They amounts that
they pay change from time to time, as do the cards that they pay out for.
Not exact matches
Such risks, uncertainties and other factors include, without limitation: (1) the effect of economic conditions in the industries and markets in which United Technologies and Rockwell Collins operate in the U.S. and globally and any
changes therein, including financial market conditions, fluctuations in commodity prices, interest rates and foreign currency exchange rates, levels of end market demand in construction and in both the commercial and defense segments of the aerospace industry, levels of air travel, financial condition of commercial airlines, the impact of weather conditions and natural disasters and the financial condition of our customers and suppliers; (2) challenges in the development, production, delivery, support, performance and realization of the anticipated benefits of advanced technologies and new products and services; (3) the scope, nature, impact or
timing of acquisition and divestiture or restructuring activity, including the pending acquisition of Rockwell Collins, including among other things integration of acquired businesses into United Technologies» existing businesses and realization of synergies and opportunities for growth and innovation; (4) future
timing and levels of indebtedness, including indebtedness expected
to be incurred by United Technologies in connection with the pending Rockwell Collins acquisition, and capital spending and research and development spending, including in connection with the pending Rockwell Collins acquisition; (5) future availability of credit and factors that may affect such availability, including credit market conditions and our capital structure; (6) the
timing and scope of future repurchases of United Technologies» common stock, which may be suspended at any
time due
to various factors, including market conditions and the level of other investing activities and uses of cash, including in connection with the proposed acquisition of Rockwell; (7) delays and disruption in delivery of materials and services
from suppliers; (8) company and customer - directed cost reduction efforts and restructuring costs and savings and other consequences thereof; (9) new business and investment opportunities; (10) our ability
to realize the intended benefits of organizational
changes; (11) the anticipated benefits of diversification and balance of operations across product lines, regions and industries; (12) the outcome of legal proceedings, investigations and other contingencies; (13) pension plan assumptions and future contributions; (14) the impact of the negotiation of collective bargaining agreements and labor disputes; (15) the effect of
changes in political conditions in the U.S. and other countries in which United Technologies and Rockwell Collins operate, including the effect of
changes in U.S. trade policies or the U.K.'s pending withdrawal
from the EU, on general market conditions, global trade policies and currency exchange rates in the near term and beyond; (16) the effect of
changes in tax (including U.S. tax reform enacted on December 22, 2017, which is commonly referred
to as the Tax Cuts and Jobs Act of 2017), environmental, regulatory (including among other things import / export) and other laws and regulations in the U.S. and other countries in which United Technologies and Rockwell Collins operate; (17) the ability of United Technologies and Rockwell Collins
to receive the required regulatory approvals (and the risk that such approvals may result in the imposition of conditions that could adversely affect the combined company or the expected benefits of the merger) and
to satisfy the other conditions
to the closing of the pending acquisition on a timely basis or at all; (18) the occurrence of events that may give rise
to a right of one or both of United Technologies or Rockwell Collins
to terminate the merger agreement, including in circumstances that might require Rockwell Collins
to pay a termination fee of $ 695 million
to United Technologies or $ 50 million of expense reimbursement; (19) negative effects of the announcement or the completion of the merger on the market price of United Technologies» and / or Rockwell Collins» common stock and / or on their respective financial performance; (20) risks related
to Rockwell Collins and United Technologies being restricted in their operation of their businesses while the merger agreement is in effect; (21) risks relating
to the value of the United Technologies» shares
to be issued in connection with the pending Rockwell acquisition, significant merger costs and / or unknown liabilities; (22) risks associated with third party contracts containing consent and / or other provisions that may be triggered by the Rockwell merger agreement; (23) risks associated with merger - related litigation or appraisal proceedings; and (24) the ability of United Technologies and Rockwell Collins, or the combined company,
to retain and hire key personnel.
