Sentences with phrase «employer are on board»

It feels good to know that my workspace and employer are on board with this important trend and support it by investing in a charging station.

Do make sure your current employer is on board, as a Board position for even a small non-profit can be time - consuming.

For instance, your career objective could reference a commitment to «earth - friendly policies and practices» as a way of showing a potential employer you're on board with their environmentally friendly goals.

Not exact matches

If clear expectations are in place, the on - boarding process should be a painless adjustment to a great fit for both employer and employee.

The Browning - Ferris decision builds on a previous memo from July 2014, in which the board said McDonald's Corp. could be held accountable as a joint - employer for its franchise owners» activities and any labor disputes they may have.

On Tuesday, the general counsel of the NLRB sent McDonald's Corp. a memo that said it could be held accountable as a joint employer in dozens of outstanding cases before the board related to the fast food coporation's franchisees.

Launched in 2015, the Women of the Vine trade alliance is anchored by the websitewww.WomenoftheVine.com, which offers information on education through the Women of the Vine Global Symposium (to be held March 13 - 15, 2017 in Napa, CA), regional meetings, webinars, best - practice strategies, a job board, discussion forum, networking and collaboration opportunities, and tools for forward - thinking employers and employees seeking to change the industry from within.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

Why can't there be prisons with a prison board with local employers, councillors, police, probation on the board, advising the governor what works best?

Paterson quickly signed five pieces of legislation on his first day in office: to add the New York State Department of Labor to the New York City Transit Track Safety Task Force; to eliminate a law that discouraged employers from holding blood drives; to change the way in which members are appointed to a state health and research board; to restore eligibility caps to certain senior employment programs; and to grant tax exemptions to several local development corporations in New York State.

It also underscores the need for the state Legislature and government employers across the board to rein in a practice for which New Yorkers pay, in the form of higher property taxes, to support what is, on a per capita basis, the nation's costliest pension system.

The research is often related closely to the specific needs of the employer and so it can provide a positive platform to take on board any further development within the organisation.

The research that will be carried out by them will clearly be of great benefit to the industry and it relates closely to the specific needs of their employers; so it can provide a positive platform to take on board any further development within the organisation.

Pre-Campaign Community Service / Activism: Worked extensively with Family of Woodstock, Rip Van Winkle Council of Boy Scouts of America, establishing Ulster County Habitat for Humanity, Ralph Darmstadt Homeless Shelter, Ulster County Board of Health and Ulster County Human Rights Commission, Caring Hands Soup Kitchen Board Member, Midtown Rising Board Member, Teacher at Woodbourne Prison, part of Rising Hope Program Platform At a Glance Economy: Supports farming subsidies, job creation through infrastructure investments in rural broadband and sustainable technology, in favor of strong unions Healthcare: Medicare for All Women's Rights: Pro-choice, supports fully funding Planned Parenthood, birth control to be paid for employer, supports equal pay for equal work Racial Justice: Will work to prevent discrimination of all kind Immigration: Supports comprehensive immigration reform that includes path to citizenship for undocumented immigrants Foreign Policy: Supports increased pressure on North Korea but not military intervention Environment: Supports measures to stall climate change and create green jobs LGBTQ: Supports anti-discrimination of all people Gun Control: Will not take NRA money, supports common sense gun control and against Faso's vote to allow the mentally disabled to obtain firearms

Mohawk Valley Chamber of Commerce Chairman of the Board Sam F. Berardino, III said: «Many employers tell me they want young people to know what it takes to succeed on the job, This program gives a young person that first exposure to work, so they can understand how basic skills and soft skills are so essential in the modern workplace.

If you're thinking of «blowing the whistle» on an employer, you need to have a plan, which may include getting the media on board.

After spending months deliberating the original decision made by NRLB's New York regional director, Dan Silverman (who found that NYU graduate assistants were statutory employees), NLRB board members concurred that «graduate assistants are paid for their work and are carried on the Employer's payroll system.»

Jane Krakowski (30 Rock) is on board as Kemper's wealthy employer.

While most companies like the idea in principle, they've been slow to get on board, says the Institute of Student Employers (ISE).

The DWP is driving the timeline of «all on board» by October 2013 so RTI must be used by all employers by this date to support the introduction of Universal Credits.

Bringing Scenario Learning into the Vector Solutions family is helping us close that gap on accident prevention and strengthen both workers» and employers» commitment to optimum performance across the board.»

A further # 40,000 is also available to each commissioner for events and communications and # 100,000 to compensate employers of the leaders who sit on their headteacher boards.

If Andrea Comer, the Chief Operating Officer of FUSE / Jumoke Inc., finds herself on the State Board of Education, she will certainly be in a «unique» position to directly and indirectly impact her job, her employer and the industry she has worked so hard to represent.

If testing by a third party can be accomplished within 2 hours of the SMI, then the marine employer does not need alcohol testing capability on board.

Section 46 CFR Part 4.06 - 15 (a) requires marine employers to have an alcohol testing device (s) readily accessible on board the vessel to determine the presence of alcohol in the system of each individual who was directly involved in the SMI.

U.S. Coast Guard policy requires marine employers to have an alcohol testing device (s) readily accessible on board the vessel to determine the presence of alcohol in the system of each individual directly involved in a Serious Marine Incident (SMI).

However, if testing by a third party can be accomplished within two hours of the SMI, then the marine employer does not need alcohol testing capabilities on board.

One central issue: whether to impose an across - the - board change on all workers and employers, or to more selectively target those Canadian workers who are the least likely to save.

Even employers, private employers now are jumping on board.

