Sentences with phrase «employees of that business on»

Last but not least, the Court rejected Mr. Krishnamoorthy's argument that section 9 (1) of the ESA should be interpreted as (i) deeming the employment contract between an employee and an employer to be binding on a subsequent purchaser of that employer's assets, and (ii) requiring the purchaser of a business» assets to offer employment to employees of that business on the same terms as their original contracts.

In addition, section 9 (1) of the ESA does not require the purchaser of a business» assets to offer employment to employees of that business on the same terms as their original contracts.

Nor does s. 9 (1) of the ESA require the purchaser of a business» assets to offer employment to employees of that business on the same terms as their original contracts as claimed by Mr. Krishnamoorthy.

Not exact matches

These hires generally fail miserably, because the new person doesn't have the requisite energy and enthusiasm, isn't comfortable with the rest of the employees, starts off by criticizing the way the entrepreneurs runs the business, or is just way too focused on financial and compensation issues.

«What has upset business owners more than anything are the comparisons made between the income of small business owners and that of employees,» Dan Kelly, the federation's president, said in an op - ed published at the Huffington Post on Aug. 25.

Meanwhile, human resources is an area of business which is filled with core duties that must be handled on a daily basis, but can prove a huge burden if an employee is trying to juggle these tasks with their other work commitments.

By making creativity a building block of your business, you can encourage your employees to generate new ideas and embrace the newest technologies, enabling you to harvest better business plans and capitalize on the latest innovation in ways the big enterprises can't.

Businesses with more than 50 employees that do not offer coverage will be taxed based on the size of their payrolls, but the cost will be significantly less than the cost of providing insurance benefits, and the tax is not set to go into effect until the 2014 fiscal year.

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.

«Ending DACA would place severe economic strain on businesses around the country, putting them into the impossible and extremely costly position of having to fire productive employees for no other reason than an arbitrary change in federal policy, potentially resulting in backlash from other employees, or their broader community,» the report reads.

Comment as your page on other business pages and «like» pages of your employees, companies near you if you have a physical location, businesses you are collaborating with or companies whose services or products you are using.

«Out of respect for our customers and employees on both sides, Delta has taken this action to refrain from entering this debate and focus on its business.

The company also professed its neutrality in a statement Saturday: «Out of respect for our customers and employees on both sides, Delta has taken this action to refrain from entering this debate and focus on its business.

As your business grows and you bring on more employees, that sense of responsibility will only increase, leading to varying degrees of anxiety.

With no employees, the Seattle - based company relies on its small team of contracted workers — seven, to be exact — to keep the business humming.

A way to get this straight in your mind is to take your job description, and match it to the persona of your ideal employee; the impact you want them to have on the business; and your own management style.

«In this era of disruption,» she continued, «these skills — from artificial intelligence to data visualization and more — are constantly changing and becoming increasingly specialized, which means businesses can't just rely on periodic training and traditional work experience to keep employees up to speed.»

No matter what type of employee that is hired, too many small business owners are making the same mistake over and over again... they are neglecting to perform professional background screenings on these employees.

At a small business, approval might be granted after an employee sends a short email message because managers might make those decisions on the spur of the moment.

As it becomes easier — or at least more common — for members of the workforce to be self - employed or start their own businesses, you as a corporate manager have to come up with creative ways to keep your employees on payroll and be engaged.

Finding employees you can trust is high on the agenda of any business, and it is becoming an increasingly important factor in IT security regimes.

The group of businesses — which also includes Twitter, Uber, and SpaceX — said the new order would inflict «substantial harm on U.S. companies, their employees, and the entire country,» in a brief filed in the U.S. District Court of Appeals for the Fourth Circuit.

The order «hinders the ability of American companies to attract talented employees, increases costs imposed on business, makes it more difficult for American firms to compete in the international marketplace, and gives global enterprises a new, significant incentive to build operations — and hire new employees — outside the United States,» according to the brief.

Dig Deeper: Choosing the Limited Liability Company as Your Corporate Form Case Study: Why an S Corp Might Be the Better Choice While Turner's story is a compelling one for a smaller, lifestyle business, the truth is that fast - growing businesses that plan to bring on investors or share the ownership of the company with employees may need to consider making the switch to an S corp sooner rather than later.

