Sentences with phrase «not about employers»

This is not about employers supporting women's health.

The point of the law is to make it so that it's not about an employer's choice anymore, it's about setting a minimum standard of care and enforcing it so that ALL US Citizens recieve the same benefits.

This is not about employer rights, This is about EMPLOYEE rights.

It was not about an employer - justified retirement age, which is still possible under what is now s 13 (2) of the Equality Act 2010.

It isn't about employers shorting your paychecks or management stealing your lunch from the refrigerator, it's far more subtle and serious.

Similar to advice I've given in the past, Louise says that a critical mistake candidates make is thinking that the resume is about them, not about the employer.

Not exact matches

It's not just about self - actualization: employers can benefit greatly by institutionalizing a boastful culture, too.

Maybe your awkward interview came in the form of a potential employer asking you about a skill set that wasn't outlined in the job description, or maybe your nerves simply got the best of you and you blanked on how to respond to a simple question.

Most employers can not help but think about the potential for conflicts of interest.

Some employers don't think about ways to facilitate this relationship — that's a mistake.

But what about the millions of Americans whose employers don't offer a 401 (k)?

Although employers complain about the growing talent gap, they don't realize how their current hiring and managerial practices drive talent away from their organization.

Billionaire investing mogul Warren Buffett has a new message for the employers of America about women in the workforce in the wake of the #MeToo movement: Don't mess this up.

Employers, ever wary about costs, are not required to make contributions to the plan, and the fact that investments are pooled should, in theory, result in low management fees for participants.

Also make sure your social - media accounts are scrubbed of anything that you don't want a potential employer to know about you.»

While the researchers didn't dig to find out why some states have wider pay gaps than others, they noted that in recent years, California and New York have banned employers from asking job applicants about their previous salaries.

As an employer, you are not permitted to ask questions about a person's age, race, creed, sexual orientation or marital status.

Step 1: Don't do anything obviously stupid such as using profanity, saying something offensive, or talking trash about a former employer.

I recently had the opportunity to interview Ms. Huffington about the sleep crisis and a world where you can sleep your way to the top and you won't be looked at as an unsavory character, where you're encouraged by management to snooze at work, and where sleeping longer will earn you a cash reward from your employer.

It isn't because there aren't people without jobs out there, but rather because many of those people, either from birth or from discouragement of being without work, are not thinking about the bigger picture, «making the employer happy» as much as they are following what they are told «fill in that sheet of numbers.»

Here are four reasons employers and employees aren't on the same page about career paths and how to fix the issue:

Find out how they treated the receptionist, find out what they did while they waited, ask about any chance encounters with other employers... occasionally you can identify a disconnect between what they show you and what they show the people they're not trying to impress.

«Alas, your employer doesn't care about your personal financial situation.

In fact, if employers don't talk about it, they are more prone to lose their star talent to someone else.

But over the years, employers have reached differing conclusions about how the Act's language should be interpreted — specifically the line that says employers must treat pregnant women the same as «other persons not so affected [by pregnancy] but similar in their ability or inability to work.»

This epidemic of disengagement poses a serious problem to employers, who lose an incredible $ 450 billion to $ 550 billion in productivity a year because their employees are not «enthusiastic about and committed to their work and workplace.»

As an employer, you'll want to put an immense focus on not only building your company, but building the company culture into one that employees are equally committed to and excited about, Lin says.

They don't care about the knowledge in young employees» heads — to employers, knowledge is just the context in which the skills are taught.

Some say an exit interview is the ideal opportunity to be completely honest about your experiences with your employer and offer them critical and constructive feedback, while others argue it's awkward and not worth the risk of burning bridges, as your criticism probably won't inspire any significant changes, anyway.

While not affecting anyone earning less than $ 25,000 a year, it would raise contributions for those earning $ 100,000 by 50 %, or by about $ 2,325 a year combined from employee and employer.

If we weren't active on Glassdoor and vigilant about our employer brand, that behavior might have continued and hurt our business.

If not, then you should probably have second thoughts about the previous cases in which you endorsed rough justice being handed out by employers.

Not only is Globalization Partners disrupting the professional employer organization industry, but the way she went about building the company turns the whole high - growth business tech model on its head.

While Ohio's law does not mention emails or other electronic means of communication, its intent is clear: Employers should not make threats about layoffs based on the election of a particular candidate in any shape or form, says Quesenberry.

A 2013 study ranked Denver as the best place to work for a small business — not surprising, since about 97 percent of employers in Colorado are classified as small businesses.

It's just that having lots to brag about on Facebook — about what their workplace looks like or offers — won't likely tip the scales in an employer's favor if the fundamental wants of millennials aren't met.

If they don't want Susie whispering hurtful words about Scott during breakroom chats, employers need to refrain from doing it themselves.

Data - hungry millennials, in particular, tend to be suspicious of firms that aren't forthcoming about things like salary (especially since unfiltered employer reviews are just a Glassdoor.com search away).

Carlson is not alone: Susan Fowler, the former Uber engineer who came out publicly against her employer alleging sexual harassment, is also working with members of the California State Assembly to pass legislation to eliminate forced arbitration, which prevented Fowler from coming forward about sexual harassment at Uber until after she quit.

I'm not optimistic about any of those things (market, govt, country, future), but after my bummer of a post (about the Potemkin market, govt junkie - behavior, country's amazing devastation to institutions, employers and citizens, and the dismal future) I wanted to end on a laugh.

I can't help but think about the current movement of employers to assign open «offices» to employees when I read this quote from Cleese.

Qualifying employment for the PSLF Program is not about the specific job that you do for your employer.

You just talked about how reluctant some of these negotiators are, but in health policy consistently what you hear people say, and it's Lucy and the football every time, the reason employers ultimately... They may not want to be in the market, just like they may not want to pay high costs, but what they really don't want to do is piss off their employees.

Not only to the European banks, but we're talking about a domestic debt holiday very much like Germany's economic miracle, in 1948 the Allied monetary reform, where they canceled all the internal German debts except for the debts that employers used for wages.

«A lot of employers out there have not stopped to really think about the consequences of those changes that are significant on the long - term,» said Jason Malone, a partner at Aon in Montreal.

Half (49 per cent) of the employees said their employer offers retirement education or coaching, while one - third (32 per cent) said their employer does not, with the remainder (about 20 per cent) uncertain.

During the interviewing process, it is illegal for employers to ask certain interview questions about many personal details, however asking about military affiliation is not out of bounds.

Worst of all, their employers — snotty young kids who were raised by them — don't care about them.

Plus, knowing a little about the Jehovah Witness beliefs, If I were an employer, I wouldn't have put her in such a position.

First, it has been stated that employers are not allowed to ask about an employee's religion, job candidates are not required to disclose their religion and the employer is not allowed to discriminate on the basis of religion.