Sentences with phrase «position at your employer»

You could be offered a modified or alternate position at your employer.

Not exact matches

Not so at RFRK, which has increased both its employee retention (in the high - turnover food - service industry, no less) and its rep as an employer of choice (the firm recently got 350 applications for an admin position) by making its people feel something very powerful: that their work matters.

Doing so will directly showcase to employers their cultural and functional fit, ultimately leading to a better shot at landing the position, and tacitly help candidates feel more committed to the opportunity.»

One in three job seekers has shared at least one negative review of a previous or prospective employer, and 55 % of job seekers who have read a negative review have decided against applying for a position at that company.

Aaron Stout, managing director at W2O Group told Marketing Land that as younger users are moving away from Facebook and Twitter, Instagram was positioned to take a big share of social media attention, especially when brands need to reach a younger audience or employers need to reach out to younger job candidates.

To get approved, customers fill in employment and personal information such as months at employer, gross annual income, and position.

That company had developed a marketplace where job candidates could look at offers and schedule interviews with potential employers that interested them — with the potential to receive a signing bonus from Vettery when they took a position.

At $ 15 / hour, a 12 - week full - time paid co-op position, paid internship or summer job placement would cost employers $ 7,200 in terms of wages, assuming a 40 - hour work week.

Jonker was the boss of the Arsenal academy, but when his former employers Wolfsburg came in contact about the vacant position of manager at the Bundesliga side, it was an offer too difficult to turn down.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

I am at a loss, I can not support my family financially and have been put in a very difficult position by my employer and this third - party company.

The next big idea should come from the vein of Moms being allowed to either work their same positions from home or having a community of employers who look to hire working Moms, welcoming their small children a space in the workplace or at least the personal office assigned to them.

As an IT engineer, he managed to negotiate a position with his employer at the U.S. branch, but he had to change his field of work.»

I was shocked to hear that all these women STILL had difficult careers and choices to make, even at the most senior positions, and indeed, still experienced great difficulties in keeping up with all the many demands placed on them by their employers and their families.

If the sponsor is a private (i.e., nonuniversity) employer, the letter must confirm an offer of a research position in which the parties expect continuous, indefinite employment, that the employer employs at least three people full - time in similar research positions, and that the employer has achieved documented accomplishments in an academic field.

In March Merck & Co. bought Schering - Plough Corporation (both companies made the list of top employers at positions 16 and 7, respectively).

Those salaries are increasing, especially in the technology and online sector, because employers aren't finding enough people to fill their open positions, says Sam Wholley, a partner at technology recruiting and talent search firm Riviera Partners in San Francisco, California.

The past few years, many postdocs at the Spanish National Research Council (CSIC) have obtained a permanent position in an unusual way: by suing their employer.

While seeking a postdoctoral position at what is now the Carnegie Institution for Science in 2005, Daniel Gorelick did what many job - seekers are afraid to do: He asked his potential future employer about the availability of parental leave.

can be turned around by asking the employer what their salary range is for the position — or, what people with similar levels of experience and education earn at the firm.

Populaire (R for sexuality) French farce, set in 1958, about an applicant (Deborah Francois) for a secretarial position at an insurance company who is informed by her prospective employer (Romain Duris) that she'll have to win a speed typing competition in order to land the job.

After researching training positions in the workforce, I have found that most employers prefer that their instructional designers have degrees with at least two years of experience.

Studies have shown that the people who are in the best financial position at retirement are the ones who participated in employer - sponsored retirement plans and opted for automatic contributions.

Daycare was about half what you are now paying, but even though I had a well paying position (the people at manpower told me there were only about a dozen local employers where I could expect a comparable wage) that certainly would have eaten up a sizeable portion of my take home pay.

At present, employers may be able to access credit reports when considering an applicant for a position.

You need to be employed in these position at least full - time, which is considered to be at least 30 hours a week or what the employer considers to be full - time.

I have a 401k from my previous employer but currently working at a contract - to - hire position and have no 401k.

Fortunately, if you are moving because of a new job, taking another position with your current employer in another locale (at least 50 miles further away from your home than your previous job was), have you may be entitled to certain moving cost tax deductions.

And to the extent that employers believe that credit reports or certain information in credit reports would be job - related to specific positions — again, I would have to say that you need to look at those specific positions to see if there is job - relatedness or not, which is a very difficult analysis that employers deal with every day as you noted.

Information is not a bona fide occupational requirement unless the position: requires Federal Deposit Insurance Corporation clearance; is at a financial service institution; requires United States security clearance; or requires a fiduciary responsibility to the employer, including the authority to issue payments, collect debts, transfer money, or enter contracts.

