Sentences with phrase «meet each individual employer»

Each of these solutions offers clients a different level of assistance and can be tailored to meet each individual employer's needs.

Not exact matches

Meeting on a quarterly basis and discussing individual goals and performance can help employers identify opportunities for development, as well as tailor development plans around the individual.

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.

Our sister organization, 1 Million for Work Flexibility, is offering a free webinar for individuals and employers: Improve Team Performance with Work Flexibility, with Kyra Cavanaugh, president of Life Meets Work.

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...

In addition, having the IMH Endorsement will inform prospective employers, peers, referral sources, families, and the public at large that an individual who is providing services to infants and their families meets standards that have been approved by a professional organization devoted to the optimal development of very young children.

The congressman also met with the president today to voice what he described as his «deep and serious concerns» about the American Healthcare Act, which would cut subsidies, proffer tax credits, end Obamacare's individual mandate and eliminate its requirement that large employers offer workers affordable insurance.

ACE partnered with Skillpoint Alliance, a nonprofit organization that creates partnerships between industry, education, and the community that support the life success of individual students while meeting employers» needs for a qualified workforce.

Provided certain criteria are met, employers can offer PRPPs for their employees or, if the company does not offer this option, the employee can become an individual member of the plan.

Today, even landlords and employers will check your credit to ensure that you are financially responsible and a trustworthy individual who meets their obligations.

An individual is eligible for a simplified employee pension individual retirement account (SEP IRA) if his or her employer offers such a plan, and if the individual meets certain requirements.

Affordability: An employer - sponsored plan is affordable if the employee's share of the annual premium for the lowest cost self - only plan (LCSOP) that meets the minimum value standard is less than 9.66 % of individual's annual household income in 2016.

The Hilton Honors Event Planner program is available to any Hilton Honors member, including, but not limited to, individuals, professional meeting and event planners, individuals booking events on behalf of their employer (including B2B Pooled Accounts), tour operators, and travel agents / travel sellers / conference planners that book a qualifying event.

The Hilton Honors Event Planner program is available to any Hilton Honors member, including, but not limited to, individuals, professional meeting and event planners, individuals booking events on behalf of their employer (including B2B Pooled Accounts), tour operators, and travel agents / travel sellers / conference planners that book a qualifying event.

Employers and HR teams work with training providers to ensure individuals meet their goals and gain the necessary qualifications, whilst fully integrating them into office teams to gain maximum practical experience.

Today's Apprenticeship programmes in the finance sector have evolved to meet the needs of employers and the skills required by businesses, combining office - based with formal education to allow individuals to put theory into practice in everyday scenarios.

While employers, shop owners and landlords are obligated to adapt or adjust facilities, services or employment requirements to meet the needs of an individual or a group protected by human rights laws, the this accommodation is limited if it would cause undue hardship.

From now on, employers wishing to hire international students who have graduated from recognized Canadian post-secondary institutions and whose Post-Graduate Worker Permit (PGWP) is expireing, will need to submit a Labour Market Impact Assessment to ESDC, and ensure that the individuals transitioning from the PGWP meet all of the requirements for the applicable stream under the Temporary Foreign Workers Program.

Employers, shop owners and landlords are obligated to adapt or adjust facilities, services or employment requirements to meet the needs of an individual or a group protected by human rights laws (known as the duty to accommodate).

Generally speaking, the duty to accommodate requires employers to adapt rules and requirements to meet the needs of individual employees who would otherwise be exposed to constructive discrimination on a protected ground, including disability.

In addition to periodically scheduled client conferences, we tailor our seminars to meet the specific needs of individual employers.

For instance, in assessing whether this criterion has been met, we encourage IRBs and privacy boards to obtain adequate assurances that the protected health information will not be disclosed to an individual's employer for employment decisions without the individual's authorization.

The notice required under this provision may be met giving a copy of the notice to the individual at the time it provides the health care services, or, if the health care services are provided on the work site of the employer, by posting the notice in a prominent place at the location where the health care services are provided.

Hoping to meet a wide variety of needs, the company offers life, supplemental health insurance products (cancer, disability, life, long - term care and hospital indemnity) and tax deferred annuityAmerican Fidelity offers life insurance that is available to individuals or through an employer / association.

