with an individual CMHN for evidence - based treatment, clinical supervision or other function related to their specialty areas of practice.

The online Bipolar Wellness Centre features evidence - based information, videos and advice on how people with bipolar can manage different areas of their lives, such as relationships, employment or study, their mood and sleep.

The community - based, outpatient, intensive behavioral treatment involves five major components: 1) Teaching and supporting parenting skills including nurturing and attachment, reinforcement, emotion regulation, supervision, non-harsh discipline, and nutrition; 2) Delivering substance abuse treatment including contingency management, relationship building, day planning, healthy environments and peer choices, and refusal skills; 3) Resource building and provision of ancillary supports including housing, employment, support with court and child welfare attendance; 4) Use of incentives (FAIR bucks to spend in the FAIR store) for success with all treatment components; and 5) Ongoing engagement strategies.

Unlike skill based approaches like DBT, Schema Therapy goes beyond this foundation of symptom management to address improving overall quality of life - healthy relationships and fulfilling employment.

The B.C. Human Rights Tribunal has dismissed a discrimination complaint by former Victoria - based sales rep Rick Allenberg, ruling that a real estate listing contract does not create an employment relationship within the meaning of the B.C. Human Rights Code.

Louis and Ryan discuss the implications of the U.S. and China relationship; Louis discusses the inflationary implications of QE2; Jim McCowan indicates that now is a good time to get a mortgage and discusses the state of the Arlington VA real estate market; Louis discusses the 1st quarter 2011 HomeGain home prices survey and the Virginia results; Jim and Louis discuss the rent to buy ratio; Louis discusses the advantages of getting a low interest rate mortgage prior to the rise in inflation and interest rates; Ryan and Louis discuss the employment numbers and the potential for recovery; Jim notes that only a small percentage of homes in Arlington are short sales; Jim explains how Arlington short sales get priced and buyer's misconceptions that they can offer less than the list price; Louis contrasts the Arlington home pricing experience vs. the national experience based on the HomeGain home values survey.

287 DOS 98 Matter of DOS v. Uqdah Realty & Management Corp. — deposits; jurisdiction; fraudulent practices; failure to pay judgment; vicarious liability; notary public; disclosure of agency relationship; broker violated 19 NYCRR 175.1 when he deposited escrow funds into his operating account; broker committed conversion when his operating account fell below deposit amount; broker engaged in fraudulent practices when he illegally retained buyer's trust funds and attempted to qualify prospective buyer for mortgage by falsely stating their employment; broker failed to disclose his agency relationship to his client; failure to pay judgment; corporate real estate broker vicariously liable and charged with actual knowledge of violation of law because of representative broker's cognizant misconduct as corporate officer; broker is not required to deposit a refundable commission in an escrow account unless contractually demanded; corporate broker and representative broker's license revoked; restitution of deposit of $ 12,000 plus interest; notary public commission revoked based on misconduct as a real estate licensee