A volunteer position does not constitute an employee / employer relationship with Last Chance at Life Animal Rescue and volunteers serve at the discretion of the management of Last Chance at Life Animal Rescue.

The Center encourages employers to post positions, recruit on campus, represent at career fairs, and explore creative ways of becoming involved with The Cooper Union.

It has been the Administrator's position that periods of inactivity during the workday are time worked if caused by interruptions beyond the employee's control and if he must stand by because work may at any time be resumed.1 8 The result may be the same even when the employer tells him he is free to leave the premises, if the interval is too short to be used effectively for his own interests.

With Brexit less than a year away, Alan Kennedy, Associate at Womble Bond Dickinson provides a summary of the latest position on EU workers» rights and what employers should do now to prepare for the UK's departure from Europe.

As an example an employer who sets out issues that were overcome with regard to access to a building, a wider disabled parking bay on site, a work station positioned with access to a disabled toilet and, if at all possible, a quiet room for the person to rest in when fatigued.

If an equivalent position is not available, the employer must look for a vacant position at a lower level.

However, the employer could defend the job ad by arguing that this particular position requires a female worker due to the sensitive nature of the position (for instance, if the position was for, an intake worker at a shelter for abused women).

The employer in this case failed to adduce the necessary evidence at trial and then stubbornly maintained a lowball position on appeal.

In Quebec, if the same position no longer exists, the employer must recognize all the rights and privileges to which the employee would have been entitled if she had been at work at the time the position ceased to exist.

Specifically, setting the bar at «balance of probabilities plus» might encourage employers to settle otherwise unmeritorious claims where an interim order has been made (following a necessarily incomplete and superficial examination of the evidence and the parties» respective positions); and give successful employees unrealistic expectations as they move towards the full hearing, especially bearing in mind the absence of a statutory compensation cap in public interest disclosure cases.

It stated that the status of a probationary employee has «acquired a clear meaning at common law», enabling an employer to terminate an employee without common law notice during the probationary period if the employer makes a good faith determination that the employee is unsuitable for the position.

Absent a successful appeal of Villanova Catholic, smaller employers may be able to utilize their financial situation as part of the analysis in mitigation, and at the very least should tender evidence about the financial situation of the company, the industry, the sector, and of comparable positions.

Justice Burnyeat considered the case of a car salesman who was dismissed from his employment and who failed to obtain alternative employment within the 9 month notice period in Ata v. Carter Pontiac Buick Ltd. 2 At trial, the employer provided evidence that there were numerous similar positions available at other dealerships during the notice perioAt trial, the employer provided evidence that there were numerous similar positions available at other dealerships during the notice perioat other dealerships during the notice period.

However, shortly after commencing work at his new position, the dismissed employee was offered a choice of two positions at his previous employer at the same or better rate of pay that he had previously enjoyed.

Most positions are at - will employment, which means that employers can pretty much terminate your job at any time for almost any reason.

Courts take into consideration factors such as age, length of time you were in employment with that employer, whether you had a good track record at work, whether you were induced to come work by leaving another lucrative position (migrant workers face this quite a lot), the way your dismissal was handled, the difficulty in finding another job that is similar to the one you lost, or loss of reputation in your area of profession, etc..

Q.B.); nor a case in which the employee had accepted prior transfers: Reber v. Lloyds Bank International Canada 1985 CanLII 153 (BC CA), (1985), 18 D.L.R. (4th) 122 (B.C.C.A.), Jim Pattison Industries Ltd. v. Page, [1984] S.J. No. 448 (C.A.), Durrant v. Westeel - Rosco Ltd. 1978 CanLII 277 (BC SC), (1978), 7 B.C.L.R. 14; nor a case in which the employer faced financial difficulties compelling consolidation or restructuring: Smith v. Viking Helicopter Ltd. reflex, (1989), 68 O.R. (2d) 228, Morris v. International Harvester Canada Ltd. reflex, (1984), 7 C.C.E.L. 300; nor a case in which the employer was attempting to accommodate an employee who was no longer able to perform at a level required of the position in which the individual was employed: Canadian Bechtel Ltd. v. Mollenkopf (1978), 1 C.C.E.L. 95, and Marko v. Toromont Industries Ltd., [1998] O.J. 5539 (QL)(Gen. Div.)

If the employee keeps requesting an extension of his or her leave, at some point, the employer will be in a position to document why granting more leave would create an undue hardship.

The employer had a practice of hiring unionized employees for its non-unionized supervisory and managerial positions, and offering them severance packages at the time of hiring equivalent to one month per year of service, to a maximum of 18 or 24 months, depending on the position.

An employer in a similar situation would be well - advised to wait until the end of the strike and to raise the abolition of positions at the time of the return to work, either in the negotiation of a return to work protocol with the Union or by exercising its management rights.