Sentences with phrase «most small employers»

When it comes to health care, for example, most small employers can only afford to offer their employees one Preferred Provider Organization (PPO) plan.

With most smaller employers relying on referrals, the best way to get the attention of potential employers is to develop and use networking contacts.

Not exact matches

Nonetheless, «most small business employers have no formal training in how to make hiring decisions,» noted Jill A. Rossiter in Human Resources: Mastering Your Small Busismall business employers have no formal training in how to make hiring decisions,» noted Jill A. Rossiter in Human Resources: Mastering Your Small BusiSmall Business.

The good news is that with other positive indicators, things will most likely look up soon for small business employers.

He said any call by the president to follow suit would ignore the fact that most employers are small businesses that can not afford the benefit.

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.

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...

There may be a small administration fee (around # 10), but most employers have responded to the spirit of the Act and will provide feedback without you having to resort to this.

Spencer plays Minnie, a domestic in 1960s Jackson, Mississippi who, like her fellow black domestics in that time and place, suffers countless humiliations large and small at the hands of her employers in the land of Jim Crow, but unlike most of them, Minnie takes bold steps to procure a kind of justice that could result in prison or worse.

Most teachers are not covered by the federal Social Security system, so legally required contributions by their employers are somewhat smaller for teachers, but overall, benefits total 20.2 percent of payroll for teachers and 17.0 percent for private - sector managers and professionals.

PAYROLL PROVISION Sourcing a payroll provider puts Academies and Free Schools on a par with most businesses and employers, and indeed many of the problems they have experienced will be familiar to many a small business.

If you have your 401 (k) set up through your employer, then you most likely have a very small selection of funds to choose from.

So far, most of the participating companies have small payrolls, but the real litmus test will be when larger employers across many industries begin adopting their own reimbursement benefits to help attract and retain new graduates.

Of all the managers that I interviewed when creating the multiple manager funds for my employer, I found the small cap value guys to be the most business - minded and interesting.

Whilst business forums will inevitably say that this is just another burden on the employer and will hit small businesses the most, given that mental illness is prevalent it may be that this will be beneficial to companies in the long term.

Most importantly for most smaller business owners, employers that do not pay the levy will also be able to access funding for apprenticeshMost importantly for most smaller business owners, employers that do not pay the levy will also be able to access funding for apprenticeshmost smaller business owners, employers that do not pay the levy will also be able to access funding for apprenticeships.

For example, it would generally be legal for a current or previous employer who was not subject to the Privacy Act (most small business) to disclose your salary; they just don't.

Cell continues: «Perhaps most importantly, the paper outlines the best practices all employers — large, medium, and small — should take in developing a strong and effective travel risk management plan.»

Sprains and strains were the most common injury across all employment platforms except for small employers where cuts or punctures predominated.

Except for very small employers, most insurers will offer insurance to all active employees even if their state of health would otherwise prevent them from owning insurance.

The Department assumes that most plan sponsors who are small employers (those with 50 or fewer employees) will elect not to receive protected health information because they will have little, if any, need for such data.

The Department assumes that most health plan sponsors who are small employers (those with 50 or fewer employees) will elect not to receive individually identifiable health information because they will have little, if any, need for such data.

Similarly, some commenters argued that the regulation was overly burdensome on small employers, most of whom fully insure their group health plans.

Group medical insurance (also referred to as «employer - sponsored) is available from most large and small companies.

Most policies sold through employer group plans generally only offer much smaller amounts for death benefits.

Most people who use Healthcare.gov do not have employer - offered health insurance because they work for small companies.

If you're a student thinking about how you can make yourself more employable, then getting work experience is one of the most important and effective steps you could take, no matter how big or small the employer.

Because of the high cost of implementing a college recruiting program, most of these small and medium employers don't interview on campus.

And whether it's by highlighting your strengths above your weaknesses, cutting out unnecessary information, or simply using the most effective formatting — making small changes like these could make all the difference when it comes to standing out to employers and landing your dream job.

Unless the employer is pretty small, (fewer than 100 employees), the process of posting jobs and collecting resumes is most often automated.

Most employers don't mind some or a small amount of computer use for personal business at work.

Most of these graduates go into other good jobs *, often with smaller organisations, or in one - off jobs with large employers which aren't necessarily called a «graduate scheme» or «training programme» — and these jobs get advertised all year round.

Most large, and many smaller, employers use applicant tracking systems to screen applicants.

«Also, because it's a season of gift - giving, it's a nice gesture to send a small gift with your thank - you letter to the most important networking contacts, if it's within your budget,» she says.Network PurposefullyThe holidays are a perfect time to reach out to people in your network and potential employers.

Since most small and medium employers don't dedicate a lot of resources to recruiting, one of their most important recruiting strategies is to encourage referrals from employees, clients, vendors, consultants and other partners.

Most employers value a bachelor's degree, although smaller companies consider candidates with a high school diploma and equivalent training.

Most new graduates will get jobs, but not on large graduate training schemes, rather with small businesses and local firms — both public and private sector employers which are not covered by these surveys.

Most companies offer ongoing training, either in - house or via external courses, although if you are self - employed or employed by a smaller employer, you may need to consider the cost and time implications of taking responsibility for your own training.

Most employers are small and medium - sized enterprises (SMEs) that do not formally advertise work placements or shadowing opportunities.

Learn why most employers (even small ones) use applicant tracking systems...

Most finance employers accept graduates from all degree disciplines, but a small number of employers seek specific degrees or have a preference for certain degree subjects.

As seen in the ATS market share charts above, use of a homegrown ATS is most common (7.5 %) in small employers with less than 10 job openings, but many large employers also use a homegrown ATS — they include:

While employee referral programs are in place at most large, mid-sized and heavily regulated employers today, even many smaller companies use these programs.

For example, large employers pay the most in total compensation, while small companies offer a higher base, on average.

Small recognition such as a perfect attendance award may not impress due to most employers expecting that you come to work every day.

Employers understand mass layoffs, or even smaller layoffs that cut the most recently hired.

While still subject to state benefit mandates, most AHPs could offer small employers and self - employed individuals more flexibility in health plan design and pool participants on a larger scale that may result in overall lower insurance costs.

Plus, employees here pay a smaller contribution amount for employer - sponsored family health insurance than in most states.

Plus, Washington employees contribute a smaller amount for employer - sponsored health insurance than employees in most states.