Sentences with phrase «employees at the time of need»

Mobile apps, in particular, can be capitalized to provide performance support to employees at the time of need.

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.

Instead, at a time of calm, ask employees who would need help in the event of an emergency evacuation.

If an employee needs more advanced training that will require him to leave for longer periods of time, do everything you can to make sure it happens, perhaps by looking at options for part - time work.

We instructed our employees to plan ahead for projects or goals that may be impacted by taking time off: keep your coworkers and managers informed, let your colleagues know at least two weeks ahead of time when you'll be on vacation, and report in on days you need to be out unexpectedly.

More recently, Basecamp's Jason Fried thought it was time to modernize the workday to fit the needs of employees at his Chicago - based software company.

At the same time encourage the development of informal teams, cross-train employees, and provide teams with the resources they need to get their jobs done.

The following statistic alone should make all employers more interested in boosting bliss: Truly cheerful employees spend about 80 % of their time at work doing what they're there to do (even happy people need an Instagram break); the least content spend only 40 % of their day on job - related activities, according to a survey by workplace happiness consultant and author Jessica Pryce - Jones.

The 5,000 jobs number includes a mix of full - time employees, independent contractors and outsourced positions managed by vendor partners, at least in part driven by the need to match the work with Facebook's needs across global time zones, languages and markets.

These risks and uncertainties include competition and other economic conditions including fragmentation of the media landscape and competition from other media alternatives; changes in advertising demand, circulation levels and audience shares; the Company's ability to develop and grow its online businesses; the Company's reliance on revenue from printing and distributing third - party publications; changes in newsprint prices; macroeconomic trends and conditions; the Company's ability to adapt to technological changes; the Company's ability to realize benefits or synergies from acquisitions or divestitures or to operate its businesses effectively following acquisitions or divestitures; the Company's success in implementing expense mitigation efforts; the Company's reliance on third - party vendors for various services; adverse results from litigation, governmental investigations or tax - related proceedings or audits; the Company's ability to attract and retain employees; the Company's ability to satisfy pension and other postretirement employee benefit obligations; changes in accounting standards; the effect of labor strikes, lockouts and labor negotiations; regulatory and judicial rulings; the Company's indebtedness and ability to comply with debt covenants applicable to its debt facilities; the Company's ability to satisfy future capital and liquidity requirements; the Company's ability to access the credit and capital markets at the times and in the amounts needed and on acceptable terms; and other events beyond the Company's control that may result in unexpected adverse operating results.

Companies need to make specific efforts to connect with and engage employees who work at home 100 % of the time.

It is impossible for an employer to satisfy every employee's needs at all times and to predict how the flow of business may change in the future.

Following Hurricane Irma, the Miami Marlins realize that all of our employees, as well as our entire community, have other needs that must take a priority at this time.

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

«The budget agreement assumes $ 481 million in «savings» from the unnecessary layoff of state employees making the legislature complicit in a reckless and irresponsible plan that is both impractical and nasty while eroding state services at a time when they are needed most.

Meanwhile, Winter — at the limits of what she could do with her consulting time — needed help at QCT, so she hired Fan as a research scientist and the company's first employee.

We've gotten pretty good at saving time and energy during the day — meals from Sakara Life, our organic meal delivery business, help free our minds from having to think about food and instead allow us to focus on the things that really need our time and attention — like leading a team of 80 employees and making sure our thousands of clients nationwide get their healthy food on time.

Delivering training within the application to upskill employees or end users at the time of need without forcing them to alternate between the 2 points.

Just like an airline pilot needs to check instruments and adjust speed, altitude, and direction to ensure the on - time and safe arrival at the destination, piloting the onboarding of new employees may require adjustments based on feedback.

Employers will need to report information to HMRC every time they pay their employees instead of once at the end of the tax year.

The Health and Safety at Work Act 1974 requires employers to ensure the health and safety of all employees and anyone affected by their work, so far as is reasonably practicable, which means balancing the level of risk against the measures needed to control the risk in terms of money, time or trouble.

This is great for when busy learners have a few minutes of free time, or when your course can help an employee learn a specific skill needed at the workplace.

Employees need helpful information at the time of accidents or mishaps.

