Sentences with phrase «on my compensation history»

Not exact matches

The CNGC's independent compensation consultant regularly analyzes our performance goals and has consistently found them to be challenging — a conclusion that is supported by our recent history of below - target incentive payouts shown on page 45 above.

On the fiscal side, in 2009 the Congress and Administration enacted the largest fiscal stimulus program in history and some of these fiscal actions were renewed (e.g., extended unemployment compensation benefits) and new initiatives undertaken (e.g., the payroll tax holiday) once it became clear that the recovery was faltering.

Any man who engages in Intimate Partner Violence against a pregnant partner would be imprisoned on the first offense; compensation to her would be provided by his mandatory insurance plan (see above), which may also require more insurance if there's a personal / family history of IPV.

Marking Equal Pay Day, Cuomo advanced legislation to prohibit all employers, public and private, who do business in New York, from asking prospective employees about their salary history and compensation, putting the state New York on track to close the gender wage gap.

Schwarzenegger had built consensus in a fractured legislature on such difficult issues as workers» compensation, prison reform, and the largest package of public - works bonds in the nation's history.

Your Connecticut workers» compensation insurance premium is based on how many employees you have, your total payroll, your industry classification code, and your history of accidents and workers» compensation claims.

It is an unlawful employment practice for an employer to obtain or use for employment purposes information contained in the credit history of an applicant for employment or an employee, or to refuse to hire, discharge, demote, suspend, retaliate or otherwise discriminate against an applicant or an employee with regard to promotion, compensation, or the terms, conditions or privileges of employment based on information in the credit history of the applicant or employee.

As a result, employers won't be able to rely on salary history to determine what compensation to offer, potentially leveling the playing field for those who have historically been underpaid.

Screening job applicants based on their current wages and benefits or other compensation or salary history.

With the workers» compensation third party claims attorneys at the McArthur Law Firm, on - the - job injury victims and their families can rest assured that their future is in the hands of an experienced legal team with a long history of success.

We also have a history of success and the resources necessary to fight for justice and maximum compensation on your behalf.

Beau Layfield has built an impressive professional history based on experience, detail and understanding of the victim, the accident and the process to pursue the highest level of justifiable financial compensation.

If you or someone you love has been injured in a head - on collision, and you are worried about medical bills and / or loss of income as a result of injuries sustained in an accident, help yourself by talking to our experienced head - on collisions attorney who has a history of success at getting the maximum amount of compensation for their clients.

It is important to be familiar with all of your medical history because past injuries or illnesses or other medical conditions can have an impact on your case and on the compensation you may be entitled to.

Throughout Alderson's long history, we've served the United States government by writing the record about events that have shaped our nation and the world including the Warren Commission on President Kennedy's assassination, the Presidential Commission on the Space Shuttle Challenger Accident and the September 11th Victim's Compensation Fund of 2001.

An employer's workers» compensation costs depend largely on payroll, although industry type and loss history also play a role.

Where an applicant has made a disclosure of compensation history information or the employer has obtained pay range or aggregate compensation information, nothing prohibits the employer from considering or relying on such information in determining compensation for the applicant.

And in Toronto, Injured Workers» Consultants was running courses on the principles and politics of compensation and injured worker history, promoting leadership and community organizing skills.

We offer expert commentary, briefings, and background information on all aspects of Ontario's workers compensation system and the history and principles of workers» compensation systems.

Employers with an annual premium greater than a certain amount are usually eligible for experience rating, which adjusts the workers» compensation premium up or down, depending on the employer's claims history.

Compensation data and software provider PayScale recently released a report on salary history disclosure the least.

On August 1, Massachusetts passed an equal - pay law that prohibits employers from asking about salary histories until they make a job offer that includes compensation, unless the applicants voluntarily provide the information, ThinkProgress reported.

If an employer accidentally uncovers information about an applicant's salary history when conducting a background check (or otherwise), the employer may not rely on that information in determining what compensation to offer the applicant.

Compensation data and software provider PayScale recently released a report on which workers get asked about their salary history the most.

The essence of the employer's response to bans on salary history is to know the market - based compensation range for a specific position.

Screening services include credit history searches; on - site civil and criminal record searches; credit reports; driving record searches; education, employment and license verifications; Social Security number traces; workers» compensation searches; and sex offender searches.

«But when hiring managers and recruiters are educated and given reliable compensation data on market rates and pay ranges, the need for a candidate's salary history diminishes.»

Processed accounts payable, maintained up - to - date vendor statements to ensure timeliness and completeness, communicated with vendors to resolve questions and concerns on invoices, issued of checks to vendors, ran aging as required to identify current items due for payment Processed accounts receivable, sent information of customer aging summary to stores and collected the payments, maintained accounts receivable Calculated monthly sales, prepared all of federal and provincial sales tax report, and remitted the sales tax to government Prepared financial statement for the monthly end and year - end, processed closing account at the end of period Employment History (continued) Reconciled bank accounts, credit card accounts and other accounts required to reconciled Processed semi-monthly payroll, vacation pay, courted ordered deductions and other benefits, prepared payroll tax report and remitted payroll tax to government Made works compensation report and bill payment Filed sales invoices, purchase bills and all of documents; trained new employees; Communicated with vendors processing RMA (Return material authorization); provided some customer services as well as some office duties.

Conversely, if your salary history has been on the lower end, same suggestions apply: discuss key points regarding your talent, any quantifiable achievements, specialized training, and education to help further support your desire for career advancement, while keeping in mind your total compensation package including benefits.

The New York law signed by City Mayor Bill de Blasio on May 4, 2017 will prohibit employers from asking a job applicant about their salary history or «relying on salary history to determine the applicant's compensation unless the applicant voluntarily offer the information.»

Determining a candidate's compensation based on their salary history can perpetuate existing wage inequalities that are the result of gender bias or discrimination.

Additionally, employers can not rely on salary history in setting compensation, except for when determining pay for a current employee during a transfer, move, or hire to a new position with the same employer.

In June 2017, Oregon Governor Kate Brown signed into law the Oregon Equal Pay Act of 2017 (HB 2005) which will prohibit employers from screening job applicants based on past or current salary history or seeking information about past or current salary history from job applicants before making them an offer of employment that includes an amount of compensation.