The cost of premiums is often closely tied to deductibles: you will pay more for an insurance policy that has lower deductibles, and vice versa (note that ACA - compliant plans, including employer - sponsored plans and individual market plans, cover certain preventive services at no cost to the enrollee, even if the deductible has not been met).

U.S. - issued expatriate plans are considered minimum essential coverage that meets the individual mandate and are considered eligible plans for purposes of the employer mandate

We often delay buying an individual health cover assuming that our employer's group health cover would suffice to meet our medical requirement... Read More

2The Pension Protection Act of 2006 limits the death proceeds an employer can exclude from income when the insured does not meet the definition of a highly compensated employee or of a highly compensated individual, or the death benefit is not used to purchase the insured's ownership interest in the business.

With 59 % of residents securing health insurance through an employer - based health plan and only 3.8 % of residents buying their health plan on the individual market, it can be tough to find an affordable health insurance quote on the individual market with a flexible health plan that meets your needs.

Then follow with a second paragraph that shows how you'll help your target employer meet their goals and build a bond of trust with business partners and individual travelers.

The individual with whom I met wanted to work for my employer.

Individuals in your network can help promote you as a «solution to an employer's problem» by discussing your qualifications and current job search at meetings and events they attend.

To hire suitably qualified individuals for the computer field service technician role, employers commonly set certain requirements for interested applicants to meet.

Responsible for finding the perfect fit for the employer, it is the recruiter who will make the decision on the individual they believe best meets the criteria to present as a potential candidate.

Submitting the same resume for every position can't possibly meet each employer's individual requirements.

With so many graduate schemes on offer it's best to check individual programme details to make sure you meet all the employers» requirements.

Once you know that these two aspects of a resume are most looked at, you will be able to design a resume that meets the individual needs of each employer.

When hiring for the position of HVAC installer, employers typically outline a set of requirements that interested individuals must meet to qualify to access the job.

When recruiting for the hr manager position, the following abilities, knowledge, and skills are usually required by employers for applicants to meet because they have been observed to improve the effectiveness of individuals holding the position:

Throughout the year, the Office of Career Strategy works with employers to host industry events and individual company sessions where students can meet employer representatives and learn about their organizations.

Employers Choice Screening offers an extensive range of search options and «Package Options» to enable you to implement a criminal history background screening program that best meets your individual requirements.

* Maintains regular and punctual attendance Summary of Experience Customer service experience in a retail or restaurant environment - 1 year Basic Qualifications * Maintain regular and consistent attendance and punctuality, with or without reasonable accommodation * Available to work flexible hours that may include early mornings, evenings, weekends, nights and / or holidays * Meet store operating policies and standards, including providing quality beverages and food products, cash handling and store safety and security, with or without reasonable accommodation * Six (6) months of experience in a position that required constant interacting with and fulfilling the requests of customers * Prepare and coach the preparation of food and beverages to standard recipes or customized for customers, including recipe changes such as temperature, quantity of ingredients or substituted ingredients * At least six (6) months of experience delegating tasks to other employees and / or coordinating the tasks of two (2) or more employees Required Knowledge, Skills and Abilities * Ability to direct the work of others * Ability to learn quickly * Effective oral communication skills * Knowledge of the retail environment * Strong interpersonal skills * Ability to work as part of a team * Ability to build relationships Starbucks is an equal opportunity employer of all qualified individuals; including minorities, women, veterans, and individuals with disabilities, and regardless of sexual orientation or gender identity.

Director of Human Resources / HR Consultant — Professional Duties & Responsibilities Oversee the planning, direction, and management of all HR - related activities including staff recruiting, candidate tracking, personnel screening and testing, and hiring processes in accordance with Affirmative Action and Equal Opportunity Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and vendors

In addition, having the IMH Endorsement will inform prospective employers, peers, referral sources, families, and the public at large that an individual who is providing services to infants and their families meets standards that have been approved by a professional organization devoted to the optimal development of very young children.

It is recommended that while individuals are taking the Rental Property Management Licensing Course they meet with potential employers.

It is recommended that before registering for the Strata Management Licensing Course, and while taking the course, individuals meet with potential employers.