Employment law blogs, including Porter Wright's Employer Law Report and Ogletree Deakins» Employment Law Matters, have been discussing an Advice Memorandum recently released by the National Labor Relations Board that addresses when an employee may be fired over negative comments about an employer on social media, and when such messages constitute «protected concerted activity» under the National Labor RelatiEmployer Law Report and Ogletree Deakins» Employment Law Matters, have been discussing an Advice Memorandum recently released by the National Labor Relations Board that addresses when an employee may be fired over negative comments about an employer on social media, and when such messages constitute «protected concerted activity» under the National Labor Relatiemployer on social media, and when such messages constitute «protected concerted activity» under the National Labor Relations Act.

However, putting an employer on notice about a workplace injury and filing an employee claim with the New York State Workers» Compensation Board is crucial.

More recently, though, the Board has stated that there must be more than procedural content; that there is an active obligation on employers to enable workers to make complaints and it can not be correct that there is no worker remedy if an employer terminates a worker for doing so.

(3) Where an employer on behalf of whose employees a trade union or council of trade unions, as the case may be, has been certified as bargaining agent or has given or is entitled to give notice under section 16 or 59, sells his, her or its business, the trade union, or council of trade unions continues, until the Board otherwise declares, to be the bargaining agent for the employees of the person to whom the business was sold in the like bargaining unit in that business, and the trade union or council of trade unions is entitled to give to the person to whom the business was sold a written notice of its desire to bargain with a view to making a collective agreement or the renewal, with or without modifications, of the agreement then in operation and such notice has the same effect as a notice under section 16 or 59, as the case requires.

Workers» Compensation: New employers in almost all industries must register immediately with the British Columbia or Alberta Worker's Compensation Board, the Ontario Workplace Safety and Insurance Board, or la Commission de la santé et de la sécurité du travail in Quebec, as the case may be, and will thereafter be assessed a premium on payroll according to their industry group.

Where, on inquiry, the Board determines that an employee has been discharged or otherwise disciplined by an employer for cause and the contract of employment or the collective agreement, as the case may be, does not contain a specific penalty for the infraction, the Board may substitute such other penalty for the discharge or discipline as seems just and reasonable in all the circumstances.

(11) The trade union shall deliver a copy of the application for certification to the employer by such time as is required under the rules made by the Board and, if there is no rule, not later than the day on which the application is filed with the Board.

In Suncor Energy Inc v Unifor Local 707A, 2017 ABCA 313, the Court upheld the lower court's finding that an arbitration board erred in rejecting much of the employer's evidence of safety incidents and risks on the basis that the evidence was either related to non-union employees or not particularized to bargaining unit employees.

This is the first case in which the US board has stepped in to argue that employees» criticisms of their companies or bosses on a social networking site will be a protected activity and that employers would... [more]

The Ontario Labour Relations Board will hold a hearing to determine the appropriate voting constituency to be used for a representation vote based on the descriptions proposed by the union and the employer.

In the decision Design Technology Group, LLC, 359 NLRB No 96, the Board ordered the employer to reinstate a number of employees who were terminated for critcizing their employer on a semi-public Facebook page.

Canada NAFTA termination would have modest impact on economy: Conference Board of Canada, CBC News «Business as usual» at Toys R Us Canada amid reports of U.S. liquidation, CTV News New law to make employers accountable for temp worker injuries, Toronto Star

After Board announces no increases in employer assessments, group asks why the Funding Review recommendations on these and full indexation of benefits are being ignored.

Presentation to the WSIB Benefits Policy Consultation discusses fallacies in the Board's scenarios of «aggravation basis» and overcompensation, recurrences, permanent impairments; treatment of workers with degenerative conditions that is creating a windfall for employers; KPMG influence on proposed policies.

The board ruled that Section 70 is meant only to prohibit companies from setting up their own unions to keep employer - controlled unions out of the workplace, and it is not a blanket ban on all employer payments to unions.

If you have ever seriously considered taking action against your employer for some wrongdoing on their part, there is a good chance that you have been told to call the Labour Board.

In a ground - breaking decision published on August 27, 2015 (BFI Newby Island Recyclery) the National Labour Relations Board revisited the test to be used in determining whether two employers should be considered as a «joint employer» for the purposes of applying the provisions of the National Labor Relations Act.

In the case at hand, the judge discussed the reasonableness of the foreign language requirement, and the steps that were being taken by the Canadian employer to establish a training plan between these assumed non-English speaking foreign workers and the on - boarding of locally hired Canadian workforce.

The US National Labour Relations Board has recently held that a Like on FB was protected as well, and the employee who had Liked a statement complaining of the employer's actions had to be reinstated.

To add insult to injury, not only has the unfunded liability been reduced on the backs of injured workers (despite the McGuinty government's promise to the contrary when passing Bill 135) but now — with WSIB expenditures also lowered — the Board has announced a windfall for employers.

Until the Ontario Labour Relation Board's decision in Ljuboja v Aim Group Inc, 2013 CanLII 76529 (ON LRB) on November 22, 2013, the answers from this author would have been no, the employee is not seeking the enforcement of the Act, and yes, the employer can legally terminate the employee without the Labour Board deeming the termination as an act of reprisaON LRB) on November 22, 2013, the answers from this author would have been no, the employee is not seeking the enforcement of the Act, and yes, the employer can legally terminate the employee without the Labour Board deeming the termination as an act of reprisaon November 22, 2013, the answers from this author would have been no, the employee is not seeking the enforcement of the Act, and yes, the employer can legally terminate the employee without the Labour Board deeming the termination as an act of reprisal.