These risks and uncertainties include: Gilead's ability
to achieve its anticipated full year 2018 financial results; Gilead's ability
to sustain growth in revenues for its antiviral and other programs; the risk that private and public payers may be reluctant
to provide, or continue
to provide, coverage or reimbursement for new products, including Vosevi, Yescarta, Epclusa, Harvoni, Genvoya, Odefsey, Descovy, Biktarvy and Vemlidy ®; austerity measures in European countries that may increase the amount of discount required on Gilead's products; an increase in discounts, chargebacks and rebates due
to ongoing contracts and future negotiations with commercial and government payers; a larger than anticipated shift in payer mix
to more highly discounted payer segments and geographic regions and decreases in treatment duration; availability of funding for state AIDS Drug Assistance Programs (ADAPs); continued fluctuations in ADAP purchases driven by federal and state grant cycles which may not mirror patient demand and may cause fluctuations in Gilead's earnings; market share and price erosion caused by the introduction of generic versions of Viread and Truvada, an uncertain global macroeconomic environment; and potential amendments
to the Affordable Care Act or other government action that could have the effect of lowering prices or reducing the number of insured patients; the possibility of unfavorable results
from clinical trials involving investigational compounds; Gilead's ability
to initiate clinical trials in its currently anticipated timeframes; the levels of inventory held by wholesalers and retailers which may cause fluctuations in Gilead's earnings; Kite's ability
to develop and commercialize cell therapies utilizing the zinc finger nuclease technology platform and realize the benefits of the Sangamo partnership; Gilead's ability
to submit new drug applications for new product candidates in the timelines currently anticipated; Gilead's ability
to receive regulatory approvals in a timely manner or at all, for new and current products, including Biktarvy; Gilead's ability
to successfully commercialize its products, including Biktarvy; the risk that physicians and patients may not see advantages of these products over other therapies and may therefore be reluctant
to prescribe the products; Gilead's ability
to successfully develop its hematology / oncology and inflammation / respiratory programs; safety and efficacy data
from clinical studies may not warrant further development of Gilead's product candidates, including GS - 9620 and Yescarta in combination with Pfizer's utomilumab; Gilead's ability
to pay dividends or complete its share repurchase program due
to changes in its stock price, corporate or other market conditions; fluctuations in the foreign exchange rate of the U.S. dollar that may cause an unfavorable foreign currency exchange impact on Gilead's future revenues and pre-tax earnings; and other risks identified
from time to time in Gilead's reports filed with the U.S. Securities and Exchange Commission (the SEC).
For leaders in business, it's
time to break out of the traditional mold and «be bold for
change,» whether it's for equal
pay or diminishing the gender gap
from entry - level
to C - suite.
For purposes of the offering in Canada, if all of the shares have not been sold, after the Canadian underwriters have made a reasonable effort
to sell the shares at the public offer price, the Canadian underwriters may
from time to time decrease or
change the offering price and the other selling terms provided that the price for the shares shall not exceed the public offer price and further provided that the compensation that is realized by the Canadian underwriters will be decreased by the amount that the aggregate price
paid by the purchasers for the shares is less than the gross proceeds
paid by the Canadian underwriters
to us or the selling stockholders.
These two firms showed the most growth since 2014 in the total
times that they've met with companies
to voice their concerns on issues ranging
from executive
pay to climate
change.
The officials said money
to pay for the jobs creation would come
from a one -
time revenue boost
from measures such as
changing depreciation rules or having a one -
time fee on earnings held overseas.
Important factors that may affect the Company's business and operations and that may cause actual results
to differ materially
from those in the forward - looking statements include, but are not limited
to, increased competition; the Company's ability
to maintain, extend and expand its reputation and brand image; the Company's ability
to differentiate its products
from other brands; the consolidation of retail customers; the Company's ability
to predict, identify and interpret
changes in consumer preferences and demand; the Company's ability
to drive revenue growth in its key product categories, increase its market share or add products; an impairment of the carrying value of goodwill or other indefinite - lived intangible assets; volatility in commodity, energy and other input costs;
changes in the Company's management team or other key personnel; the Company's inability
to realize the anticipated benefits
from the Company's cost savings initiatives;
changes in relationships with significant customers and suppliers; execution of the Company's international expansion strategy;
changes in laws and regulations; legal claims or other regulatory enforcement actions; product recalls or product liability claims; unanticipated business disruptions; failure
to successfully integrate the business and operations of the Company in the expected
time frame; the Company's ability
to complete or realize the benefits
from potential and completed acquisitions, alliances, divestitures or joint ventures; economic and political conditions in the nations in which the Company operates; the volatility of capital markets; increased pension, labor and people - related expenses; volatility in the market value of all or a portion of the derivatives that the Company uses; exchange rate fluctuations; risks associated with information technology and systems, including service interruptions, misappropriation of data or breaches of security; the Company's inability
to protect intellectual property rights; impacts of natural events in the locations in which the Company or its customers, suppliers or regulators operate; the Company's indebtedness and ability
to pay such indebtedness; tax law
changes or interpretations; and other factors.
