Sentences with phrase «include changes in employment»

Not exact matches

Chriss pegs growth in the contingent work force to structural changes in employment over the past decades, including a decline in enrollment in defined - benefit pension plans and growth in the average duration of unemployment.

Other factors that have changed the nature of HRM in recent years include new management and operational theories like Total Quality Management (TQM), rapidly changing demographics, and changes in health insurance and federal and state employment legislation.

«The vesting of each executive's awards will accelerate upon termination of his employment for any reason (including a resignation for good reason) other than cause, death or disability (as such terms are defined in such executive's employment agreement) if such termination takes place upon or within two years following a change in control (as defined in such executive's employment agreement) that occurs during the term of his employment agreement and such executive signs a general waiver and release that has become effective.»

Survey results reveal changes in several indicators of energy activity, including drilling, capital spending, and employment.

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

Other proposals include: measures to support families; a change in employment law; reform to public pensions; break - up of the banks; and a proposal to remove the UK from any liability for future EU bailouts.

As part of a proposed Equality Bill, Harman announced a consultation on changing the existing discrimination laws, including options for reverse discrimination in employment.

The answer, McKinney said, is fundamental changes in the state pension system that would include placing state employees into a 401 (k) plan and eliminating the ability of state employees to increase their pensions by working a huge number of overtime hours in their final years of employment.

The changes, which went into effect in 2016, include requiring all IDAs to claw back tax benefits when companies fail to keep employment promises.

Cameron will make clear in his speech that he will be demanding major changes, possibly including the repatriation of social and employment laws which could see Britain winning a complete opt - out from the working time directive.

«Forcing the employer to incorporate the full cost of employment, including the cost of injury or disease precipitated by a workplace that is designed for sitting for the majority of the day, will incentivize employers to change their workplace design as necessary in order to avoid liability,» said Pedersen.

Included in the PowerPoint: Macroeconomic Objectives (AS Level) a) Aggregate Demand (AD) and Aggregate Supply (AS) analysis - the shape and determinants of AD and AS curves; AD = C+I+G + (X-M)- the distinction between a movement along and a shift in AD and AS - the interaction of AD and AS and the determination of the level of output, prices and employment b) Inflation - the definition of inflation; degrees of inflation and the measurement of inflation; deflation and disinflation - the distinction between money values and real data - the cause of inflation (cost - push and demand - pull inflation)- the consequences of inflation c) Balance of payments - the components of the balance of payments accounts (using the IMF / OECD definition): current account; capital and financial account; balancing item - meaning of balance of payments equilibrium and disequilibrium - causes of balance of payments disequilibrium in each component of the accounts - consequences of balance of payments disequilibrium on domestic and external economy d) Exchange rates - definitions and measurement of exchange rates - nominal, real, trade - weighted exchange rates - the determination of exchange rates - floating, fixed, managed float - the factors underlying changes in exchange rates - the effects of changing exchange rates on the domestic and external economy using AD, Marshall - Lerner and J curve analysis - depreciation / appreciation - devaluation / revaluation e) The Terms of Trade - the measurement of the terms of trade - causes of the changes in the terms of trade - the impact of changes in the terms of trade f) Principles of Absolute and comparative advantage - the distinction between absolute and comparative advantage - free trade area, customs union, monetary union, full economic union - trade creation and trade diversion - the benefits of free trade, including the trading possibility curve g) Protectionism - the meaning of protectionism in the context of international trade - different methods of protection and their impact, for example, tariffs, import duties and quotas, export subsidies, embargoes, voluntary export restraints (VERs) and excessive administrative burdens («red tape»)- the arguments in favor of protectionism This PowerPoint is best used when using worksheets and activities to help reinforce the ideas talked about.

The data book assembles a wide set of statistics about the Hispanic population in Idaho which includes information on topics like demographic change, morality, health, employment, and education.

The regulations adopted by the New York State Board of Regents based on the 2010 law changing how the evaluations must work includings a line that says the new evaluations must be «a significant factor in employment decisions such as promotion, retention, tenure determinations, termination, and supplemental compensation,» as well as how teacher and principal development is approached.

Material changes include a change of employment, of income, in credit, marital status, and down payment.

(5) After the expiration of the time limitation following any year in which wages were paid or alleged to have been paid to, or self - employment income was derived or alleged to have been derived by, an individual, the Commissioner of Social Security may change or delete any entry with respect to wages or self - employment income in the Commissioner's records of such year for such individual or include in the Commissioner's records of such year for such individual any omitted item of wages or self - employment income but only --

• Loss of income, employment or both that totaled at least 20 percent of previous earnings for at least six months — including copies of applicable termination notices or changes in employment status

This includes 3 key cycles — the corporate profit cycle, the credit cycle, and the inventory cycle — as well as changes in the employment situation and monetary policy.

