Sentences with phrase «calling their contract benefits»

And, on that and other issues, the fiscally conservative mayor has publicly battled Rochester's public - employee unions, calling their contract benefits economically unsustainable.

Not exact matches

Many employers try to suppress wages and benefits by redefining their relationships with workers — improperly calling employees «independent contractors» or contracting out their labor needs.

However, Saputo will not come to the table and discuss contract changes for fear of entering the takeover minefield called «collateral benefits».

This is an incredibly difficult question to answer for a variety of reasons, most importantly because over the years our once vaunted «beautiful» style of play has become a shadow of it's former self, only to be replaced by a less than stellar «plug and play» mentality where players play out of position and adjustments / substitutions are rarely forthcoming before the 75th minute... if you look at our current players, very few would make sense in the traditional Wengerian system... at present, we don't have the personnel to move the ball quickly from deep - lying position, efficient one touch midfielders that can make the necessary through balls or the disciplined and pacey forwards to stretch defences into wide positions, without the aid of the backs coming up into the final 3rd, so that we can attack the defensive lanes in the same clinical fashion we did years ago... on this current squad, we have only 1 central defender on staf, Mustafi, who seems to have any prowess in the offensive zone or who can even pass two zones through so that we can advance play quickly out of our own end (I have seen some inklings that suggest Holding might have some offensive qualities but too early to tell)... unfortunately Mustafi has a tendency to get himself in trouble when he gets overly aggressive on the ball... from our backs out wide, we've seen pace from the likes of Bellerin and Gibbs and the spirited albeit offensively stunted play of Monreal, but none of these players possess the skill - set required in the offensive zone for the new Wenger scheme which requires deft touches, timely runs to the baseline and consistent crossing, especially when Giroud was playing and his ratio of scored goals per clear chances was relatively low (better last year though)... obviously I like Bellerin's future prospects, as you can't teach pace, but I do worry that he regressed last season, which was obvious to Wenger because there was no way he would have used Ox as the right side wing - back so often knowing that Barcelona could come calling in the off - season, if he thought otherwise... as for our midfielders, not a single one, minus the more confident Xhaka I watched played for the Swiss national team a couple years ago, who truly makes sense under the traditional Wenger model... Ramsey holds onto the ball too long, gives the ball away cheaply far too often and abandons his defensive responsibilities on a regular basis (doesn't score enough recently to justify): that being said, I've always thought he does possess a little something special, unfortunately he thinks so too... Xhaka is a little too slow to ever boss the midfield and he tends to telegraph his one true strength, his long ball play: although I must admit he did get a bit better during some points in the latter part of last season... it always made me wonder why whenever he played with Coq Wenger always seemed to play Francis in a more advanced role on the pitch... as for Coq, he is way too reckless at the wrong times and has exhibited little offensive prowess yet finds himself in and around the box far too often... let's face it Wenger was ready to throw him in the trash heap when injuries forced him to use Francis and then he had the nerve to act like this was all part of a bigger Wenger constructed plan... he like Ramsey, Xhaka and Elneny don't offer the skills necessary to satisfy the quick transitory nature of our old offensive scheme or the stout defensive mindset needed to protect the defensive zone so that our offensive players can remain aggressive in the final third... on the front end, we have Ozil, a player of immense skill but stunted by his physical demeanor that tends to offend, the fact that he's been played out of position far too many times since arriving and that the players in front of him, minus Sanchez, make little to no sense considering what he has to offer (especially Giroud); just think about the quick counter-attack offence in Real or the space and protection he receives in the German National team's midfield, where teams couldn't afford to focus too heavily on one individual... this player was a passing «specialist» long before he arrived in North London, so only an arrogant or ignorant individual would try to reinvent the wheel and / or not surround such a talent with the necessary components... in regards to Ox, Walcott and Welbeck, although they all possess serious talents I see them in large part as headless chickens who are on the injury table too much, lack the necessary first - touch and / or lack the finishing flair to warrant their inclusion in a regular starting eleven; I would say that, of the 3, Ox showed the most upside once we went to a back 3, but even he became a bit too consumed by his pending contract talks before the season ended and that concerned me a bit... if I had to choose one of those 3 players to stay on it would be Ox due to his potential as a plausible alternative to Bellerin in that wing - back position should we continue to use that formation... in Sanchez, we get one of the most committed skill players we've seen on this squad for some years but that could all change soon, if it hasn't already of course... strangely enough, even he doesn't make sense given the constructs of the original Wenger offensive model because he holds onto the ball too long and he will give the ball up a little too often in the offensive zone... a fact that is largely forgotten due to his infectious energy and the fact that the numbers he has achieved seem to justify the means... finally, and in many ways most crucially, Giroud, there is nothing about this team or the offensive system that Wenger has traditionally employed that would even suggest such a player would make sense as a starter... too slow, too inefficient and way too easily dispossessed... once again, I think he has some special skills and, at times, has showed some world - class qualities but he's lack of mobility is an albatross around the necks of our offence... so when you ask who would be our best starting 11, I don't have a clue because of the 5 or 6 players that truly deserve a place in this side, 1 just arrived, 3 aren't under contract beyond 2018 and the other was just sold to Juve... man, this is theraputic because following this team is like an addiction to heroin without the benefits