Freedom and flexibility
from having
to pay a developer every
time you want
to change something on your website, and full creative control at your fingertips
If earnings fundamentals are important
to you, as they should be, the price you decide
to pay for your property should be equivalent
to the price
from the record month MINUS the rental price
change since that record
time period.
Leopards don't usually
change their spots but seeing as he has had
time to see
from the sidelines what is expected of him this
time hopefully we may see why we
paid all that money.Go for Oil when you finally start.
I'm so sick of people telling those of us who are disgruntled fans
to relax and give this club
time to correct itself... for anyone who believes that taking a wait - and - see approach is appropriate at this juncture they should take a good long look at themselves in the mirror because they are a big part of the problem... no other «big» club's fans would stand for this shit for nearly as long as we have... think about it, we've witnessed a
changing of the guard at every major club in England, Spain, France and Germany in the last several years because those «big» clubs failed
to live up
to expectations (Barcelona, Real Madrid, Bayern, PSG, Chelsea, ManU, ManCity etc...)... for some reason, many fans have become as fragile as our current manager, believing that there couldn't possibly be a suitable replacement, even though everyone of these clubs have found multiple replacements and still achieved far more than our club... this mindset has been created by an organization that has been milking it's fans, telling countless lies (no world class players available) and lowering expectations every since they rolled out the biggest lie of all: that we couldn't spend because of the new stadium but once it was
paid off we could compete with any team in the world... this organization is rotting
from the inside out and if we don't demand that those in charge put soccer first this despicable behaviour won't end with Wenger's ridiculous 2 year contract... I think the real fear isn't that a suitable replacement doesn't exist, but that this organization is so money hungry and poorly mismanaged that we will sink even lower by choosing our next coach the same way they choose our players, on the cheap... even so, we need
to see what mustache will do if left
to his own devices so he will have
to show his true colours... only then can we purge this club and start anew
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 wa
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 wa
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 wa
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 wa
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 doing so, Macmillan
pays specific attention
to the role of concepts such as honour and masculinity and the overarching interaction between these archaic codes of behaviour and the social
changes occurring at that
time: «As Europe went through its rapid social
changes in the last part of the nineteenth century, honour became both an attribute that the old landowning classes could cling
to with increasing determination as something that distinguished them
from the newly prosperous middle classes and, for the socially ambitious, a mark of a higher and better social status.»
Metro - North Railroad conductors collected overtime
pay for
time spent
changing their clothes, washing their hands and traveling
to and
from work — and the extra cash was being funded with...
While the Rockland County
Times certainly can not claim credit for our President's «
change of heart» on this vital issue, the many weeks of articles that the Rockland County
Times devoted
to explaining the critical nature of this project, which will bring many thousands of high -
paying jobs into the New York - New Jersey Metropolitan Area as well as provide a much - needed «ONE - SEAT» train ride
from Rockland County directly into Penn station, might have had some small influence on this favorable outcome!
If you're operating a South African site using an English bank account, every
time you withdraw money or
pay your expenses, the money
changes from pounds
to rands.
His lack of steady income is apparent when he's forced
to search under the sofa cushions for
change and borrow cash
from his family just
to pay his radio rental on
time.
This includes
Pay As You Earn (PAYE)-- which,
from 6 April 2013, is facing significant
change in the way in which employers need
to report their PAYE information
to HMRC, with the introduction of Real
Time Information (RTI).
After the forth
time I drove with the mechanic and he told Stu the manager he will not put in bearings again unless they
change the ring and pinion which is where the sound is coming
from and the manager said he needs
to get
paid and will have
to call engineering
to see if that should be done.
Then they quoted me on a price and
changed it when it came
time for me
to pay, claiming
to have told me this higher price
from the beginning!
