Sentences with phrase «good employment risk»

Together, these documents will paint an accurate portrait of the recent graduate as a well rounded, industrious, and energetic team player: in other words, a good employment risk.

Not exact matches

«The Company's employment practices liability insurance retention has grown to $ 1 million from $ 350,000, causing an unacceptable level of risk for the Company, and the premiums for this insurance are well outside of industry standards,» the letter said.

The Update incorporates the October average private sector economic forecasts and an increased «adjustment for risk» for 2011 - 12 to 2013 - 14, as well as an increase in employment insurance rates of only 5 cents (employee rate) for 2012, rather than the 10 cents set in legislation As a result, the balanced budget target is delayed from 2014 - 15 to 2016 - 17, prior to the inclusion of the Targeted Strategic and Operating Review Savings (now called «Deficit Reduction Action Plan Saving Target»).

Given the absence of a public trading market of our common stock, and in accordance with the American Institute of Certified Public Accountants Accounting and Valuation Guide, Valuation of Privately - Held Company Equity Securities Issued as Compensation, our board of directors exercised reasonable judgment and considered numerous and subjective factors to determine the best estimate of fair value of our common stock, including independent third - party valuations of our common stock; the prices at which we sold shares of our convertible preferred stock to outside investors in arms - length transactions; the rights, preferences, and privileges of our convertible preferred stock relative to those of our common stock; our operating results, financial position, and capital resources; current business conditions and projections; the lack of marketability of our common stock; the hiring of key personnel and the experience of our management; the introduction of new products; our stage of development and material risks related to our business; the fact that the option grants involve illiquid securities in a private company; the likelihood of achieving a liquidity event, such as an initial public offering or a sale of our company given the prevailing market conditions and the nature and history of our business; industry trends and competitive environment; trends in consumer spending, including consumer confidence; and overall economic indicators, including gross domestic product, employment, inflation and interest rates, and the general economic outlook.

Anyone versed in the industry will be able to tell that increased litigation threats arising from portfolio company bankruptcies, dissatisfied investors, regulatory investigations and employment practices suits are now forming new levels of risk for venture Capitalists and venture capital firms, as well as the personal assets of their managers and employees.

The better - than - expected US employment report for October was not as much a positive factor for the dollar as it was positive for risk - taking and the carry trade, says Michael Woolfolk, managing director at BNY Mellon Global Markets.

Treasury yields closed the session on one - week highs, as the ADP employment report showed a robust labor market, which bodes well before Friday's government release, while the relief rally is risk assets also pushed yields higher across the curve, despite the slight miss in the ISM services PMI.

While I don't agree that the church's «message should be one of... finding a partner, getting married and sticking together» — given the many ways to live well today, that's an extremely narrow and heteronormative view — the book does speak to the ways the church is a place of support, friendship and guidance for men, whether by offering engaging activities (at the risk of sounding cliche, group sporting events for example) or teaching classes to build marketable skills or acting as an employment center to help them find meaningful careers with decent wages or offering essential mental health counseling.

In Japan, a system of lifetime employment in many big businesses, a tradition of employer provided benefits such as housing in many cases, and a wage system in those kinds of businesses where workers receive a substantial share of their annual income in the form of an annual bonus whose size can be used to buffer good and bad years for a company sharing risks and rewards with workers instead of limiting the risks and rewards to an investor class, have contributed to low levels of income inequality in the Japanese economy relative to comparably developed countries with comparable levels of government spending on welfare state type programs in other countries.

But Bohrer said the claims of misconduct on outside employment «is of minimal probative value at best and yet poses a serious risk of unfair prejudice and undue delay at trial.»

The alleged misconduct described in the government's letter, which also claims Percoco flouted guidance from executive chamber counsel concerning outside employment, «is of minimal probative value at best and yet poses a serious risk of unfair prejudice and undue delay at trial,» Bohrer wrote.

Over the years, the FICO score has evolved into a determining factor of who is a good credit risk for cars, homes, credit cards, personal loans, employment, etc..

If you have made regular payments to all your creditors and have a stable employment history you're considered as a good risk.

As such, proving continuous employment shows the lender you're a better credit risk.

Of course, in the real world, compensation / employment practices are such that traders / bankers will always be well compensated no matter the out - turn... while you as an investor will never be adequately compensated for this risk — so again, no bank investments, EVER!

Retailers need to stay well - informed and be proactive about employment law or run the risk of mistakes hurting their bottom line.

Our lawyers draft employment contracts and restrictive covenants, audit for compliance with wage and hour regulations, investigate complaints of workplace harassment and illegality, as well as provide in - house training for employers, including EEO and diversity, project management and risk management.

