Sentences with phrase «employer meet all of these requirements»

If you and your employer meet all of these requirements, you're basically good to go.

Not exact matches

Because these bare - bones plans do not limit insurance payouts to workers, they meet the letter of the law's requirements that employers provide «affordable» health care coverage to their workers at a far lower cost than more comprehensive plans.

Because our business has always been relatively healthy, we've been able to provide coverage that meets or exceeds these requirements, but I empathize with employers whose profit margins don't easily afford the provision of high - quality coverage.

If you are employed in more than one qualifying part - time job at the same time, you may meet the full - time employment requirement if you work a combined average of at least 30 hours per week with your employers.

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...

However, once these requirements have been met, the licence system relies upon the trust and co-operation of sponsors and is premised upon the fact that most employers will comply with the requirements.

Whilst the system has its flaws and could certainly be improved, it does offer a flexible way of managing the process for sponsoring migrant workers and allows our employers to meet their key staffing requirements.

The employer must meet requirements set both by USCIS and the Department of Labor (DOL) in order to file for H - 1B1 status for a prospective employee.

It is hoped this interest will enrich their lives as well as helping them to meet the requirements of employers and benefitting the wider community.

Many Arkansas teacher education programs have both regional and specialized education accreditation which proves to the state as well as prospective employers that graduates have met the requirements for effective learning in the field of education.

(b) A cancelled test does not count toward compliance with DOT requirements (e.g., being applied toward the number of tests needed to meet the employer's minimum random testing rate).

(a) As a service agent, the services you provide to transportation employers must meet the requirements of this part and the DOT agency drug and alcohol testing regulations.

The Secretary shall determine if an employer is authorized to use the clearinghouse to meet the alcohol and controlled substances testing requirements under title 49, Code of Federal Regulations.

Being an author is being a freelancer who doesn't charge based on the work involved; a freelancer who accepts payments based on rules and schedules defined solely by the buyer, rules that are based on their accounting and which the freelancer has little recourse to double - check; a freelancer who subsists on a fraction of minimum wage and a host of day jobs; and it's being a freelancer who is bound by contracts that last their lifetime plus the lifetime of their children (or until a specific set of requirements have been met that, requirements that are set and monitored exclusively by the employer).

Under - employment and multiple job changes between career opportunities are compromising borrowers» ability to meet underwriting requirements of two years» steady employment with the same employer.

To meet the program requirements, you must be working full - time for a public service employer at an organization in the public sector, 501 (c)(3) or other nonprofits while you make each of the 120 payments.

However, some employers allow use of their matching funds if you meet the vesting requirements.

Anyone can contribute to a qualified HSA account (employers, family members, etc.), as long as the owner of the account meets the eligibility requirements.

To qualify for a tax - free and penalty - free withdrawal of earnings, distributions from a Roth IRA or a Roth employer plan account must meet a five - year holding requirement and take place after age 59 1/2 (with some exceptions).

A multiple employer plan is a type of single - employer plan that is maintained by two or more unrelated companies and does not meet the requirements of a multiemployer plan.

Finally, when NYDOL and Division of Human Rights publish their model policies and training materials, employers — even those with existing policies and trainings — must ensure they meet the minimum requirements set by those agencies.

The question was whether EU law (Directives 2000/43 on equal treatment on the basis of ethnicity, 2000/78 on equal treatment in employment and 2006/54 on equal treatment on grounds of sex in matters of employment) required the employer to disclose information on the grounds of refusal if a candidate demonstrates she meets the requirements listed in the job ad.

Would that not be reasonable action and help employers deal with the MOL and / or provide support for meeting the requirements of the OHSA?

We are not of the view, however, that the employer or complainants should call police in order to attempt to meet the amended workplace harassment requirements under the OHSA to protect workers from harassment by conducting an investigation into an incident or complaint that is appropriate in the circumstances.

An employer can not meet this statutory requirement by aggregating breaks of a shorter duration

That said, there have been a number of decisions in the past couple of years which have upheld arguably unlawful termination clauses in favour of employers, thus creating uncertainty for employees and a possible incentive for employers to not even meet minimum ESA requirements for severance.

However, employers should review their harassment policies to ensure that they meet the procedural requirements of Bill 132, while university policies should be reviewed for a reporting process for complaints of sexual violence, in anticipation of changes to legislation that further protects employees and students from sexual violence and harassment.