There's no telling where those used cars on dealer lots come
from.A used 1993 Nissan Maxima sold last year by Norman Brothers Nissan had been stolen and
changed hands at least five
times before the Florida Highway Patrol confiscated it
from an unsuspecting Central Florida couple.Norman Brothers filed suit last week against Kissimmee Toyota Inc. and four previous owners of the car, seeking
to recover $ 15,000 it
paid for the Maxima.George Kazery, general manager of Kissimmee Toyota, could not be reached for comment Friday.
Another
change from «Alpha»
to «All - New» is a big complaint that the digital copies of Shonen Jump originally expired after «x» amount of
time, making some readers not want
to jump on board
to basically
pay money for something they'd lose access
to eventually.
The Pre-Authorized Cash Contribution Plan: I know you said you're going
to fund the RESP with your bonus
from work and contribute
to it once per year, but in case that
changes this ETF will allow you
to make smaller monthly contributions without
paying trading commissions each
time.
You can also
change your W - 4 information any
time to adjust the federal and California state taxes deducted
from your
pay.
The other
change lowers the one -
time upfront insurance premium that borrowers must
pay,
to 1 percent of the loan balance
from 2.25 percent.
Discover has bonus spending categories («Get More») that
change quarterly — usually relevent
to the
time of year —
paying back 5 %, some of which you don't typically see as «bonus» categories
from other cards, such as waterparks, museums, bookstores, tuition, clothing, auto repair.
The total return of a security, or in this case the index, refers
to the gain or loss, in percentage terms, derived
from both the price
change as well as any income the investment
pays over a specific
time period.
Like most grants and scholarships, Pell Grants do not have
to be
paid back unless you withdraw
from school during the
time that the grant is helping
pay for or if your enrollment status
changes that makes you ineligible.
«At one extreme, there are consumers who can afford
to pay off their debts over
time from savings and income without any
changes to the structure of their debts,» Professors McShane and Gal said.
If you
changed repayment plans
to an income - based plan that you potentially qualify for, your loans will be forgiven
from the date you start the plan, and end when either the
time is up, or you
pay off your loans, whichever is first.
«Your plan should prevent you
from responding emotionally
to changing market conditions and help you make disciplined decisions that
pay off over
time.»
Any
change in the identity of the carrier (s), flight
timings, routings (including a
change from direct
to indirect routings) and / or aircraft type (if given) will not entitle you
to cancel or
change to other arrangements without
paying our normal charges except where specified in these conditions.
Microsoft also recently
changed the royalty scheme for Xbox Live, halving the amount
paid for first - party Xbox Live Arcade
from 70 per cent
to 35 per cent on games that make under a few million dollars in revenue, but also at the same
time removing some QA costs.
- the game's shading mechanism has
changed, which allows for increased gear texture quality - all graphical aspects and programming mechanisms have been built up
from scratch for this sequel - maximum resolution is 1080p in TV mode - a bigger focus for Nintendo was the 60 frames per second - occasionally the resolution will be scaled down when there is too much ink displaying on the screen - Nintendo reduced the CPU load and refined the way
to use CPU power effectively
to maintain 60 fps in all matches - weapons were tweaked
to let players be more creative by thinking about unique weapon characteristics and their best uses - weapons are designed
to be effective when they are used during the right occasion - Special weapons are stronger than the original ones when used in the right situation, but weaker otherwise - the damage and effect of slowing down your movement when you step in the opponent's ink are reduced
from original - you can jump up in rank if you're good enough, but only up until S - you can't jump up
from C, B or A
to S + - when you win battles in Ranked mode, the Ranked meter fills and your rank goes up when its fully filled - when you lose a battle, the gauge does not decrease, but the meter starts
to crack - once the meter reaches its limit, it breaks - when the meter breaks, you have
to start over again
from the beginning or
from a lower rank - highest rank is still S +, but if you fill up the Ranked meter, you get numbers after the alphabet such as «S +1», «S +2» and so on - maximum number is «S +50», but this number will not be displayed
to your opponent - you are the only one
to see it, and you can check it on your own status screen - Ranked Power is calculated by an algorithm
to measure how strong each player is with minuteness - this will determine if a player's rank is worthy of receiving a big jump (like
from «C»
to «A»)- Ranked Power has no relation
to your splat rate, and is more tied into
to how well you lead your team
to victory - you won't drop off more than one rank even if you play poorly - stage rotation
time was
changed to two hours - this was done because the devs expected people