On the first anniversary of the company's bankruptcy filing, Canadian Business spoke to close to 30 former employees in Canada and the U.S. to find out how Target, one of the best retailers in North America, got it so wrong in Canada.

Now in its third year, the Authentic Brands series examines the role of authenticity in business, the attributes associated with an authentic brand and the impact of authenticity on consumers, investors and employees.

On the other end of the spectrum, Toronto - based Wave Accounting targets really small businesses — those with 10 employees or less.

In addition, our approach to connecting business with social change is based on addressing the priorities of a wide range of stakeholders including employees, business partners, shareholders, government regulators, advocacy groups and consumers.

Could the wildly increasing costs of health care be one reason smaller businesses are less willing to bring on new employees?

A primer on what type of employees you'll need for your transportation business, how to find them and how to train them

This is an unusual approach; most businesses impose restrictions on their staff in terms of the types of problems employees can solve and the authority they have to do so.

As the business landscape is changing more and more rapidly — particularly due to the impact of new tech on customers expectations and staff behavior — being responsive requires a certain level of flexibility and vision from your employees.

There is no shortage of studies sighting that employee effectiveness rises when time off is taken on a regular basis, but entrepreneurs can easily lose sight of this fact, working for months — even years — without time away from the business.

A more significant move would be to restrict access to the small business tax deduction based on the number of employees a corporation has.

Speaking of which, hiring for the year is slightly down — at 1.7 percent — and the average paycheck is flat, meaning small businesses have been able to grow revenue without spending more on either new or existing employees.

Of course, your employees are responsible for their own emotional reactions, but as a business leader you must accept the fact that you have impact on the people you lead.

The modern knowledge economy depends on the fast flow of talented people and open competition, but more and more employees are being asked to sign non-compete agreements that can later hinder their ability to work for a competitor or start their own business.

Nonetheless the work environment of today for many employees takes on a different dynamic, as staffers might accomplish many business functions from the comfort of a neighborhood coffee shop or anywhere that's connected to the Internet.

In 2015, 43 % of cyber attacks on businesses worldwide were against organizations with less than 250 employees, up from 18 % in 2011, according to Symantec.

By promoting habits like taking frequent computer breaks and putting sleep on the agenda, business owners, managers and employees alike can create a healthier work environment more supportive of better sleep and long - term productivity.

Small businesses generally make the switch from DIY to travel pro when they reach 25 to 50 employees and spend $ 50,000 to $ 100,000 annually on airfare, according to Anita Salvatore, executive vice president of global account services for Travizon.

By 2012, the business had sales of $ 4 million, 30 full - time employees, 800 independent contractors, and troupes in 25 cities putting on roughly 5,000 performances a year.

But today's consumers and employees, particularly Millennials, are increasingly aware of the impact a business has on society and on the environment, and that awareness informs their decisions in a way that it never has before.

Identifying toxic employees is an essential part of success for any business, since those employees can often have a direct impact on overall office morale.

On the subject of supporting employees, Marc Benioff, who co-founded and heads business software giant Salesforce (CRM), shared that his company has spent roughly $ 3 million this year to adjust the salaries of its female employees to match that of their male counterparts.

This feedback can help business owners find out if their products, stock, pricing, and placement are appealing to customers; measure the training and performance of frontline employees; learn if competitors do a better job at sales, service, marketing, and operations; identify if employees are following company procedures or compliance practices; and, increase focus on service and selling to help convert browsers to buyers, Warzynski explains.

In the end, depending on the business type and your employees will help determine the kind of uniforms, if any, to have.

In this model, you are making your employees your business partners: they now have the right to vote on decisions and to collect a share of the profits of the business.

Take a page from what Google (at least possibly used to do) and let employees use a portion of their work week to focus on a side project that may help your business.

Startup founders wear lots of hats in the beginning, but as the business grows, you'll need to bring on employees with specialized talents and relinquish control over the tasks you hired them to do.