Certainly, this determination will require a special consideration of the debtor's present employment and financial situation - including assets, expenses, and earnings - along with the prospect of future changes - positive or adverse - in the debtor's financial position.

This guidance document presents that employment, social protection, social dialogue and workers» rights need to be an integral part of any policy in pursuit of sustainable development, including with regard to climate change.

The RUAF network was initiated in response to the needs identified by a group of representatives from 28 international organisations, including UNDP, FAO, IDRC, GTZ and CIRAD, that met in Ottawa (Canada) in 1994 and recognised the need to address the increasing «urbanisation of poverty» and growing urban food insecurity related to urban - rural migration, lack of formal employment, rising food prices, growing dependence on food imports, increasing dominance of supermarkets and fast food chains, and challenges posed by climate change.

It includes new data that show a changing pattern of employment in which green jobs are being generated in many sectors and economies around the world as a result of measures to tackle climate change and to reduce emissions of greenhouse gases.

The Government has said they will look at the recommendations in the report seriously but implementing changes will require an overhaul of employment law in many areas, including Employment employment law in many areas, including Employment Employment Tribunals.

The recommendations include additional enforcement mechanisms, increased fines for contravention of both the ESA and LRA, changes to basic employment standards (including significant changes to the leave of absence provisions in the ESA), and extending bargaining rights to certain employee groups currently exempt from the LRA.

Some of the changes being proposed with respect to the Employment Standards Code include: the introduction of new unpaid, job - protected leaves, decreased eligibility thresholds for existing unpaid, job - protected leaves, increasing the rate at which overtime may be banked, changes to the eligibility and calculation of overtime in the context of compressed work weeks, the introduction of additional employee rest periods, changes to the eligibility and calculation of general holiday pay, amendments to youth employment, the introduction of additional notice requirements in the context of group termination notices, and new enforcement tools to deal with non-compliant employers, including introduction of an administrative penalEmployment Standards Code include: the introduction of new unpaid, job - protected leaves, decreased eligibility thresholds for existing unpaid, job - protected leaves, increasing the rate at which overtime may be banked, changes to the eligibility and calculation of overtime in the context of compressed work weeks, the introduction of additional employee rest periods, changes to the eligibility and calculation of general holiday pay, amendments to youth employment, the introduction of additional notice requirements in the context of group termination notices, and new enforcement tools to deal with non-compliant employers, including introduction of an administrative penalemployment, the introduction of additional notice requirements in the context of group termination notices, and new enforcement tools to deal with non-compliant employers, including introduction of an administrative penalty system.

In addition to providing day - to - day employment counseling, we also handle the ever - changing array of matters facing employers today, including:

Address benefits in the employment agreement, including language that the benefits may change.

Although already in force effective December 3, 2017, most of the changes to Employment Insurance (EI) benefits will be seen in 2018, and include:

Mr. Casey also has extensive experience negotiating complex executive employment and transition agreements in various industries, including mergers and acquisitions, change - in - control agreements, non-competition and non-solicitation agreements, lift - outs and incentive / equity compensation.

a. Reduction in pay; b. Intolerable working conditions; c. Harassment and bullying; d. Human rights and discrimination claims; e. Demotions and other changes to employment, including reporting relationships; and f. Reduction in the quality of work assignments.

Commonly imposed conditions include; no contact orders between the accused and the victim or location of the alleged offence, prohibiting the offender from possessing firearms, ammunition or explosives, or reporting any changes in residence or employment to the court.

I think we're going to see not only more of a shift to human rights cases, but potentially a call for a change to the Ontario Employment Standards Act, 2000 to include the right of reinstatement following dismissal, similar to what is already provided for in section 240 of the Canada Labour Code.

In addition to issues relating to housing and shelter, income maintenance, social assistance, human rights, health, employment, education, immigration and refugee law, mental health law, criminal and family law, the Journal is also interested in a range of questions about lawyering and social change, including the exploration of non-traditional legal strategies such as community organizinIn addition to issues relating to housing and shelter, income maintenance, social assistance, human rights, health, employment, education, immigration and refugee law, mental health law, criminal and family law, the Journal is also interested in a range of questions about lawyering and social change, including the exploration of non-traditional legal strategies such as community organizinin a range of questions about lawyering and social change, including the exploration of non-traditional legal strategies such as community organizing.

Among other changes, this Bill amended Section 13 of the Workplace Safety and Insurance Act («WSIA» or the «Act) to explicitly include compensation for Chronic Mental Stress («CMS») that arises out of and in the course of employment.

