Sentences with phrase «needs of your employees while»

«The game responds to the evolving training needs of our employees while focusing entirely on enhancing the guest experience which has made Hilton Garden Inn an industry leader.

I am very organized and sensitive to the needs of the employees while maintaining the objectives of the department.

Assistance building a relocation program that meets the financial and logistics needs of your employees while helping to save the company and the employee time and money.

Not exact matches

Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787 program; 4) margin pressures and the potential for additional forward losses on new and maturing programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on pension plan assets and the impact of future discount rate changes on pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled employees and our relationships with the unions representing many of our employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.

Dig Deeper: Choosing the Limited Liability Company as Your Corporate Form Case Study: Why an S Corp Might Be the Better Choice While Turner's story is a compelling one for a smaller, lifestyle business, the truth is that fast - growing businesses that plan to bring on investors or share the ownership of the company with employees may need to consider making the switch to an S corp sooner rather than later.

An ESG may be a way for the company to tap a larger pool of candidates for leadership roles, to empower members of disadvantaged groups, to engage employees, and to gain a better understanding of customers» needs and wants while developing better relationships with stakeholders in general.

While, of course, to some extent this has to be true, especially in life - threatening situations - your employee can lead an evacuation down a fire escape but can't necessarily design standards for what is an acceptable or unacceptable level of smoke inhalation - it's important to simultaneously push against it, to let your employees know what they need to get done but not necessarily how they should go about designing their day and carrying out their duties.

This simple motivational tip can keep your employees productive and excited to work for an employer that understands that everyone needs a break once in a while from the confines of their cubicle when the sun is shining.

But while many entrepreneurs are aware of the need to build relationships with customers, they often forget that they must do the same with employees.

While employee experience needs to look at many aspects of the organization and requires several questions to determine and measure, employee engagement needs just one.

But top - down policies won't bring about meaningful change, warns Yost, founder and president of the Work + Life Fit Inc. consulting firm based in Madison, N.J. Instead, she recommends that companies adopt a «partnership» approach, encouraging employees to suggest arrangements that fit their own needs while still ensuring that work gets done — and gets done well.

Still, while business owners are facing plenty of more immediately pressing struggles and will need to find their own unique approaches to parental leave, Siegel is convinced that the competition for talent will drive more and more companies to think hard about these sort of employee lifestyle issues.

What's more, the majority of small - business owners are planning to sustaining or growing their business over the next year, and 31 percent plan on hiring more employees, while 56 percent anticipate their staffing needs will remain consistent.

The Internet made it possible to stay connected to work without needing to go into the office, freeing employees to work from anywhere, while saving companies the overhead costs of maintaining a large physical workspace.

I do not have two more legs yet to make the 100 % to pick, where you actually need to run and go to the toilet just during the break,» while other employees even admitted to not drinking water throughout their work shift for fear of having to use the toilet.

While employees and all levels of management — even the board — have home zones throughout the six buildings on campus, where colleagues carrying out similar functions may reside, no - one has a dedicated desk and everyone is so mobile that they can pitch up wherever they are needed.

While managing Millennial employees and implementing generation - appropriate recognition systems may seem like a daunting task to many managers, there are several off - the - shelf systems, primarily software - driven, that provide the structure and customization needed for companies of all sizes to create an effective recognition program.

The platform explicitly endorses the profit sharing concept saying, «we will incentivize companies to share profits with their employees on top of wages and pay increases, while targeting the workers and businesses that need profit - sharing the most.»

While executives recognize the need to keep people informed about the company's strategy and direction, few understand the need to convince employees of the brand's power — they take it as a given.

Leaders who are kind know how to take into account the feelings and perspectives of their employees while still delivering the message they need to hear in order to improve.

«Over the past nine years, our employees have had the opportunity to talk to clients about their financial needs while also drawing attention to the value of mentorship.

We've found that PostBeyond took the approach of «let's make sure that the end user (the employee) has a very simple experience while still giving them the functionality that they need.»

This is especially important in cases of employee theft as the last thing you need is for the person to take more from you than they already have while on their way out the door.