to play for an hour or so, but they found people play much longer - with Salmon Run, Nintendo considered how
to implement a co-op oriented mode in a player - versus - player type of game - the devs will monitor how users are playing this mode
to see if there's some tweaks they can throw in - more Salmon Run maps will be added in the future, but Nintendo wouldn't comment on adding more enemy types
to the mode - rewards are
changed each
time Salmon Run is played - you can obtain rewards when playing locally, but not gear - originally Nintendo had an idea for this mode, but had no background setting, enemy designs, etc. - Inoue suggested that it should be salmon - themed - when Nintendo hosted the Splatfest that pit Callie against Marie, the development of Splatoon 2 had started - the devs had already decided
to have the result reflected in the sequel - they even had an idea
to announce the Splatfest with a phrase «Your choice will
change the next Splatoon» - the
timing to announce a sequel wasn't right, so they decided against this - they eventually released a series of short stories about the Squid Sisters
to show how the Splatfest affected the sequel's story - Nintendo wouldn't say if Marina is an Octoling, and noted that Inklings are not
paying attention
to this too much - Inklings don't care about appearances, as long as everyone is doing something fresh - the Squid Sisters had composers who produced their songs, but Off the Hook are composing their music by themselves - Pearl is genius artist, but she couldn't find a right partner because she's a bit too edgy - she eventually found Marina as a partner though, and their chemistry is sparkling right now - Nintendo is planning a year of content updates for Splatoon 2 - when finished, the quantity of stages will be more than the original - some of the additional stages are totally new and some will be arranged stages
from the first game - not all original stages will return and they are choosing stages based on the potential for them
to be improved - Brella is shotgun-esque weapon, so the ink hits your opponent more if you are closer - it can shield damage when you open it, but the amount of damage has a limit and once it reaches it, it breaks - you can shoot ink, but you can't use the shield feature when it breaks - the shield won't prevent your allies ink - there are more new weapon categories which haven't been revealed yet - there are no other ranked modes outside of the three current options - the future holds any sort of possibility, but the devs didn't get specific about adding more content like that - for the modes, they adjusted the rule designs so that players will experience the more interesting aspects
From this perspective, providing
paid professional opportunities in the environmental sector is a double win — we can help tackle the intractable inequities that still plague our nation, while at the same
time equip the young people who are most likely
to be impacted by challenges like climate
change with the skills and networks
to lead the solutions necessary
to sustain the environmental movement into the future.
Megan Zavieh: Yeah, or that... That was the thing with
changing from being free consultations where I would just pick up the phone and talk
to somebody when they called any
time to having the
paid consultations, is that I felt like I had now made people think that you could never just pick up the phone and call me.
The
changes forced many landlords of small and large residential real estate properties
to pay attention
to rent control for the first
time from an operational perspective.
If you'd like
to see how the site had
changed over
time,
pay a visit
to the Internet Archive Wayback Machine, where there are S.C.C. pages
from 1998
to the present.
f) Most of those who can afford
to litigate i) can write their legal fees off as business expenses, and ii) are also on
paid time, so g) those who can afford
to litigate actually profit
from litigating, independent of case outcomes, and are motivated
to do more of it, so h) the gap in the logic of the common law steadily grows in the absence of deliberate correction or a
change in economic forces.
«at least... 24... hours prior
to the Vessel's readiness
to sail
from the last previous port of discharge, or
from bunkering port for the voyage, or upon signing this Charter if the Vessel has already sailed...» Clause 4 (c) provided «any extra expense incurred in connection with any
change in loading or discharging ports (so named) shall be
paid for by the Charterer and any
time thereby lost
to the Vessel shall count as used lay -
time.»
As part of this arrangement, the plaintiff elected
to change his compensation
from a base salary
to an hourly compensation plan, where he would be
paid a higher rate for each hour billed
to the client, but would be «benched» (not
paid) for any
time that was unbilled.
Regardless of which approach
to healthcare policy you support, right now is an important
time for citizens
to make their voices heard as the possible
changes will affect everything
from the taxes you
pay to Medicare and Medicaid's coverage of seniors.
You can't
pay to boost your credit score, remove details
from your credit report, or eliminate your debt; that's up
to you
paying your bills on
time, reducing your debt, and giving your credit history a chance
to change and
time to heal.
