Sentences with phrase «if employers»

As the NELP commentary notes, even if some employers are illegally discriminating this does not automatically imply BTB efforts are misguided; strengthened enforcement of anti-discrimination laws as well as increased public and internal conversations sparked by BTB efforts may lead to reductions in such discriminatory practices over time.

This could have the unintended effect of lowering overall employment for groups with high rates of prior convictions, such as young black males, especially if employers» underlying beliefs are racially biased.

It is unclear, however, where the jobs come from and if employers are actually looking at any of the posted resumes.

It would be a nightmare if employers actually employ their staff based on these certifications.

Todd says that sometimes if employers need candidates to have specific skills they are willing to teach them.

I've had more than one encounter with young scientists who believe that their work sells itself — or should, if employers weren't so dense — and that mental gyrations aimed at convincing others of your worth or keeping a positive outlook amount to so much wasted brainpower.

would become a legal requirement in 2013 if employers failed to comply «voluntarily».

«If these employers persist with their attempts to penalise teachers then clearly there will be on - going repercussions in schools long after the volcanic ash has settled and normal travel arrangements have been restored.»

He added: «This dispute could seriously worsen if employers do not take account of the mood of lecturers who have seen promise after promise to improve their pay broken - even despite the billions of pounds of new money entering higher education this year.»

But Natfhe has warned such tough action was only strengthening members» resolve, and pointed to yesterday's unanimous vote among lecturers in Oxford to take continuous strike action if employers went through with their threat to cut pay.

As part of a policy review, Miliband proposes sanctions against labour agencies that advertise solely for immigrant workers, an early warning system if some industries are employing disproportionately large number of foreign workers, a doubling of fines if employers undercut the minimum wage, and no early lifting of migrant barriers for new EU countries such as Croatia.

For almost all... no pay increase took place while in the UK, even if the employers said that this would happen.

I think what would give flight attendants more power to do the right thing in these situations is if their employers provided them with a policy that stated that they will uphold human rights legislation, which includes not discriminating against mothers and babies, and therefore breastfeeding is allowed and mothers are free to breastfeed their babies in the manner that they feel is appropriate.

Also, if employers make it difficult for mothers to pump at work, perhaps those employers need to be educated and change their approaches.

What if our employers or insurance companies got hold of this information — would our results mean we'd be less likely to get a job or be accepted for health insurance?

The manager may change but if the employers are the same then i do nt think it would make a difference.

If his employers were unhappy they could have fired him.

If employers respond to a higher minimum by holding down wages of better paid workers no impact results.

and yes... it would be great if employers tell their potential employees - hey at christmas you have to wear a santa hat - or at easter you have to wear bunny ears.

Even if employers don't pay for contraception, there are many ways for women to get it.

The plan could also lead to a significant backlash if employers decide to ignore their general tendency not to issue pay cuts and start slashing salaries to pay for their new tax burden.

Ezra Klein: But why don't they... If you've had these conversations, if employers were pushing for what we have in every other country, which is a system the government runs and employers aren't part of, we would have had that system a long time ago.

Nearly half of employees say they'd quit within a year if their employers stopped offering insurance.

But there is a loophole: An exemption cancels that requirement if employers pay H - 1B workers at least $ 60,000 a year — significantly less than an experienced technology worker's salary in many parts of the country.

Kim O'Brien says annuities can help solve a lot of employee retirement concerns if employers get on board.

A further 45 % said they either believed, or simply didn't know, if their employers tracked them continuously.

In a PayScale survey of 71,000 employees, 82 percent reported that they were satisfied with their jobs, even if they were paid lower than average, if their employers clearly communicated why they offer smaller paychecks.

The main arguments raised against mandatory paid leave are generally that it's expensive, and also that even if employers don't have to pay the salaries of their on - leave employees themselves, it's still a burden to find someone to fill in while the employee is out.

If employers want to boost employee retention and engagement, they should set up corporate mentoring programs.

If employers are looking for ways to reduce costs for things like absenteeism, prescription drug benefits or long - term disabilities, Lowe says they must take a clear - eyed look at the company's role in, well, making people sick in the first place.

In fact, if employers don't talk about it, they are more prone to lose their star talent to someone else.

If employers aren't going to pay up to support BYOD they better be ready to pay to give their employees some better technology.

Even if their employers offered unlimited vacation days, most people wouldn't take any more time off than they do now.

If an employer is found to have wrongfully terminated an employee under one of these laws, it could stand to lose a considerable amount of money in a settlement.

If the employer has the right to control how the work results are achieved, or the employee must be trained to perform services in a particular manner, he or she is likely a W - 2; in contrast, independent contractors generally use their own methods and set their own schedule.

If your employer has a 401 (k) match, that's additional money you are throwing away.

If your employer doesn't offer a defined benefit program, you'll likely need your investments to make up the $ 30,000 annual shortfall.

For older applicants, this could be important if an employer fears that you have an aversion to social media and new tech tools.

If the employer sees golden handcuffs as an incentive, then they communicate to that employee a very base relationship that fails to connect with a human experience.

If the employer won't budge because it's not in the budget, it's worth digging deeper.

If your employer chooses to provide a retirement plan, then it must comply with the requirements and standards mandated under the federal Employee Retirement Income Security Act (ERISA).

«If an employer is trying to save money,» Cooper says, «the minimum they should do is have it reviewed by an attorney once it's put together.»

«The fact is that if your employer 401 (k) match is low enough and your combined tax savings on HSA contributions is high enough, you'd amass more wealth by making HSA contributions first.»

«The fact is that if your employer 401 (k) match is low enough and your combined tax savings on HSA contributions is high enough, you'd amass more wealth by making HSA contributions first,» he said.

If an employer shows you being a wild child, you probably won't get called for the interview.

Consider earning a certification or additional degree; check to see if your employer offers continued education benefits.

«If an employer knows a particular person's abusive conduct places employees at unreasonable risk of sexual harassment,» the judges wrote, «the employer can not escape responsibility to protect a likely future employee victim merely because the person has not previously abused that particular employee.»

«Another important aspect of the new laws is that employees in corporations of any size will not be able to bring an unfair dismissal claim if the employer can show that their employment was terminated because of what the Bill describes as «genuine operational reasons»» «The genuine operational reasons provision is very broadly drafted and includes economic, technological or structural reasons» said Mr Drake - Brockman «This would allow an employer to successfully counteract an unfair dismissal claim in nearly all situations which result in a genuine redundancy».

If the employer refuses, it might be necessary to consult an attorney before signing.

If your employer isn't willing to work with you (within reason) to help define a work - life balance that allows you to be the happiest, most productive version of yourself, it may be time to pursue other opportunities.