Sentences with phrase «make that clear to employers»

Make clear to your employer that you want to contribute more at work.

However, if the employee does resign, the employee must make it clear to the employer that the resignation is due to the substantial change or incidents.

If the employee does not make it clear to the employer that they do not accept the new terms, then the employee may be seen as having agreed to the changes made.

The trial judge made a finding of fact that the employee had made it clear to the employer that he was prepared to relocate location to advance his career.

[36] Third, the employee may make it clear to the employer that he or she is rejecting the new term.

Third, the employee may make it clear to the employer that he or she is rejecting the new term.

In addition, your resume must also make it clear to the employers about what you intent to do in the near future.

If you left your position voluntarily, you might decide to make that clear to employers.

It makes clear to the employer about your aims and career goals.

Such knowledge makes it clear to the employer that you know what you are applying for.

These type of statements make it clear to the employer exactly how you can add value to the company and solve their biggest problems.

Not exact matches

Expertise is one of those things that is both rare and a highly valued commodity — a fact belied by the frequency in which it appears on resumes — but made clear by the way it is sought out by everyone, from potential employers, to partners and customers.

And make clear you are not sponsoring any after - party and not allowing employer money to be used for it.

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.

By making it clear that discrimination against LGBT employees is prohibited, employers will better position themselves to recruit not only the estimated three percent of the population that identifies as LGBT, but also other candidates, particularly millennials, who expect to work in a diverse and inclusive workplace,» Phillis said in emailed comments.

If you tweet on political issues or other topics that might be seen as controversial, you'd be well - advised to make it clear your views are yours alone — not those of your employer.

«Let me be clear: the Temporary Foreign Worker program must always and only ever be a last and limited resort for employers who have made every possible effort to hire and train Canadians but can't find them for available jobs,» Kenney said.

In sum, if you want to protect yourself as an employer, make it clear to your employees that you strongly disapprove of any form of harassment, including sexual harassment.

Studies of periods of tight labour markets like the late 1990s and 1960s make it clear that the best social programme for disadvantaged workers is an economy where employers are struggling to fill vacancies.

Young's Supreme Court ruling directly affects SB - 219 in that it makes clear the instances when employers are mandated to provide accommodations and when sex discrimination may be inferred if they don't.

Seven professional bodies work together to maintain and update Professional Conduct in Relation to Taxation (PCRT), which seeks to govern the conduct of tax professionals in the context of the «tripartite relationship» between the tax adviser, their client or employer, and HMRC.2 John Cullinane said: «We believe the PCRT Standards for Tax Planning make it clear to any of the small minority of tax professionals who are tempted to facilitate and promote tax avoidance schemes that this behaviour is not acceptable.

«I'm currently working in the U.K. and have made it clear to any potential U.S. employer that they have to ensure my entry into the U.S. without NSEERS or any similar discriminatory program if they want me to consider working with them.»

There is a clear economic rationale for deferred compensation, since it allows employers to recoup the investments made in hiring and training skilled employees, such as teachers.

Now I have cashed out my pension package and stock option from my previous employer, making this a great time to clear up my portfolio.

Interestingly our plan doesn't make clear what happens with the employer match, and the call I made to HR July 1 landed me with someone who wasn't sure either.

As long as we are always at pains to make clear that we are speaking only as individuals, not on behalf of our employers or other organizations, then I think we are just behaving as good citizens.»

As Sara Hutchins Jodka writes in the Employer Law Report post, Tasker «took Charging Party up on her request to be fired,» saying it was clear that she no longer cared to work there, «and indeed made her day.»

At the same time, Rose says there is plenty that we don't know, such as whether or not it is safer for employers to use fewer words in a termination clause and avoid all - inclusive language, and whether, for public policy reasons, future court decisions will put an onus on employers to make clear to employees the differences between ESA entitlements and the common law before they sign ESA - only contracts.