When you need to understand your exposures, find ways to manage your risks, or respond to a complaint that was filed, either administratively or with a court, look to the best place to find an employment lawyer in Los Angeles.

If you need to hire some extra help for a limited period of time, a Temporary Employment Contract is a good way to get the help you need without taking on any additional risk.

Ms. Bernardo also advises on the labour and employment implications of corporate transactions, as well as issues relating to international labour and human rights standards, corporate compliance and risk management, and internal investigations.

The Birmingham employment lawyers provide concise and timely advice to help their clients better understand the risks and avoid costly and protracted litigation brought by dissatisfied current and former employees and by compliance violations.

This ensures a good fit before an offer of permanent employment is extended, significantly minimizing employment risk.

Our team is experienced in helping organisations raise operational awareness of the risks posed by employment legislation and implement best practice through practical, interactive training.

This case is significant, not only for those practicing employment law or those who advise employers of best practice risk - management strategies, but for all workplace parties across the province.

Continue Reading Fixed - Term Employment Contracts: Risks & Best Practices

Canadians who are sick, pregnant, or caring for a newborn or adopted child, as well as those who must care for a family member who is seriously ill with a significant risk of death or who must provide care or support to their critically ill or injured child may also be assisted by Employment Insurance.

As such, it is far better to engage in the PIP process voluntarily and in good faith than to become defensive or combative and, in so doing, risk unnecessarily souring your employment relationship.

With extensive credentials including acting for major employers and valuable in - house experience our employment team has a detailed understanding of the issues facing business and how they might best be addressed in order to manage risk and achieve your objectives.

I always ensure that a well thought out step by step approach to all HR and employment related matters is taken, eliminating the risk of inadvertent breaches of statutory requirements.

Mateo - Harris counsels clients on virtually all stages of the employment relationship, including drafting and negotiating employment, restrictive covenant, and separation agreements, as well as drafting and implementing critical workplace policies and procedures and training employees and management on them, and conducting internal investigations and related risk assessments.

A typical attorney who self - identifies as an «employee rights» attorney will usually have much more experience (as compared to the typical attorney identified as an «employment attorney» or an «employer defense» attorney) with: (1) representing workers on a contingency - fee basis (where no fee is paid unless the case wins or settles) and offering risk - sharing fee arrangements generally; (2) playing offense, so to speak — analyzing, identifying and prosecuting specific legal violations (whereas employer - side attorneys tend to have more experience in broader - stroke compliance / employer - training matters, and reactive work in litigation that responds to claims they are presented); and (3) identifying with the «little guy» who has been harmed by a larger opponent, often having well - tested strategies that have worked while representing individuals against large organizations and wind up with good case results.

The team also implemented clarified accountability between BMO's employee relations and the legal group for better legal risk management of employment law matters enterprise - wide.

Even better, the employment contract should state that the individual was securely employed at the time of the offer, knew the impact and associated risks of accepting the employer's offer (and leaving his / her existing employment), and did so knowingly and willingly.

Although experience internationally shows that cartels may exist in almost any industry, there are certain industry structures and commercial activities and / or factors that may increase the risk of cartel formation, including: - customers that make regular, repetitive purchases by way of competitive tender; - competitors that know each other well through social contact, trade associations, shifting employment or other legitimate activities; - companies with immature corporate governance systems which fail to pay sufficient attention to compliance issues; - price or margin increases in a depressed market; - unexplained reluctance to compete on price and / or in particular areas and / or in respect of particular products; - unexplained reluctance to increase output; - unexplained pricing or market share stability in a previously volatile market; and - regular unexplained parallel price increases.

Daniel Barnett, employment law barrister at 1 Temple Gardens, says: «It remains good practice for employers to carry out a full risk assessment; not doing so might not be discriminatory in its own right, but it runs the risk the employer might miss a reasonable adjustment and be liable as a result.»

Besides the risks associated with excess alcohol intake, the underwriter also considers favorable historical items such as: active participation in Alcoholics Anonymous, voluntary initiation of treatment, single period of treatment or hospitalization, maintenance of stable family life, sustained employment, financial solvency, and good health without reports of violence or arrests.

In the meantime, to discuss your employment risks or to build a better background screening program, request a meeting with our background screening experts.

We know that employers use background screening to mitigate risks, make better employment decisions, and enhance the safety and productivity of their workforces.

We offer a wide range of employment background checks and background screening services to help you make better hiring decisions and manage your human capital risk.

Learn how to better navigate the competing pressures of insurance requirements and the desire to reduce the risk of discrimination under employment law.

This risk is the reason that good employment background screening companies will not provide criminal records from databases without first verifying the records against the original records source.