Plan ahead and start saving money now so that you can
pay your whole policy up front when it comes up for renewal, just be sure
to let your insurance company or agent know your intent
to pay in full at least 30 days in advance as they may need
to log that
change in their system ahead of
time to prevent you
from being enrolled in monthly payments.
The good news is you can avoid MEC» ing your policy by
paying attention
to correspondence
from your insurance provider, as your insurer will provide you ample
time to remedy the situation and prevent your policy
from changing into a MEC.
Cook also said that Apple
Pay is more secure than other solutions, and could protect users
from data breaches — the exec added that
changing your cards a few
times a year is a «pain in the butt,» admitting he also had
to do it twice this year.
RECRUITMENT CONSULTANT BIRMINGHAM CITY CENTRE # 18 - # 22K PA PLUS UNCAPPED OTE If you have the drive and ambition
to succeed in a highly pressurised environment Extra Personnel are currently recruiting for: INDUSTRIAL RECRUITMENT CONSULTANT Hours of Work — Monday — Friday 40 hrs per week with flexibility to the business KEY DUTIES OF THE RECRUITMENT CONSULTANT * To identify suitable candidates for current and prospective industrial clients * Conduct interviews and full reference including right to work for all workers * To canvass new and existing clients to generate new business opportunities * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to succeed in a highly pressurised environment Extra Personnel are currently recruiting for: INDUSTRIAL RECRUITMENT CONSULTANT Hours of Work — Monday — Friday 40 hrs per week with flexibility
to the business KEY DUTIES OF THE RECRUITMENT CONSULTANT * To identify suitable candidates for current and prospective industrial clients * Conduct interviews and full reference including right to work for all workers * To canvass new and existing clients to generate new business opportunities * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to the business KEY DUTIES OF THE RECRUITMENT CONSULTANT *
To identify suitable candidates for current and prospective industrial clients * Conduct interviews and full reference including right to work for all workers * To canvass new and existing clients to generate new business opportunities * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
To identify suitable candidates for current and prospective industrial clients * Conduct interviews and full reference including right
to work for all workers * To canvass new and existing clients to generate new business opportunities * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to work for all workers *
To canvass new and existing clients to generate new business opportunities * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
To canvass new and existing clients
to generate new business opportunities * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to generate new business opportunities * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns
to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures
to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of
pay *
To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
To conform
to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to all statutory employment and contractual legislation *
To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
To ensure all administrative requirements are satisfied
to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to ensure candidates are
paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On
time reporting of key information
to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced
changing environment * Able
to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to communicate at all levels
from worker
to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to director * Excellent organisational skills and the ability
to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to prioritise workloads which continually
change * Computer literate — outlook, excel and word * Ability
to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to report critical information accurately and
to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to tight deadlines * Ability
to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to use a common sense approach
to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising
to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement traini
to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement training
KEY DUTIES OF RECRUITMENT CONSULTANT * Managing drivers and being point of contact for resolving issues * Conduct interviews / pre screen and full reference of all drivers * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns
to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures
to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of
pay * Self generate new clients via cold calling and expanding on existing client opportunities * Meet with new and existing clients
to account manage and advise of the services available
to them * Generate new drivers by way of advertising, social media and networking * Covering out of office calls and demands on a rota requirement * Planning a weekly rota / submitting accurate payroll data / reporting KPI data * Maintaining and increasing daily route allocations — ensuring the customer promise is delivered * Training of drivers in all aspects of the job * Managing claims for damages, insurance and fines * On
time reporting of key information
to Extra Personnel SKILLS REQUIRED: Recruitment Consultant * Strong Sales and Customer service experience within a fast paced
changing environment * Able
to communicate at all levels
from driver
to director * Excellent organisational skills and the ability
to prioritise workloads which continually
change * Computer literate — outlook, excel and word * Ability
to report critical information accurately and
to tight deadlines * Ability
to use a common sense approach
to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising
to a maximum of 29 plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement training
«That can lead
to problems down the line if there's a major
change in circumstances and support needs
to be re-visited and there's a disagreement about what was actually
paid during the period of
time when what the parents were doing was different
from what was outlined in their court order or separation agreement,» she says.