Ferguson was calling attention to city contracts that included a little known «public benefit clause,» which required companies that win contracts with City Hall to donate money to a charity.

Key to this «better and fairer society» was what the first minister called Scotland's «social contract», «which has delivered universal benefits such as free university education and personal care for our elderly»; a contract he claimed was «now threatened by both Labour and the Tories».

Mott's employees have been striking since May 23 when they rejected what the company called its final contract offer that included a pay cut of $ 1.50 an hour and fewer benefits.

The mayor's decision to pay school - bus workers seniority benefits that are not part of their contract is going to cost taxpayers $ 136 million — and a city lawmaker is calling for an investigation.

Bellone, while seeking re-election last fall, proposed dropping the lag included in the AME's last contract and instead called for suspending $ 12 million in county payments to the union benefit fund that pays for dental, vision and legal services.

While everybody thinks of negotiations as dealing with only salaries and benefits, there are numerous programs called for in the contracts, such as training, safety, employee assistance, labor management committees, which involve fairly hefty amounts of money.

Labor leaders have called for retroactive pay raises and other benefits for their members, who have been without contracts for years.

Escudero - Martín and her fellow Ph.D. students must wait for an official call from the local government before their 2 - year scholarship becomes a 2 - year working contract with full employment benefits.

The three - year contract, which has an option for a fourth year and which awaits a ratification vote by the 29,000 - member Chicago Teachers Union, calls for an average 17.6 percent pay raise over four years and some benefit improvements.

Another HUGE benefit of buying call options is the fact that (unlike buying the futures contract) your risk is limited; with buying options, you can never lose more than your initial investment.

For example, if you buy a $ 25 call option on stock XYZ for $ 1 per contract, then any additional gain above $ 26 per share of XYZ is missed out on by the owner of the stock and solely benefits the option holder.

A life insurance policy is simply a contract between a life insurance provider and an individual to provide a lump - sum payment, called a death benefit, in exchange for making premium payments to the provider.

Unlike life insurance contracts that provide a death benefit which is non-taxable to beneficiaries, annuities paid to an estate incur what is called «income in respect to a decedent ``.

A call option is a contract which allows the purchaser to benefit from a rise in the stock price over a limited time period.

Waterstone's experienced lawyers handle employment law issues for both employers and employees and are often called to advise on wrongful dismissal and termination, employment contracts, claims for overtime and unpaid wages or benefits, harassment and discrimination, and privacy and confidentiality issues.

On the merits it is a close call because a lot of medical service payment obligations arise from a quantum meriut theory that valuable services are provided and benefit you so you should have to pay, rather than a contract theory.

Incentives given by an insurer as an additional benefit to the insured for keeping the policy in full force throughout the term of the contract is called loyalty addition.

Also called final expense insurance, burial life insurance is quite literally a life insurance contract with just enough death benefit to pay for burial fees.

This guaranteed period or «term» that a death benefit will be paid (only upon death of the insured) is the reason this kind of insurance policy is called «term life insurance», Other permanent types of insurance contracts also exist such as whole life insurance and universal life insurance, which will never expire as long as all premium payments are made in a timely manner to the insurance company.

Unlike life insurance contracts that provide a death benefit which is non-taxable to beneficiaries, annuities paid to an estate incur what is called «income in respect to a decedent ``.

As the name suggests, when someone apart from the insured and insurer (the two parties in the contract) is benefited, the insurance cover is called third party car insurance.

In addition to a suite of tools provided for the benefit of paying businesses that call the legitimacy of the posted reviews into question, TrustPilot also has to contend with the usual fake review problems, with falsified feedback being sold by tech - savvy contract workers for pennies at a time, as noted in this Guardian article.

Benefits call center representative needed for a temporary contract opportunity.

