Sentences with phrase «greater than employer»

Keep in mind as an employer, you are also responsible for the administration fees associated with the account which can be potentially greater than employer sponsored retirement savings plans.

Not exact matches

As an employer, if you want to keep an employee who is getting paid lower than the average, you either should have a great company culture or a well - known brand recognition.

According to a new study for the Labor Department conducted by Sanat Monica, California - based nonprofit research firm the RAND Corporation, nearly half of U.S. employers with a minimum of 50 workers offered workplace wellness programs in 2012, while 90 percent of companies with greater than 50,000 workers offered the programs over the same period.

In fact, employers with content workers have voluntary turnover rates 50 percent lower than their competition, according to Great Place to Work CEO Michael Bush.

To create this list and others like it, each year, we at Great Place to Work survey millions of employees in more than 50 countries to glean their insights on what makes them love the work they do, and to learn how their employers have created an exemplary work environment.

No employer shall «discriminate between the sexes in the payment of wages for work of comparable character, the performance of which requires comparable skills» or «pay wages or other compensation to any employee at a rate greater than that at which the employer pays wages to employees of a protected class for work of comparable character»

IRAs are great tools to begin saving for retirement and normally have more flexibility in the types of investments than employer sponsored plans.

A large body of law and custom in the United States holds that because employers have far more power over their employees than businesses do over their customers, they must provide them with far greater protections — not least, a minimum wage and overtime pay.

Instead, they put forward an employment insurance plan that gives a greater incentive for employers to fire workers than to hire new ones.

Not necessarily, though the fact that Canadian employers play a greater role in Canadian immigration under Express Entry than they did previously means that, for many candidates, obtaining a valid job offer from a Canadian employer significantly increases their chances of being invited to apply for Canadian permanent residence.

The DOL permits restaurant employers to continue to pay the reduced minimum wage to tipped employees while performing such side work so long as it is (1) minimal and no greater than 20 % of the time and (2) related to the performance of tipped duties.

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...

Regarding the change in the PIT outlook, the Enacted Budget Financial Plan says «taxpayers and employers appear to have been anticipating that the Federal government will lower personal income tax rates in 2017, prompting a shift of capital gains from 2016 to 2017» to an extent greater than DOB anticipated in the Executive Budget plan.

Such a dramatic reduction is a clear sign this policy hands considerable power to employers, who now have far greater capability to mistreat employees than before.

Academia now serves as a «training ground» rather than a career destination for the great majority of scientists, with work in industry, government, or other nonacademic employers the «new norm.»

If millennials and their employers can manage to smooth the way, say experts, we can expect great things from Gen Y. «For the first time in employment history, the youngest generation knows more... than their parents and their grandparents put together,» Henry says.

Indeed, says David Hollinshead, science policy director for AstraZenica, employers see work experience as about developing far greater skills than just the ability to use a coffee machine.

A Towers Watson study of over 300 employers with greater than 1,000 employees showed that companies treating health and performance as a strategic business advantage achieved significantly better market premiums and reduced employee turnover rates — from 21.0 % to 14.8 %.

More productive workers are likely to be of greater value to employers and earn higher wages than less productive workers.

This employment gap is consistent with other data [xx] showing that the Great Recession hit black college graduates much harder than white college graduates, as well as with evidence [xxi] that employers are more likely to discriminate against minorities in weak labor markets.

In July 2009, just past the trough of the Great Recession, employers reported fewer than 2.2 million job openings, the lowest total since the Bureau of Labor Statistics began collecting JOLTS data in 2000.

(c) When you report a dilute specimen to the DER, you must explain to the DER the employer's obligations and choices under § 40.197, to include the requirement for an immediate recollection under direct observation if the creatinine concentration of a negative - dilute specimen was greater than or equal to 2mg / dL but less than or equal to 5mg / dL.

Well the great thing about being flexible is that when opportunities arise you can take advantage of them, rather than saying «man, I already have a job... I don't want to risk anything with my employer.»

As a rule of thumb, unless there's no way around it (e.g., in an employer - sponsored plan with no low - cost funds), I rule out any fund with an expense ratio greater than 0.30 %.

If your employer provides a way to pay for child care with «pre-tax» dollars — that is, money that's taken out of your paycheck before taxes are calculated — the amount you save in taxes may be greater than what you get with the credit.