One standard deviation in skills confidence meant an approximately 15 % greater chance of being fired for toxic behavior, while employees who were found to be more self - regarding (and less concerned about others» needs) had a 22 % greater likelihood.

while there is nothing wrong with a Christian owning / running / operating our own business but at none of these places do you find that they are pushing their beliefs on other employees, requiring them to believe the same thing, etc. it's apparent with walmart — a horrible place to shop, employees don't care whether you need help or not & will even run over you while walking & texting on the job or standing around cussing & carrying on in their personal conversations instead of assisting customers.

We recognize we need to absorb that knowledge while we can and create the next generation of high - performing Bettcher employee owners.»

The system needed to automate delivery of boxes to employees for packing, while also increasing safety and ergonomics for their employees.

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.

While are encouraged by Governor Paterson's proposal for a new Tier V, we believe the state needs to go further in reigning in benefit costs, and rethink the continuation of defined benefit plans for new employees.

«The budget agreement assumes $ 481 million in «savings» from the unnecessary layoff of state employees making the legislature complicit in a reckless and irresponsible plan that is both impractical and nasty while eroding state services at a time when they are needed most.

The report described an environment where the federal government and other major employers found it «increasingly in their own best interests to offer some combination of benefits programs that can assist employees in meeting their personal needs and obligations while still becoming or remaining a productive member of the workforce.»

That kind of transfer benefits both companies and researchers, say experts from both sides: Emerging scientists gain access to plum jobs right out of school, while companies cultivate promising employees with the specific skills they need to compete in their industry.

While Billy contributes his people skills to team - building what rival intern Graham (Max Minghella) calls «a confederacy of outcasts,» Nick teaches essentially the same lesson to beautiful thirty - year - old Google employee Dana (Rose Byrne), convincing the careerist that what she really needs in her life is a date, preferably with him.

Individual schools will respond to the needs of their families and employees while the state sets standards and monitors academic results.

While small and medium businesses, larger enterprises, NGOs, public and private organizations, etc. all have similar needs when it comes to employee training, they can also have widely differing organizational structures and modes of operation.

While traditional classroom training still continue to have its place, the retail sector should consider learning solutions for their employees that give them the ability to access information at the point of need and are just right sized to fit their downtimes.

While some employees may feel as though you offer a good mix of online training resources, others might still be looking for online training materials that cater to their individual needs.

As the recent LinkedIn Workplace Learning report for 2018 found out, 58 % employees prefer to learn at their own pace while 49 % of employees prefer to learn at the point of their need.

Since your employees are going to be representing your company, they need to have knowledge of what your company's values and policies are, all the while dealing with customers of various temperaments.

While organizations need to shoulder the responsibilities of learning initiatives, employees too need to share this responsibility equally.

Having access to real - time information will be a critical factor in helping the education sector show resilience and, while 53 % of employees have the right tools to do their job effectively, organisations need to bring the rest of the workforce up to speed.

Daring to delve into the realm of gamified learning, the company was looking for an educational and entertaining tool employees could use for a few minutes per day while they learn how to approach their sales calls and listen for potential customer needs.

She made a plea for unity on Wednesday, her first full day in office, saying in a speech to Education Department employees that «while we may have disagreements, we can - and must - come together, find common ground and put the needs of our students first.»

You need exciting and engaging training solutions that will meet the needs of a diverse group of learners while communicating key information that improves the overall experience of your employees and customers.

At the best consulting firms, new employees receive a rigorous induction, are expected to take advantage of ongoing development opportunities in accord with their needs, and are mentored while the firm invests in developing their full panoply of skills.

Great service and helpful employees, I purchased a Toyota Avalon from them, and they guided me through every step of the process from which car suits my needs and helped me with the financing, if you were to buy a car I would gladly tell you that this is the best dealership that I have dealt in a while

«This move is a significant step in our ongoing efforts to both rationalize and better equip the NOOK business to achieve success, while positioning the digital education team and platform for future growth,» said Michael P. Huseby, Chief Executive Officer of Barnes & Noble, Inc. «These relocations result in work environments and related cost structure impacts that are better aligned with our business objectives and our employees» expressed needs.»

While there is no minimum employee contribution, the employer needs to fully match the first 3 % of deferred compensation or 2 % of all eligible employee compensation.

While employees should not need to depend on labels to identify fish, many of your customers will.

We as parents and public employees are at the greatest risk, we can't afford to sit passively on our laurels as tax dollars are being siphoned away, assets needed to fund our children's school and our future job security; while P. M. are producing the last thing we need more of — puppies!