While each case turns on its own facts, decisions of the United Kingdom and Canada suggest the courts are inclined to give full effect to the requirement that the item as produced complies with the prescribed criteria on the basis that although the customer or employer has specified or approved the design, the contractor is expected to take the risk if they agreed to work to a design that would render the item incapable of meeting the agreed criteria.

For example, if there is a reasonable requirement for the particular job that the employee can not meet because of a particular characteristics this will not count as discrimination if accommodating the employee characteristic will cause undue hardship on the employer (Alberta Human Rights Act s. 7 (3)-RRB-.

Instances, where a workplace injury could lead to a personal injury claim, include your employer acting negligently in not meeting regulatory requirements or the failure of equipment that was negligently manufactured.

While employers, shop owners and landlords are obligated to adapt or adjust facilities, services or employment requirements to meet the needs of an individual or a group protected by human rights laws, the this accommodation is limited if it would cause undue hardship.

From now on, employers wishing to hire international students who have graduated from recognized Canadian post-secondary institutions and whose Post-Graduate Worker Permit (PGWP) is expireing, will need to submit a Labour Market Impact Assessment to ESDC, and ensure that the individuals transitioning from the PGWP meet all of the requirements for the applicable stream under the Temporary Foreign Workers Program.

Remember that employers are entitled to prognosis information about an employee's abilities and limitations in order to meet the requirements of their job under the Code, as well as the employer's obligation to take every precaution reasonable in the protection of employees under the Occupational Health and Safety Act.

Employers, shop owners and landlords are obligated to adapt or adjust facilities, services or employment requirements to meet the needs of an individual or a group protected by human rights laws (known as the duty to accommodate).

The absence of those latter explicit statements made the clause inadequate to meet the law's requirements, which meant it wasn't a valid waiver, and the employer wasn't entitled to demand arbitration.

Generally speaking, the duty to accommodate requires employers to adapt rules and requirements to meet the needs of individual employees who would otherwise be exposed to constructive discrimination on a protected ground, including disability.

Such discrimination will not be in violation of the Code if the employer can prove that the prohibited ground for discrimination is a genuine occupational requirement, and that failure to meet such a requirement can not be reasonably accommodated.

An employee with an impairment may struggle to meet the requirements of a conventional work schedule, so the employer may be obligated to adjust that worker's hours if doing so does not present an undue hardship on the employer.

An employer may require an employee who takes the unpaid leave to provide the employer with reasonable verification of the necessity of the leave that meets the above requirements.

An employee who takes a paid leave must provide the employer with reasonable verification of the necessity of the leave that meets the above requirements.

If the employer is obtaining protected health information from a covered entity, the disclosure by the covered entity must meet the requirements of § 164.512 (i) regarding disclosures for research.

Wage (including any incremental raises, performance pay or bonuses); the employer can use a wage range for the purposes of complying with the advertising requirements, but the minimum wage in the range must meet prevailing wage).

Under this law, life insurance death benefits of employer - owned life insurance policies issued after the effective date of August 17, 2006 are income taxable (to the extent the death benefit exceeds the employer's premiums) unless certain requirements for an exception to taxation are met.

Under this proposed law, life insurance death benefits for business - owned life insurance policies issued after the effective date of August 17, 2006 are income taxable (to the extent the death benefit exceeds the employer's premiums) unless certain requirements are met.

With this law, all situations where an employer will have full or partial ownership of a life insurance policy that is issued after August 17, 2006, regardless of the purpose of the policy, will need to meet certain requirements and follow specific guidelines to avoid potential taxation.

Under Section 101 (j), [2] the employer - owned death benefit proceeds will be considered eligible for exclusion from the employer's income provided all the following Notice and Consent Requirements and one of the Specified Exceptions are met.

One insurer offers a 15 % discount when the Employer pays some of premium (though participation requirements must be met).

The medical insurance policies offered by your employer should meet the requirements of the Affordable Healthcare Act and may be the best deal you can get.

Based on this law, all situations where an employer will have full or partial ownership of a life insurance policy issued after August 17, 2006, regardless of the purpose of the policy, will need to meet certain requirements and follow specific guidelines to avoid potential taxation.

Under this proposed law, life insurance death benefits of employer - owned life insurance policies issued after the effective date of August 17, 2006 are income taxable (to the extent the death benefit exceeds the employer's premiums) unless certain requirements for an exception to taxation are met.