Second, this person could / should look for another employer that does offer a retirement plan at work that would allow for significantly greater savings than are possible than with just IRAs.

If the employer contribution is a match dollar for dollar, it can't be greater than 3 % of your salary.

SoFi's average lifetime savings methodology for its Employer Contribution Program excludes: 1) enrollees from employers that do not apply the contribution for the duration of the enrollee's loan; 2) enrollees with loan terms of 25 years or greater who have a remaining loan balance under $ 60,000; and 3) enrollees with loan terms greater than 30 years.

If you happen to work for one of those employers who offer an amazing matching contribution plan that is greater than or equal to 6 percent of your salary, your goal should be to contribute enough to secure the employer's full match each calendar year.

In my opinion, 401 (k) accounts offer the greatest benefit for white - collar corporate workers that have high salaries but lack discipline around saving, because the incentives associated with them (tax deduction, employer match) do at least ensure that they are saving some portion of their paychecks rather than spending it all.

Public support for women without headscarves is greater than for those who wear them: by making a woman remove her headscarf an employer violates her rights, but empowers her socially.

In many cases, our lawyers have successfully gained much more than just the predetermined compensation promised by the employer, providing that the injury sustained was so great that you deserve far more than workers» compensation.

In sum, the advantages of arbitration are that for employers it is a far more level playing field than in court with a jury, and with a greater likelihood that the employer will prevail.

... no employer or agent of an employer and no employee or agent of an employee shall contract out of or waive an employment standard and any such contracting out or waiver is void, [unless the contract provides for a benefit greater than the minimum standards prescribed by the act].

In theory, the Government could come up with another system, perhaps one that puts a greater cost burden on employers rather than simply being placed on employees.

A lawyer in Florida who was put out of business, along with every other real estate lawyer in her city, by a six - month long (that is all it took) campaign of predatory pricing, and who, needing to make a living, then took a job with that industry (but is no longer doing much law), went on to describe the level of service (despite the now four times greater cost than the lawyers ever charged) that her new employer and its non-competitors now deliver to the public as shit (her word).

As all employees have rights under the common law, which typically gives them greater rights than under the ESA, employers and employees should obtain legal advice.

Generally, Ontario courts have determined that when an employee utilizes a special skill in their employment they may deserve a greater notice period than another employee who does not despite the fact that both employees had the same or similar length of service with the employer.

However, reductions of greater than 10 % will certainly place an employer at risk of being found to have constructively dismissed the effected employee.

As a result, the employee will be entitled to reasonable notice of dismissal which, in most cases, will result in the employer providing a severance package that is far greater than what the employee would have be entitled if the termination clause was actually enforceable.

The courts have shown a willingness to provide employers with greater flexibility to alter employees» variable compensation than their fixed hourly wages or base salary.

For those employers whom are not currently unionized but are facing organizing drives, the new card based certification process, which allows for automatic certification in cases where greater than 65 % of employees have signed union membership cards, is of particular importance to understand.

In an article on the subject in Canadian Lawyer, Torys counsel and pensions and employment expert Darryl Hiscocks weighed in on the overhaul, saying, «some provinces in the past have certainly been subject to greater swings in terms of political and legislative mandates than has Ontario» while noting that «the direction the special advisors seem to be heading in may benefit employees more than employers.»

California's anti-discrimination laws were generally written to provide greater protection from discrimination and harassment than federal law, and as a result, our office uses those laws to help protect workers and obtain compensation for violations committed by employers against their employees.

Now more than ever, employers have a greater responsibility to provide a harassment free workplace and ensure that vulnerable employees are safe from abusive bosses and intolerable working environments.

Being constructively dismissed does not entitle the employee to a greater or lesser severance package than if the employer had explicitly notified the employee that he or she was being terminated without cause.

However, despite the above option of five paid days, an employer who provides paid sick leave benefits or other paid leave benefits that are greater than the minimum required by this Code, may require that an employee use those benefits for paid days of leave instead.

It provides greater protection than federal law by requiring employers to provide reasonable accommodations for employees who are pregnant.

What better example can there be of an employee being exploited than an employer who puts the former's health at risk for the sake of greater profit?

Thus, the decision itself, though of great significance, will only impact on employers who treat employees with disabled dependants worse than others in similar circumstances or who subject them to harassment for that reason.