Graduate Trainee Recruitment Consultant - The role: The role of a consultant is essentially sales - focussed and on a daily basis you can expect to be doing any of the following: - Building long term relationships with both candidates and clients - Calling already established, warm accounts to maintain already existing relationships with contacts - Networking and generating business from cold clients - Meeting face to face with clients - Screening new candidates over the telephone and face to face Graduate Trainee Recruitment Consultant - Rewards & Benefits: - Competitive salary package (1st year OTE # 30k +)- Uncapped commission structure - A structured training programme - A clear pathway for quick progression - 22 days holidays per annum (rising by one per year up to 30 days in total)- Free Bupa cover after one year's continuous service - Monthly Fizzy Fridays and regular team nights out - Entry onto our Vennture Points reward scheme The characteristics we are looking for in our next Graduate Trainee Recruitment Consultant: - A highly motivated team player - Someone who is able to think on their feet - Money motivated & driven by success - Tenacious and hardworking What you will need: - A degree in any discipline or previous sales experience - Excellent communication skills - A willingness to learn and continuously improve - The ability to thrive in a fast - paced agency setting Venn Group is a leading recruitment consultancy established in 2001 that specialises in providing high - calibre temporary and contract solutions to both the public and private sector in a number of different fields including Engineering, Finance, Housing, HR, IT, Legal and Strategic Services.

Tags for this Online Resume: Asset Management, Benefits, Call Center, Customer Relationship Management, Geographic Information System, Information Technology, Licensing, Management, Program Manager, Project Management Office, Project managment, Client engagement, Vendor managment, Budget / cost forecasting, Contract negotiation

The Chasm Group, LLC and Chasm Institute, LLC (San Bruno, CA) 1997 — 2008 Business Operations Manager • Managed all daily operational tasks for leading multi-million dollar high - tech market strategy consultancy, while providing executive administration to C - level executives and venture capital partners • Developed and managed the firm's annual budget, proposing and implementing expense cuts, producing monthly reports and financial statements, and coordinating with CPA firm for accurate and timely filings • Oversaw all client relationship management efforts while cultivating new business efforts from concept to implementation, providing high - quality service in sales efforts while utilizing new lead tracking system • Negotiated and managed all contracts, stock grants, and financing arrangements, working closely with outside counsel to draft legal documents and resolve LLC - and proprietary - related issues • Led three office space build - outs and two office relocations, managing all aspects of each process under aggressive timeline and budget expectations • Reduced firm telecom expenses by 22 % by streamlining IT objectives, including migration to VOIP phone system, software / hardware purchases, domain renewals, and outsourced technical support • Directed all phases of staff recruitment while creating and implementing all HR policies and programs, including comprehensive employee benefits plans • Supervised multiple administrative staff members, conducted performance appraisals and wage / salary surveys in comparison to incentive program guidelines, and maintained HR files in accordance with legal mandates • Produced all out - going client invoices in an accurate and timely fashion to increase, cash flow and reduce aging receivables, providing consistent attention to overhead costs and vendor arrangements • Administered all company insurance policies, including E&O, general liability, bonds, partner life and disability, conducting annual benefits reviews and employee / company insurance audits • Obtained necessary certificates for consulting contracts while processing federal, state, and local business reporting requirements to maintain licenses and incorporation status • Directed all marketing efforts and oversaw logistical aspects of national educational workshop series, utilizing sponsorship arrangements to offset production costs • Transformed «brochure» website into a dynamic tool to better illustrate company opportunities through relevant case studies, as well as maintaining all other promotional media, including press kits and video Association of California School Administrators (Burlingame, CA) 1993 — 1997 Issues and Planning Committee Coordinator • Executed all phases of event planning and implementation for a membership - driven organization including 23 state committees, 5 task forces, 6 strategic planning conferences, and a conference of 1,500 attendees • Focused on facility evaluations, bid requests, site visits, contract negotiations, and all pre - and post-conference planning processes • Produced statistical and financial reports, including budget projections and cost monitoring for developmental training efforts • Oversaw all participant - level responsibilities, including inquiries, eligibility, registration, correspondence, and billing statements • Managed all legal professional standards calls for Northern California regions, including the processing of attorney authorizations, the preparation of legal assistance letters, and liens on cause of action • Served as second point of contact for computer inquiries and troubleshooting efforts as well as provided back - up executive administrative support for Executive Director, Committee Chairs, and the State Superintendent of Public Instruction • Held responsibility for software installation and hardware configuration while performing weekly AS / 400 backup and report generation

So - called savvy Realtors (operating under old school sales strategies) will carefully not push the benefits of the subject open house too much when they can otherwise lock visitors up to buying contracts by displaying more easily accepted «soft - sell» strategies.