Explore implications of the legislative changes in various areas, including employment, impaired driving, real estate, residential tenancies, regulation of marijuana businesses, and more.

Indeed, the Government of Ontario's Changing Workplaces Review reflects a need to revisit Ontario's legislative framework to better align it with growing trends in the workplace, including the rise in precarious employment and rapid technological change.

Henry also handles the employment issues arising in mergers, outsourcings and consolidations, including workforce consultation, changing contracts of employment and Transfer of Undertakings (Protection of Employmeemployment issues arising in mergers, outsourcings and consolidations, including workforce consultation, changing contracts of employment and Transfer of Undertakings (Protection of Employmeemployment and Transfer of Undertakings (Protection of EmploymentEmployment)(TUPE).

Key changes of interest to the legal profession include MacKay's switch with former AG Rob Nicholson in the Defence portfolio; former ambassador Chris Alexander's appointment to the immigration file as Jason Kenney becomes minister of Employment and Social Development; and Quebec MP Steven Blaney's move to Public Safety Canada.

Our team also has in - depth experience advising on employment issues and the more complex matters of corporate transactions, related to reorganisations and corporate acquisitions and disposals, TUPE transfers and change management, including redundancy programmes and restructuring as well as employment disputes.

Employment Matters Employment Matters covers noteworthy developments in employment, labor, and employee benefits law, including workplace issues, human resources, and policy changes in emploEmployment Matters Employment Matters covers noteworthy developments in employment, labor, and employee benefits law, including workplace issues, human resources, and policy changes in emploEmployment Matters covers noteworthy developments in employment, labor, and employee benefits law, including workplace issues, human resources, and policy changes in emploemployment, labor, and employee benefits law, including workplace issues, human resources, and policy changes in employmentemployment law.

``... adverse impact in the employment context can include conduct or a change in working conditions that causes distress and loss of dignity to employees.

He has particular expertise in organisational change including collective redundancies, changing terms and conditions of employment, and the application of the TUPE Regulations.

The key changes over that time include the wide reforms recently enacted in 2015 that involved almost all areas of employment law in Italy, and in particular the protection of employees in case of unfair dismissal and the industrial relations systems.

«Previously» she explains, «I worked on the comprehensive reorganisation of a Group including mergers, spin - offs, change of legal form and divestments to optimise and simplify the Group's structure and to serve shareholders» targets in the area of tax, employment law, codetermination and Group control».

As long as you include appropriate information in these basic areas, you can change the format up a bit in order to emphasize the information you most want the reader to know, or to deprioritize something you don't want to emphasize (like an employment gap, or a lack of experience).

When you have to divulge such information, always include an application addendum where you explain the situation in the most positive light possible and share how you have changed with employer references, employment tenure, and awards.

Career Change Strategy Expert As a career change strategist, Diane collaborates with clients engaged in complex and challenging career transitions including layoffs, M&A s, military retirement, military upgrades (warrant officers), federal government employment (federal to federal, corporate to federal, and federal to corporate), firing, «boredom», and other difficult or life - impacting career challChange Strategy Expert As a career change strategist, Diane collaborates with clients engaged in complex and challenging career transitions including layoffs, M&A s, military retirement, military upgrades (warrant officers), federal government employment (federal to federal, corporate to federal, and federal to corporate), firing, «boredom», and other difficult or life - impacting career challchange strategist, Diane collaborates with clients engaged in complex and challenging career transitions including layoffs, M&A s, military retirement, military upgrades (warrant officers), federal government employment (federal to federal, corporate to federal, and federal to corporate), firing, «boredom», and other difficult or life - impacting career challenges.

Built with the ever - changing compliance requirements in mind, these core products in Canada include: Canadian Criminal Record Check, Canadian Identity Cross-Check, Canadian Driver Abstract, Employment, Education, and Credential Verification, Reference Check, and Canadian Credit Bureau Inquiry.

RECRUITMENT CONSULTANT BIRMINGHAM CITY CENTRE # 18 - # 22K PA PLUS UNCAPPED OTE If you have the drive and ambition to succeed in a highly pressurised environment Extra Personnel are currently recruiting for: INDUSTRIAL RECRUITMENT CONSULTANT Hours of Work — Monday — Friday 40 hrs per week with flexibility to the business KEY DUTIES OF THE RECRUITMENT CONSULTANT * To identify suitable candidates for current and prospective industrial clients * Conduct interviews and full reference including right to work for all workers * To canvass new and existing clients to generate new business opportunities * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement training

With eight professional certifications, including Certified Employment Strategist and Certified Professional Resume Writer, Adrienne Tom specializes in helping C - suite professionals, executives and top managers navigate career change.