To mitigate risks, PeopleFacts» automated processes create efficiency in your procedures, and generate FCRA - compliant reports that include identity authentication, criminal record checks, credit reports, driving records, substance abuse testing, as well as verifications of employment, education, licenses and certifications.

Proforma Screening Solutions, a unit of the Lowers Risk Group, has published a new whitepaper that describes pitfalls and best practices for using social media background checks in making employment decisions.

To minimize the risks of using the Internet for background checks, Employment Screening Resources (ESR)-- a nationwide background screening provider accredited by The National Association of Professional Background Screeners (NAPBS ®)-- released a white paper titled «Managing the Risks of Using the Internet for Employment Screening Background Checks» that provided an informative introduction to the risks and roadblocks employers and recruiters face using Internet search engines like Google and social network sites such as Facebook for recruitment and employment screening, as well as potential solutions to avoid legal isrisks of using the Internet for background checks, Employment Screening Resources (ESR)-- a nationwide background screening provider accredited by The National Association of Professional Background Screeners (NAPBS ®)-- released a white paper titled «Managing the Risks of Using the Internet for Employment Screening Background Checks» that provided an informative introduction to the risks and roadblocks employers and recruiters face using Internet search engines like Google and social network sites such as Facebook for recruitment and employment screening, as well as potential solutions to avoid legEmployment Screening Resources (ESR)-- a nationwide background screening provider accredited by The National Association of Professional Background Screeners (NAPBS ®)-- released a white paper titled «Managing the Risks of Using the Internet for Employment Screening Background Checks» that provided an informative introduction to the risks and roadblocks employers and recruiters face using Internet search engines like Google and social network sites such as Facebook for recruitment and employment screening, as well as potential solutions to avoid legal isRisks of Using the Internet for Employment Screening Background Checks» that provided an informative introduction to the risks and roadblocks employers and recruiters face using Internet search engines like Google and social network sites such as Facebook for recruitment and employment screening, as well as potential solutions to avoid legEmployment Screening Background Checks» that provided an informative introduction to the risks and roadblocks employers and recruiters face using Internet search engines like Google and social network sites such as Facebook for recruitment and employment screening, as well as potential solutions to avoid legal isrisks and roadblocks employers and recruiters face using Internet search engines like Google and social network sites such as Facebook for recruitment and employment screening, as well as potential solutions to avoid legemployment screening, as well as potential solutions to avoid legal issues.

If you make a well informed decision on referring your friend for a job at your place of employment, you do not have to worry about risk.

To help employers better understand social media background checks, Rosen wrote a white paper in 2011 titled «Managing the Risks of Using the Internet for Employment Screening Background Checks» to provide an informative introduction to the risks and roadblocks employers face using social network sites such as Facebook for recruitment and employment screening, as well as potential solutions to avoid legal isRisks of Using the Internet for Employment Screening Background Checks» to provide an informative introduction to the risks and roadblocks employers face using social network sites such as Facebook for recruitment and employment screening, as well as potential solutions to avoid legEmployment Screening Background Checks» to provide an informative introduction to the risks and roadblocks employers face using social network sites such as Facebook for recruitment and employment screening, as well as potential solutions to avoid legal isrisks and roadblocks employers face using social network sites such as Facebook for recruitment and employment screening, as well as potential solutions to avoid legemployment screening, as well as potential solutions to avoid legal issues.

While I don't agree that the church's «message should be one of... finding a partner, getting married and sticking together» — given the many ways to live well today, that's an extremely narrow and heteronormative view — the book does speak to the ways the church is a place of support, friendship and guidance for men, whether by offering engaging activities (at the risk of sounding cliche, group sporting events for example) or teaching classes to build marketable skills or acting as an employment center to help them find meaningful careers with decent wages or offering essential mental health counseling.

These include: * Improved physical health * Faster recuperation from illness * Longer life * Better emotional wellbeing * Improved relationships with children * More satisfying sexual relationship with their wives * Wealthier * Higher wages and greater employment stability * Decreased risk of drug and alcohol abuse * Less likely to commit violent crimes * Less likely to contract a sexually transmitted disease

Risk and protective factors found in high frequency were those common to the mainstream community (for example, level of education, employment and income, experience of childhood sexual abuse and trauma in adulthood)(and possibly at higher rates to the general population), as well as those unique to the GLBQ community (for example experience of homophobia and «questioning» transition)

Studies show that the development of these non-cognitive skills, collectively known as social and emotional learning (SEL), is tied to better academic performance, higher college retention rates, increased employment rates and wages, and better overall health and well - being, including a lower risk of substance abuse, obesity, and criminal activity.