Sentences with phrase «issues for employers»

also discusses how to select apps, social networking data, criminal record databases, and special issues for employers and volunteer agencies.

In our view, the EEOC letter does nothing to clarify issues for employers.

Explore why employment references create legal issues for employers and strategies for obtaining information and dealing with requests from other employers

Michaluk says he sees two sets of issues for employers to consider.

These amendments, which will be in force on September 8, 2016, could profoundly change how workplace harassment is addressed in Ontario workplaces and create new and challenging issues for employers.

In the article, Dan discusses the issues for employers to consider in collecting information about employees inside and outside of the workplace.

«One of the obvious big issues for employers especially is what can they ask employees to provide when they're seeking accommodation?»

There are two very useful chapters on these complex issues for employers, particularly as such activities are often done by employees anonymously.

2011 has brought numerous developments in the areas of labor and employment legislation, enforcement activity, court decisions and workplace issues for employers to consider.

Waterstone's experienced lawyers handle employment law issues for both employers and employees and are often called to advise on wrongful dismissal and termination, employment contracts, claims for overtime and unpaid wages or benefits, harassment and discrimination, and privacy and confidentiality issues.

Too many families across New York State can not afford the heavy cost of child care, which can jeopardize their stability in the workforce and cause attrition and reliability issues for their employers.

He began researching the concept of «modern family» as an undergraduate at Duke University in North Carolina, where he published his honors thesis «Domestic Partnerships», analyzing both opposite - sex and same - sex domestic partnerships and the issues for employers to evaluate in considering benefits for domestic partners.

Among the issues for employers to consider are the following three:

There can be huge benefits to having a remote job where your geographic location isn't an issue for the employer.

Looking specifically at payroll, one of the first issues for any employer to consider is how their employees will be paid.

My understanding is that the reclassification is more of an issue for the employer than the employee.

Pension matters have become a major issue for employers, trustees, public sector bodies and financial institutions in recent years.

Employee privacy is a thorny issue for employers and their employees.

I don't think the Microsoft comment is misguided, but it does raise an issue for employers.

Ethics, privacy and the responsible use of big data will continue to be a hot - button issue for employers and individuals alike.

These alterations are rarely a major issue for employers, but you can find yourself in a very counterproductive bureaucratic maze if you get anything wrong.

The practical issue for employers is how they ensure that vendors or workers hired by third parties are safe and qualified.

Written By Attorney Lester Rosen, Founder & CEO of Employment Screening Resources (ESR) The «Ban the Box» movement that seeks to eliminate questions about past criminal conduct on initial job applications is quickly heading towards becoming a national standard and will be a hot issue for employers in 2014.

Written By Attorney Lester Rosen, Founder & CEO of Employment Screening Resources (ESR) A recurring issue for employers and background screening firms is which state law to apply when a criminal record is found in one state for a job in another state.

Not exact matches

The employer's name appears above the logo; issues can be customized to include, for example, CEO interviews.

«Sadly, it appears the federal government may bow to the political heat over the TFW issue and gut the program for employers of lower - skilled and entry level workers,» he said.

The notion that this change in policy could be a death knell for certain employee and employer relationships exists, but it might not be as large an issue as some believe.

Framing the issue as one of self - advocacy — that it's on women alone to lean in and pull themselves up the corporate ladder — absolves employers of their responsibility to create environments in which women are not punished for doing so.

«Going the extra mile for your employer can initiate innovative responses to problematic issues facing your company,» reports leading search firm, BTI Consultants.

Notably, these clauses have become even more desirable for employers since the advent of social media and platforms such as Twitter and Facebook, which which have given employees the power to publish their thoughts on a range of issues — not to mention sharing often intimate details of their personal lives in photos or videos.

«It's unlikely that a court would consider any personal issues an employer is going through as justification for an employee's inability to perform work, unless of course the personal issues directly affect the workplace and the employees,» said Ron Minken, head of Markham, Ont.

Despite ongoing business challenges and employment issues that are clearly ripe for improvement, according to the American Psychological Association some employers have seized the opportunity to create a healthy culture where employees and the organization can thrive.

We believe PRPPs are an essential new tool that can help employers and individuals partner together to meet retirement goals and we applaud the federal government for its leadership on this issue.

Plus, WalMart, the largest private employer in the U.S., hiked pay and issued bonuses for some workers.

«Long - term laptop use while slumped on a couch could create health issues for you, and liability for your employer,» says Hastings.

Major employers, from Walmart to Caterpillar, have tried for years to tackle the high costs and complexity of health care, and have grown increasingly frustrated as Congress has deadlocked over the issue, leaving many of the thorniest issues to private industry.

More than half of Millennials (56 %) agreed that a quality benefits package influences their choice of employers, and 63 % say that benefits are an important reason in staying with an employer.W6 While managers believe Millennials put the highest priority on salary, W17 research indicates salary has become a threshold issue for this generation of workers.

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.

Minimum wage is a complex and sensitive issue for workers and employers alike, one that is watched very carefully by the 98 % of B.C.'s businesses who are small businesses — including most of you, our Members.

Apparently, he will address this issue more specifically in his next article, cited in footnote 88, When Should Employers Be Liable for Factoring Biased Customer Feedback into Employment Decisions?

The fundamental issue is not the increased cost burden for employers and employees, but rather the purpose of company - led pension plans, he said.

On the minimum wage debate, «we're staying neutral on the issue,» said Brooke Buchanan, a spokeswoman for Wal - Mart, America's largest private employer.

I think the issue is the government mandating employers to pay for something.

I guess I learned a thing or two from this issue; a non-Catholic should not work for a Catholic organization, such as a hospital or university if they want to receive the full benefits of health care coverage in US — what the rest of the employers are providing.

By this logic, if I'm an employer, and I disapprove of drinking and smoking, then I shouldn't have to provide health care for health issues arising from those practices in my employees either.

What's more, if cooperation is material, the issue of scandal has to be considered: What might be acceptable for an employer that is not overtly religious might be unacceptable for an employer that is.

This issue is now a moot point for large employers like Hobby Lobby.

«One particular religious freedom issue demands our immediate attention: the now - finalized rule of the U.S. Department of Health and Human Services that would force virtually all private health plans nationwide to provide coverage of sterilization and contraception - including abortifacient drugs - subject to an exemption for «religious employers» that is arbitrarily narrow, and to an unspecified and dubious future «accommodation» for other religious organizations that are denied the exemption,» the statement read.

If so I have an issue that my employer only picks up 50 % of the cost and I have to foot the other 50 %, about $ 221 a week (for family +)

How some people want it that the average employer (not a church or church based employer) to be able to deny coverage for contraception to their female workers because they, the employer, have a moral issue with iut.