This is a problem that needs addressing since a study just published in the Harvard Business Review found that «The time spent by managers and employees in collaborative activities has ballooned by 50 percent or more over the last two decades and that, at many companies, more than three - quarters of an employee's day is spent communicating with colleagues.

Isn't it time then to work out mechanisms through which an employee can access relevant knowledge and expertise at the time of need?

This can help employees solve a problem, perform a task, or update their skills at the specific time of need.

There is an enormous need for organizing a proper training and development session at regular interval of time for employees.

To be eligible for the program, the employee needs to have worked at Starbucks for at least 90 days and have been paid for an average of at least 20 hours per week over that time.

There are an array of different reasons why someone may need to seek out a retirement savings plan on their own: they may work as a part - time employee or on a contract basis, at a small business that does not offer any retirement benefits, or they own their own business and are self - employed.

Employees need to tell customers at the time of purchase how to keep the cage clean and what needs to be replaced if they want their pet to stay completely healthy.

It is the policy of MAR that even exempt positions are governed by the needs of the agency, which means that employment is for no specified term and either MAR or the employee, may terminate that employment at any time.

As employees spend more time at the office, the number of inter-office romances has increased and so too, has the need of employers to protect themselves against any liability for sexual harassment claims that often result from a love affair gone wrong, reports Newsweek.

Part of the measures announced include a review into how best to ensure employees with mental health issues are supported at work in addition to employers and organisations receiving additional training in supporting staff who need to take time off.

And records may be kept, as might be needed at various times, in employees» mobile electronic devices, who themselves may be using a «cloud service» to facilitate exchanges of records with colleagues.

As the Court reasoned, employees were particularly vulnerable at the time of dismissal and in need of additional protection.

«Most bank holidays fall on a Monday so, to help ensure they meet their obligation to treat part - timer workers no less favourably than full - time employees, employers need to look at how many bank holidays a part - time employee will benefit from in light of the days of the week they work and make sure they receive their full pro-rata entitlement.»

• Remind employees of the risk of storing confidential information on memory devices and how these can easily be lost, and need at all times to be accounted for.

At the same time, he notes, «Businesses need to be aware not just of the legalities, but they also need to think about employee relations and their reputation with the wider public.

The need to prove the extent of the injury with hard evidence — on strict deadlines — can also make the workers compensation system difficult to navigate for an employee who is trying to recover at the same time.

Hence you need to create adequate provisions in the accounts to meet such leave encashment liabilities at any time during the tenure of employees in the company.

At the end of the day, both of these are trying to compress the amount of time it takes for employees to find answers to the information that they need, in addition to making it less frustrating.

Every kind of organization — academic, financial, supply chain, entertainment, news — needs a website, but the employees themselves (at the time the internet rose to prominence) lacked the skills needed to develop a website.

The pitch to businesses is simple: some of your customers want to pay Bitcoin, some of your employees almost certainly want to receive at least some Bitcoin, so meet both needs at the same time and cut costs on both ends.

These employees need to be knowledgeable of multiple law practices and be efficient secretaries at the same time.

Can you just imagine all the employees who need their payrolls, the hiring and employment process, coaching, retention programs, employee activities, and monitoring all of those at the same time?

We can't say enough about the professional and knowledgeable staff at NextJob who take the time to fully understand the needs of our Employees as they make career transitions.

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 feedbacat 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 feedbacAt 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 feedbacat 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.

Food Server — Bob's Barbeque — 6/2013 — 3/2015 • Served meals to customers and ensured all of their needs were met during their visit • Won Employee of the Month two times during employment at the restaurant • Answered customer questions and helped resolve any concerns more than 90 percent of the time • Prepared soft drinks, coffee, tea, and more for guests and delivered to the table • Restocked all paper products for the drink station, such as straws, napkins, and sweeteners

Use plenty of the keywords hiring managers and recruiters might use to find people with your specialties and skills (e.g., You need to look like a happy employee while at the same time touting your expertise and accomplishments.

I have been reading through many of the postings at Ask a Manager, and I cam across an old post dealing with an interview time of 6:45 a.m. I am a physician in private practice, and when I need to hire a new employee I have always scheduled interviews around my clinic time.