Whereas the sources of Ofsted and the secretary of state's powers make their decisions plainly amenable to judicial review by Shoesmith, it is less clear that judicial review is available as a remedy against her employer.

It stated that the status of a probationary employee has «acquired a clear meaning at common law», enabling an employer to terminate an employee without common law notice during the probationary period if the employer makes a good faith determination that the employee is unsuitable for the position.

Among other things, the updated Policy «recognizes that it is a legitimate goal for employers to have a safe workplace,» however it makes clear that employers must nevertheless respect human rights laws and employee privacy rights which continue to limit and govern testing in the workplace.

If it becomes clear that the employee has acted outside the scope of employment, the employer is unlikely to continue to provide support unless it would be in its interests to do so because, for example, there is a potential for related civil claims to be made against the employer.

This change makes it clear that those individuals who are not paid for work done for, or services provided to, the employer (i.e., interns, co-op students, trainees etc.) are covered under the OHSA.

If the plaintiff made it clear to [the defendant employer] that he did not agree to the change made in September, 1954, the proper course for the defendant to pursue was to terminate the contract by proper notice and to offer employment on the new terms.

The Brake decision makes it abundantly clear that this is an onerous burden, and that an employer advancing mitigation arguments needs to go beyond simply establishing that income was earned during the notice period.

In doing so, Ontario's top court made it clear that an employer is obliged, not only to continue the salary paid to a dismissed employee during an appropriate notice period, but also to continue all employee benefits, including short and long - term disability benefits.

The Employment Appeals Tribunal (EAT) has confirmed that agency workers are only entitled to be informed about relevant vacancies at an employer where they are working and also made clear they do not get preferential recruitment ahead of an employer's permanent employees.

The ESA made it clear the temp agency is the employer and so for ESA purposes the temp agency is the only one who can be liable for wages as they are deemed to be the employer under the statute,» says Broad.

Detailed audits, with clear criteria made publicly available as to what will be addressed in an audit is an important step in ensuring that when an employer uses the foreign worker program, she or he does so openly and honestly.

As noted by the Court, «if employers do not make clear the parties» intention to displace the common law notice, they can not complain if the fruits of their drafting are found to be ambiguous and unenforceable.»

As the Barton decision now makes abundantly clear, «an employer does not have to show cause to terminate an employee on a probationary employment contract and does not have to continue employing the employee for the full probationary period.»

The case law and the legislation make it clear that employers should have written policies to govern workplace privacy, including policies concerning:

Employers should also make it clear what the consequences could be for failing to abide by the policies.

From this case, an employer should ensure that a clear offer of re-employment is made after the employee declares a constructive dismissal in order to trigger the duty to accept re-employment.

We should make it clear at the outset of this Judgment to anyone who expects the conclusion to amount either to a ringing endorsement of an individual's right not to be required to work on a Sunday on the one hand, or an employer's freedom to require it on the other, that they will both be disappointed.

These decisions make it clear that an employer who intends to offer a dismissed employee reinstatement must ensure that the environment to which the employee will return is not one in which the employee will have lost trust and faith in the employer.

Instead, Guy hosted a night long session of dinner and drinks at the hotel where [the foremen] partied with Guy until they closed the bar... Nothing could make it more clear to bargaining unit employees that the Employer endorsed the actions of its working foremen on the Chase.

In the short term, Coleman has helped make clear that it is contrary to EC law for an employer to directly discriminate against, or harass, employees because of their child's disability.

Whilst it is clear that the vote to leave the EU may in due course have a major impact on Immigration to the UK, particularly for employers employing EU workers and for EU workers, it should be borne in mind that no changes will be made over night.

«That's why, if there's an underlying entitlement, we always encourage employers to be clear that the entitlement will be governed according to the terms and the conditions of the plan and put it on the employee to ensure that they're pursuing the appropriate resources by contacting the plan provider or their own tax adviser or their professional financial adviser so the employer isn't held accountable for having made that representation.»